| 1. |
- Garcia, Danilo, 1973, et al.
(författare)
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The Relationship between the JobMatchTalent Test and the NEO PI-R: Construct Validation of an Instrument Designed for Recruitment of Personnel
- 2014
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Ingår i: PLoS ONE. - : Public Library of Science (PLoS). - 1932-6203. ; 9:3
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Tidskriftsartikel (refereegranskat)abstract
- Background Personality measures in recruitment situations need to (1) cover the Big-Five model of personality and (2) focus on interpersonal requirements of jobs. We investigated the relationship between the JobMatchTalent test and the NEO Personality Inventory-Revised (NEO PI-R). The JobMatchTalent consists of three areas (i.e., Stability Patterns, Action Patterns, and Relation Patterns) divided in 10 main scales providing a deeper picture of the employee (e.g., Work Structure, Tolerance). Method The participants (N = 390) were recruited from the professional network LinkedIn and completed online versions of both instruments. We used correlation analysis to investigate the construct validity of the JobMatchTalent test by identifying significant correlation coefficients no lower than ±.30 (i.e., convergent validity) and those with nonsignificant correlations (i.e., discriminant validity). Regression analyses were used to investigate the variance of the NEO PI-R dimensions that was explained by the JobMatchTalent test. Results Four of the NEO PI-R dimensions showed considerable overlap with the following JobMatchTalent main scales: (1) Work structure and Decision Characteristics, which both are measures of thoughtfulness, planning, and order (i.e., Conscientiousness); (2) Inner drive, Activity, Drive, Acting, and Communication, which represent different aspects of being outgoing and extrovert (i.e., Extraversion); (3) Tolerance and Social interest, which measure a person's interest and ability to create social relations (i.e., Agreeableness); and (4) Stress Index, a measure of emotional stability (i.e., the opposite of Neuroticism). All 5 NEO PI-R dimensions overlapped with the JobMatchTalent sub-scales. Conclusions The study suggests that 4 of the NEO PI-R dimensions are logically categorized along the JobMatchTalent main scales: (1) Order and Thoughtfulness, (2) Energy and Extraversion, (3) Social Adaptation and Interest, and (4) Emotion Control. Hence, it suggests substantial overlap between the instruments, but also that the two instruments cannot be considered as equivalent to assess individual differences in recruitment situations.
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| 2. |
- Jimmefors, Alexander, et al.
(författare)
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Self-regulation Dimensions and Psychological Well-Being as a Function of Affective Profiles
- 2015
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Ingår i: 27th Association for Psychological Science Annual Convention. New York, New York, USA.
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Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
- We studied differences in self-regulatory mode between individuals and its relation to psychological well-being. The backdrop of the study was the affective profiles model. The influence of psychological well-being on self- regulatory dimensions was moderated by the individual’s affective profile.
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| 3. |
- Jimmefors, Alexander, et al.
(författare)
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Self-regulation, Psychological Well-Being, and Swedish High School Pupils’ Academic Achievement
- 2014
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Ingår i: 26th Association for Psychological Science Annual Convention. San Francisco, California, USA.
