Abstract
Traditionally, organizational psychologists rely on personality measures in order to make personnel selection decisions. However, the extent to which the measurement of personality traits is varies across high-stake test-taking context is not entirely understood. Drawing on a Romanian dataset, we explored different levels of invariance between high and low stake contexts for a celebrated five-factor personality measure. Results revealed that the measurement of five-factor personality traits is non-equivalent across high and low test-taking contexts. Additionally, significant differences in latent means were observed for Neuroticism, Extraversion, Agreeableness and Conscientiousness.
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