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Lessons Learned in Transitioning Personality Measures From Research to Operational Settings

  • Leonard A. White (a1), Mark C. Young (a1), Arwen E. Hunter (a2) and Michael G. Rumsey (a1)

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E-mail: len.white@cox.net, Address: U.S. Army Research Institute for the Behavioral and Social Sciences, 2511 Jefferson Davis Highway, Arlington, VA 22202-3926

References

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Hough, L. M., Eaton, N. L., Dunnette, M. D., Kamp, J. D., & McCloy, R. A. (1990). Criterion-related validities of personality constructs and the effect of response distortion on those validities [Monograph]. Journal of Applied Psychology, 75, 581595.
Roberts, B. W., Chernyshenko, O. S., Stark, S., & Goldberg, L. R. (2005). The structure of conscientiousness: An empirical investigation based on seven major personality questionnaires. Personnel Psychology, 58, 103139.
Stark, S., Chernyshenko, O. S., & Drasgow, F. (2005). An IRT approach to constructing and scoring pairwise preference items involving stimuli on different dimensions: The multi-dimensional pairwise preference model. Applied Psychological Measurement, 29, 184201.
White, L. A., Hunter, A. E., & Young, M. C. (2006, May). Social desirability effects on the predictive validity of personality constructs. In Griffith, R. & Yoshita, Y. (Chairs), Deceptively clear: Applicant faking behavior and the prediction of job performance. Symposium conducted at the 21st Annual Conference of the Society for Industrial-Organizational Psychology, Dallas, TX.
White, L. A., & Kilcullen, R. N. (1998, April). How socially desirable responding affects the criterion-related validity of self-report measures of personality. In McDaniel, M. (Chair), Applicant faking with non-cognitive tests: Problems and solutions. Symposium presented at the 13th Annual Meeting of the Society for Industrial and Organizational Psychology, Dallas, TX.
White, L. A., & Moss, M. C. (1995, April). Factors influencing the concurrent versus predictive validities of personality constructs. In Schmidt, F. (Chair), Response distortion and social desirability in personality testing for personnel selection. Symposium presented at the 10th Annual Conference of the Society of Industrial and Organizational Psychology, Orlando, FL.
White, L. A., Young, M. C., Heggestad, E. D., Stark, S., Drasgow, F., & Piskator, G. (2004). Development of a non-high school diploma graduate pre-enlistment screening model to enhance the Future Force. Paper presented at the 24th Annual Conference of the Army Science Conference, Orlando, FL.
White, L. A., Young, M. C., & Rumsey, M. G. (2001). ABLE implementation issues and related research. In Campbell, J. P. & Knapp, D. J. (Eds.), Exploring the limits in personnel selection and classification (pp. 525558). Hillsdale, NJ: Erlbaum.
Young, M. C., & White, L. A. (2006, November). Preliminary operational findings from the Army’s Tier Two Attrition Screen (TTAS) measure. Paper presented at the 25th Army Science Conference, Orlando, FL.
Young, M. C., White, L. A., Heggestad, E. D., & Barnes, J. D. (2004, July). Operational validation of the Army’s new pre-enlistment screening measure. Paper presented at the Annual Conference of the American Psychological Association, Honolulu, HI.

Lessons Learned in Transitioning Personality Measures From Research to Operational Settings

  • Leonard A. White (a1), Mark C. Young (a1), Arwen E. Hunter (a2) and Michael G. Rumsey (a1)

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