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Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
- ABSTRACT We investigated the relationship between Swedish high school pupils’ grades and self-regulation strategies (i.e., assessment and locomotion) and psychological well-being. We found that a profile consisting of assessment orientation (i.e., assessment, comparison, and appraisal of goals/procedures) combined with self-acceptance and personal growth leads to the best study results. SUPPORTING SUMMARY Background Education plays an important role on a personal level because it is related to personal control, a healthy lifestyle, greater income, employment, interpersonal relations, and social support (Mirowsky & Ross, 2003). Self-regulation is the procedure implemented by an individual striving to reach a goal and consists of two inter-related strategies: (1) the identification of the desired out-come and the appraisal of procedures to reach the desired goal (i.e., assessment), and (2) the selection between available approaches to reach the goal and the commitment to the chosen approaches until the goal is reached (i.e., locomotion) (Kruglanski et al, 2000). Self-regulation plays an essential role in academic achievement (Kruglanski et al 1994, 2000). Psychological well-being is a multi-faceted concept composed of six different intra-personal characteristics that describe the fully functional individual (Ryff, 1989). These factors are: positive relationships with others, self-acceptance, environmental mastery, autonomy, purpose in life, and personal growth. We aimed to study the relationship between academic achievement and self-regulation and psychological well-being in Swedish high school pupils. Method Participants were 160 Swedish high school pupils (111 boys and 49 girls) with an age mean of 17.74 (sd = 1.29). We used the Assessment and Locomotion Scales (Kruglanski et al., 2000) to measure self-regulation and Ryff’s Psychological Well-Being Scales short version (Clark et al., 2001) to measure well-being. Academic achievement was operationalized through pupils’ final grades in Swedish, Mathematics, English, and Physical Education. The courses take place during either one or two semesters and the grading scale ranges from F = fail to A = pass with distinction. Results Final grades in Swedish were positively related to two psychological well-being scales: self-acceptance (r = .16, p = < .05) and personal growth (r = .21, p = < .01); and to the self-regulation strategy of assessment (r = .18, p = < . 05). Final grades in Mathematics were positively related to three psychological well-being scales: self-acceptance (r = .19, p = < .05), autonomy (r = .23, p = < .01), and personal growth (r = .19, p = < .05); and also to assessment (r = .24, p = < .01). Final grades in English were positively related to one psychological well-being scale: personal growth (r = .17, p = < .05); and also to assessment (r = .27, p = < .001). Final grades in Physical Education were positively related to four psychological well-being scales: environmental mastery (r = .27, p = < .001), self-acceptance (r = .29, p = < .001), autonomy (r = .19, p = < .05), and personal growth (r = .22, p = < .01); and also to the self-regulation strategy of locomotion (r = .21, p = < .01). Conclusions The most consistent finding is that a profile consisting of assessment orientation combined with self-acceptance and personal growth leads to the best study results. This understanding is important when supporting pupils in achieving the best possible results in school and thus lay the formation for a continued successful life.
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| 4. |
- Mousavi, Fariba, et al.
(författare)
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The Dark Side (Machiavellianism, Narcissism, and Psychopathy) of The Affective Profiles
- 2015
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Ingår i: 27th Association for Psychological Science Annual Convention. New York, New York, USA.
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Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
- We studied differences in Dark Triad traits among affective profiles. The high positive affect/high negative affect profile scored higher in Machiavellianism, Narcissism, and Psychopathy. Also those with a low positive affect/ high negative affect profile scored higher in Dark Triad traits.
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| 5. |
- Rappe, Catrin, et al.
(författare)
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The JobMatchTalent Test and the Big Five Model of Personality
- 2014
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Ingår i: 26th Association for Psychological Science Annual Convention. San Francisco, California, USA.
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Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
- ABSTRACT The study investigated the relationship between the JobMatchTalent test and the Big Five personality dimensions. The results imply that the Big Five dimensions can be discerned along the work-related characteristics measured by the JobMatchTalent test: Order and Thoughtfulness, Energy and Extraversion, Social Adaptation and Interest, and Emotion Control. SUPPORTING SUMMARY Background Personality measures in recruitment situations need to cover the 5 dimensions in the Big-Five model of personality and focus on the interpersonal requirements of jobs (Hogan, Hogan & Roberts, 1996). In the present study, we investigated the relationship between the JobMatchTalent test (Olsen, 2013) and one of the most common instruments used to operationalize the Big-Five model of personality: the NEO Personality Inventory-Revised (NEO PI-R). The JobMatchTalent test was developed to measure individuals’ work-related characteristics and then match these characteristics against specific demands related to specific occupations. The JobMatchTalent test consists of three areas that provide a broad picture of the individual's characteristics: Stability Patterns, Action Patterns, and Relation Patterns. These areas are each divided into 10 scales that provide a deeper picture of the employee; such as the way she/he structures