Abstract
Despite the revival of personality psychology the past decade and the widespread interest of industrial, work and organizational (IWO) academics and professionals in personality measures, it seems that the personality domain is again under attack. Old “hot topics” are again on the table, including the so-called “over-stated” validity of personality measures and their fakeability. The present manuscript looks at the evidence for these claims and counters these propositions from different perspectives, including academic and professional viewpoints. In addition we also examine whether these claims also apply to alternative assessment methods and constructs that are frequently used in the IWO field. It is demonstrated that personality measures do have validity to predict a range of IWO criteria, and various conceptualizations of faking and ways to handle such bias are discussed. It is concluded that personality qualifies as a unique contributor in the IWO assessment process, and that there are no alternative typical performance constructs at the level of the individual that — incrementally over GMA — do substantially better in predicting job performance.
Published Version
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