WILLIAM K. GRAHAM and JAMES T. CALENDO University of California,Berkeley PERSONALITY measures have an exceedingly poor history as predictors of job performance and their use for making personnel decisions has been criticized on many grounds. Ghiselli and Barthol (1953) found that the validities of personality inventories were low and unimpressive even for supervisory and foreman positions where personality factors have been said to be of considerable significance. I n a more recent review by Guion and Gottier (1965), it was concluded that personality measures cannot be generally recommended as good or practical tools for making personnel decisions. Finally, Guion (1965) has suggested that personality measures be used primarily as experimental devices and that particular measures should be tested in a specific job setting where personality dimensions can be defined in terms of goals related to the work situation. At least to some extent, the pessimism which pervades assessments of the utility of personality measures stems from reviews of the numerous studies in which nonsignificant or low correIations have been found between personality measures and global ratings of job performance. Although it now seems safe to say that personality measures are unlikely to be of much use in predicting
Personnel Psychology – Wiley
Published: Dec 1, 1969
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