Labor Market Influences on Personality Scale Scores among Job Applicants

Abstract

Abstract. Four studies investigating labor market influences on personality scale scores of job applicants are presented. The first three studies examined whether or not job applicants from internal vs. external labor markets scored similarly on multi-scale personality inventories used for personnel selection. Across three samples, data from external job applicants (total N = 11,147) and internal job applicants (total N = 10,468) for managerial positions indicated that on average external job applicants scored slightly higher (by an average of .10 to .20 standard deviation units). A variety of control variables had no influence on comparisons. The fourth study examined integrity test scores of job applicants in a buyer’s labor market (selection ratio = .03). Job applicants (N = 1,002) in this labor market scored .52 SD units above general job applicant norms. The variability for this group was markedly smaller. There may be small, but consistent, labor supply and demand influences on personality scale responses among job applicants.