About
46
Publications
21,457
Reads
How we measure 'reads'
A 'read' is counted each time someone views a publication summary (such as the title, abstract, and list of authors), clicks on a figure, or views or downloads the full-text. Learn more
1,195
Citations
Introduction
My primary research interests are in the areas of psychometrics and research methods, with an emphasis on the design and evaluation of psychological measures and their application to decisions in educational settings and the workplace. My research also examines the role of personality traits in academic and workplace settings, particularly relating to issues surrounding college student employability and success.
Current institution
Education
August 2010 - August 2014
August 2008 - May 2011
Publications
Publications (46)
Personality and social psychology have historically been divided between personality researchers who study the impact of traits and social–cognitive researchers who study errors in trait judgments. However, a broader view of personality incorporates not only individual differences in underlying traits but also individual differences in the distinct...
Theory is a cornerstone of organizational research. Recently, however, some organizational scientists
have argued that there is an overemphasis on theory development in our prominent
publication outlets, calling for a rejuvenation of empirically driven research. To bring empirical
research back to the forefront, the organizational sciences need a s...
Researchers have long been interested in examining relationships between personality traits and performance in applied settings. Although the Big Five remains the most prevalent model of personality, studies adopting an alternative personality model known as the HEXACO model have been increasing in the past decade (e.g., Ashton et al., 2004; Lee &...
Organizational scientists have historically assessed personality via self-reports, but there is a growing recognition that personality ratings from observers offer superior prediction of job performance compared to targets' self-reports. Yet, the origin of these differences remains unclear: do observers show predictive validity advantages (a) becau...
Reputations are immensely consequential for both people and organizations. Yet research on reputations in the workplace is fragmented across a number of literatures. In this article, we first review conceptual and definitional issues surrounding the study of reputations in the workplace. We then summarize several theoretical frameworks for studying...
Describing and understanding personality structure is fundamental to predict and explain human behavior. Recent research calls for large personality item pools to be analyzed from the bottom-up, as item-level analysis may reveal meaningful differences often obscured by aggregation. This study introduces and applies Taxonomic Graph Analysis (TGA), a...
Describing and understanding personality structure is fundamental to predict and explainhuman behavior. Recent research calls for large personality item pools to be analyzed fromthe bottom-up, as item-level analysis may reveal meaningful differences often obscured byaggregation. This study introduces and applies Taxonomic Graph Analysis (TGA), a co...
The social context of the workplace influences attendance decisions. Regardless of personal and job factors, employees may choose to engage in sickness presenteeism behaviour (i.e., working when unwell) because of perceived pressure from the organization. Using Social Information Processing Theory, we introduce the construct of presenteeism pressur...
We used exploratory structural equation modeling to examine gender-based measurement invariance (MI) in the HEXACO-100 across three samples that varied in terms of age (undergraduate students in Study 1, working adults in Studies 2 and 3) and testing context (research context in Studies 1 and 2, high-stakes selection context in Study 3). Across thr...
Personality self- and informant-reports have been ascribed complementary value based on the asymmetric knowledge of the two perspectives. However, this study is the first to investigate what personality (item) content is reflected in the shared and unique components in multi-rater personality judgments. In two large data sets (Sample 1: 664 targets...
Describing and understanding personality structure is fundamental to predict and explainhuman behavior. Recent research calls for large personality item pools to be analyzed fromthe bottom-up, as item-level analysis may reveal meaningful differences often obscured byaggregation. This study introduces and applies Taxonomic Graph Analysis (TGA), a co...
Research on applicant reactions to brainteaser interview questions has been mixed, with some applicants finding them humorous and others finding them useless and unfair to use in an interview. Little research, however, has investigated how practitioners perceive these questions. Across two studies, we assess how applicants and practitioners react t...
With growing concerns over the workforce “skills gap,” additional insight is needed on the training and transfer of professional skills, particularly surrounding the transition from education to employment. This study leveraged latent change score modeling to examine the role of the Big Five personality traits, general mental ability (GMA), and tra...
We present psychometric evidence for the BFAS-40, an abbreviated measure of the Big Five Aspects Scale (DeYoung et al., 2007). In Study 1, we developed the BFAS-40 using metaheuristic algorithms and cross-validated the factor structure of the shortened measure. In Study 2, we demonstrated that the BFAS and BFAS-40 correlate with external criteria i...
We meta-analytically examined mean and variance differences between MTurk and non-MTurk samples for a variety of scales used in the organizational sciences. The influence of moderators (i.e., construct domain and valence, sample type, use of qualifications, and data cleaning procedures) was also examined. Across all scales (120 scales, N = 110,090)...
As a multifaceted construct reflecting one’s self-esteem, generalized self-efficacy, locus of control, and emotional stability, core self-evaluations (CSE) has become popular to measure in applied psychology research, especially given its conceptual importance and empirical usefulness for understanding the dispositional effects on employee attitude...
Organizational scientists have historically assessed personality via self-reports, but there is a growing recognition that personality ratings from observers offer superior prediction of job performance compared to targets’ self-reports. Yet the origin of these differences remains unclear: Do observers show predictive validity advantages (a) becaus...
