Publication Date
8-1-1998
Degree Program
Department of Psychology
Degree Type
Master of Arts
Abstract
Personality testing can be an adequate instrument for prediction of future job performance. However, the predictive ability of these tests has been only moderate at best. This researcher attempted to determine if feedback would help improve the predictive ability of personality tests. The results indicated that feedback did not moderate the relationship between the personality dimensions and job performance for all of the personality construct s except Openness to Experience. This researcher also attempted to replicate the findings of the Barrick and Mount (1993) study which found that autonomy moderated the relationship between Conscientiousness, Extraversion, Agreeableness, and job performance. This researcher found support for Barrick and Mount's findings for Extraversion and Conscientiousness, but not for Agreeableness.
Disciplines
Personality and Social Contexts | Psychology
Recommended Citation
Woolard, Christopher, "Moderation of Personality Test Validity" (1998). Masters Theses & Specialist Projects. Paper 326.
https://digitalcommons.wku.edu/theses/326