her/his work, stress sensitivity, energy, goal-directedness, and cooperativeness. Method Participants (N = 390) were recruited from the professional network LinkedIn (http://www.linkedin.com) and asked to complete online versions of the NEO PI-R and the JobMatchTalent test. We used correlation analysis to investigate convergent and discriminant validity between both instruments by identifying and analyzing all significant coefficients no lower than ± .30 (i.e., convergent validity) and non-significant correlations (i.e., discriminant validity). Regression analyses were used to investigate the variance of the NEO PI-R dimensions explained by the JobMatchTalent test. Both correlation and regression analysis were conducted in two steps, the JobMatchTalent main scales vs. NEO PI-R dimensions and the JobMatchTalent subscales vs. NEO PI-R dimensions. Results In the first step, the JobMatchTalent test showed considerable overlap with 4 of the 5 NEO PI-R dimensions: (1) Conscientiousness (i.e., Stability Patterns: Work structure and Decision Characteristics, which both are measures of thoughtfulness, planning, order and details); (2) Extraversion (i.e., Stability Patterns: Inner drive; Action Patterns: Activity, Drive, Acting; and Relation Patterns: Communication. All representing different aspects of being energetic and extrovert); (3) Agreeableness (i.e., Relationship Patterns: Tolerance and Social interest, which both measure a person’s interest and ability to adapt in and create social relations); and (4) Neuroticism (i.e., Stability Patterns: Stress Index, which is a measure of emotional stability—the opposite of Neuroticism). In the second step, all 5 NEO PI-R dimensions overlapped with the JobMatchTalent subscales; (5) Openness showed overlap with subscales under Stability Patterns (the optimism subscale under Inner drive), Action Patterns (the vision and development motivation subscales under Drive), and Relation Patterns (the contact creating subscale under Social Interest). Conclusions The results indicate that there is convergent and discriminant validity between the JobMatchTalent test and the NEO PI-R. At the scale level, 4 of the 5 NEO PI-R dimensions can be discerned in a logical categorization along the work-related characteristics measured by the JobMatchTalent test: (1) Order and Thoughtfulness, (2) Energy and Extraversion, (3) Social Adaptation and Interest, and (4) Emotion Control. Moreover, all 5 NEO PI-R dimensions overlapped with the JobMatchTalent subscales. Suggesting substantial overlap between the instruments, but also that the two instruments cannot be considered as equivalent to assess individual differences in recruitment situations.
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| 6. |
- Schütz, Erica, et al.
(författare)
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JobMatchTalent Scales and Manager-Rated Work Performance
- 2014
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Ingår i: 26th Association for Psychological Science Annual Convention. San Francisco, California, USA.
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Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
- ABSTRACT We validated the JobMatchTalent scales that predicted supervisor rated productivity, work quality and structure and cooperation at work. Productive behavior was predicted by: Inner Drive, Activity, Drive, Acting, and Communication. Work quality and structure by: Work Structure and Decision Characteristics. Cooperation by: Tolerance, Social Interest, and Communication. SUPPORTING SUMMARY Background The JobMatchTalent test was designed to measure individuals’ work-related personality characteristics in three areas that provide a broad picture of the individual: Stability Patterns, Action Patterns, and Relation Patterns. These three areas are each divided into 10 scales that provide a deeper picture of the worker. Within the occupational psychology field, the JobMatchTalent test is regarded as an instrument for selection, staff development and career planning. More than 25,000 people have done the test since the early 2000s and the test has been continuously developed to best meet the job requirements. One of the theories that form the basis for the JobMatchTalent test is that personality characteristics correspond to different specific requirements in different occupations. The other theoretical basis is "flow"⎯a condition characterized by including intense concentration and an increased level of awareness (Csikszentmihalyi, 1990). Research shows that this condition occurs when individual characteristics match the requirements of a particular activity. The aim of this study was to investigate if and which JobMatchTalent scales predicted employees’ manager ratings on productive behavior, work quality and structure, and cooperation at the work place. Method A total of 95 managers (40 females, 55 males) with an age mean of 47 (sd = 10) were asked to rate employees (N = 258; age mean = 40, sd = 11; 111 females, 147 males) who had been recruited after completing the JobMatchTalent test between 6-24 months earlier. Managers answered to 11 different statements (Likert scale 1 = totally disagree, 7 = totally agree) related to their own employees’ productivity at work, work quality and structure, and cooperation at the work place. Results Productive behavior was associated to scales under Stability Patterns (Inner Drive: r = .20 p < .01), Action Patterns (Activity: r = .36 p < .01, Drive: r = .37 p < .01, and Acting: r = .42 p < .01), and Relation Patterns (Communication: r = .38 p < .01). Rating of work quality and structure were associated to scales under Stability Patterns (Work Structure: r = .49 p < .01 and Decision Characteristics: r = .24 p < .01). Finally, ratings of cooperation at work were associated to Relationship Patterns (Tolerance: r = .42 p < .01, Social Interest: r = .41 p < .01, and Communication: r = -.25 p < .01). Conclusions This study shows that the JobMatchTalent test is a valid instrument in the prediction of work performance related variables. The results also overlap findings showing specific personality dimensions as predictors of performance at work.
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