Test validation is fundamental to industrial-organizational psychology and to many of the interventions that we use to improve organizational performance. Problems with performance ratings as criteria are well-recognized, yet with nested designs, it is difficult to determine the degree that validity estimates are obscured due to rater variance. Usi...
Methodologists have long recognized the limiting nature of focusing on a narrow range of operationalizations when generalizing to constructs. We see great promise in the Big Six model of personality, but in this comment, we suggest that the current state of the Big Six literature comes close to exhibiting mono-operation bias. We argue that mono-ope...
The six-factor HEXACO Model of Personality has garnered support as a leading broad taxonomy of personality traits. There has, however, been much debate on the existence of additional factors beyond the six HEXACO domains. We review the arguments presented by Ashton and Lee (this issue) and present evidence for an affectively laden seventh factor, t...
The essence of measurement invariance (MI) analysis is to test the assumption that observed scores on a scale accurately reflect respondents’ standings on a measured construct. Based on exploratory structural equation modeling, the current study examines gender-based MI in two Big Five measures of personality: the Mini-IPIP, and the Big Five Invent...
Two hundred seventy-six international students reported their perceptions of social support from multiple sources (i.e., friends, family, institution, and significant other) as predictors of three facets of cross-cultural adjustment (i.e., general, interaction, and school-related adjustment). In addition, this study explored the incremental effects...
In recent years there has been increased attention on research methods and practices that increase reproducibility, transparency, and data sharing, as well as attempts to replicate previous research. These open science initiatives increase confidence in empirical findings, leading to improved theory development. The goal of this special issue of th...
Bifactor models were applied to the NEO-FFI-3, HEXACO PI-R, and BFI-2 questionnaires. Factor scores of factors representing the domains of the questionnaires, evaluation, and acquiescence were estimated. Simple and multiple validities of the factor scores were compared with summated scale validities. The evaluation factor was a significant predicto...
Exploratory bifactor models with keying factors were applied to item response data for the NEO–FFI–3 and
HEXACO–PI–R questionnaires. Loadings on a general factor and positive and negative keying factors
correlated with independent estimates of item valence, suggesting that item valence influences responses
to these questionnaires. Correlations betw...
Grand et al. (2018) provide a critical treatment of the need for industrial and organizational (I-O) psychologists to take active steps to ensure that ours is a robust and reliable science of organizations, the spirit of which the present authors wholeheartedly agree. One path toward ensuring that I-O psychology is rightly recognized as a robust sc...
The present work represents a commentary response to Grand and colleagues' (2017) work calling for a more robust science in Industrial/Organizational Psychology. The present work details how open science as a movement and the Open Science Framework can facilitate the excellent recommendations made by Grand and colleagues.
The present work represents a commentary response to Grand and colleagues' (2017) work calling for a more robust science in Industrial/Organizational Psychology. The present work details how open science as a movement and the Open Science Framework can facilitate the excellent recommendations made by Grand and colleagues.
Inclusion of situational judgment tests and assessment centre exercises as assessment methods offers ample
opportunities for personality research. These methods provide personality information that partially overlaps with traditional measures like self-reports but also assess previously untapped elements of personality. We argue that the best way p...
Tett, Hundley, and Christiansen (2017) raise an important issue related to meta-analysis and our frequent overinterpretation of point estimates to the diminishment of variability of the estimate. We view this as analogous to the situation in which weather forecasters communicate the likely track of hurricanes. Such predictions involve point estimat...
Cross-cultural adjustment is a challenge faced by sojourner groups around the world. Although associations between the Big Five personality traits and cross-cultural adjustment are well established, less is known about the six-factor HEXACO model of personality and adjustment. Moreover, recent research has considered whether individual differences...
The present study examines the consequences of perceived interpersonal discrimination on stress, health, and performance in a sample of 210 science, technology, engineering, and mathematics (STEM) academicians. Using a path model, we test the relation that perceived interpersonal discrimination has on stress and the relation of stress to physical h...
In
Industrial and Organizational Psychology
volume 7, issue 4, a commentary to the focal article Oswald
et al
.
1
was unfortunately omitted. This commentary, “Imperfect Corrections or Correct Imperfections? Psychometric Corrections in Meta-Analysis,” by Frederick L. Oswald, Seydahmet Ercan, Samuel T. McAbee, Jisoo Ock, and Amy Shaw,
2
is reproduced...
Working memory capacity is one of the most frequently measured individual difference constructs in cognitive psychology and related fields. However, implementation of complex span and other working memory measures is generally time-consuming for administrators and examinees alike. Because researchers often must manage the tension between limited te...
Research in the area of personality traits and academic performance has been supported by consistent meta-analytic evidence demonstrating positive relationships between Conscientiousness and grade point average (GPA). However, academic performance is not solely a function of GPA but also a number of other important intel-lectual, interpersonal and...
The present meta-analysis reviews the relationship between the Big Five personality traits and expatriate adjustment using data from 32 studies (34 independent samples). Results indicate small to moderate positive relationships between the Big Five traits and three facets of expatriate adjustment (general, interaction, and work adjustment).
Interest in the role of personality traits in predicting academic performance outcomes has steadily increased over the last several decades, enough to produce a number of meta-analyses that summarize this research (e.g., Poropat, 2009; Richardson, Abraham, & Bond, 2012). These previous meta-analyses combine a variety of alternative personality meas...
