Leaetta M. Hough’s research while affiliated with St. Paul Academy & Summit School and other places

... In a related vein, evidence that validities are higher for personality variables that are theoretically linked to the criteria has been shown for managerial work (Bartram, 2005) as well as for a variety of other jobs and criterion constructs including teamwork, counterproductive behavior, organizational citizenship, creativity, and work engagement (e.g., Hogan & Holland, 2003;Hough et al., 1990;Hough & Oswald, 2021;Oswald & Hough, 2008). Research on predictor-criterion construct congruity at the facet level of personality (more refined than the Big Five) continues due to producing informative patterns of convergent and discriminant validity (Hough & Oswald, 2005;Hough & Johnson, 2013;Judge et al., 2013;Steel et al., 2019). To advance this work we need to continue investigating refined taxonomic structures of personality, as the literature is now producing and beginning to align with work-related outcomes (e.g., Soto et al., 2022). ...

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Revisiting predictor–criterion construct congruence: Implications for designing personnel selection systems

... However, whilst the FFM or "Big Five" led to a renaissance (M. R. Barrick et al., 2001) in linking personality traits to job performance many (e.g., Ashton, 1998;Schneider et al., 1996) questioned the emphasis on broad factors at the expense of narrow traits. A recent "refinement" (Sackett et al., 2017) of personality testing has been the recognition that measuring lower-order facets will achieve higher criterionrelated insights because they cover a broader domain and do not cancel out differential relationships (Judge et al., 2013). ...

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A model of command, leadership and management competency as a predictor of the performance, potential and rate of advancement of Royal Navy senior officers

... Murphy ( 2010) admits "there is no doubt that synthetic validity is a great idea." Oswald and Hough ( 2010) are "convinced that the payoff [for building a synthetic validity testing system] would directly benefit the welfare of organizations (in real dollars) as well as employees and the science of work behavior. Presently, Dr. Steel along with his Postdoctoral Fellow Dr. Colin Lee is fulfilling a Canadian governmental SSHRC grant to create a working synthetic validity systems (i.e., " Improving Personnel Selection Through Synthetic Validity"). ...

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Steel, Piers

... Some argue that proactive personality is a compound trait, meaning it is composed of several basic personality traits that may not all covary (Hough 2003). The predictive power of these individual traits, in relation to a specific outcome, is likely to be exceeded by a compound trait such as proactive personality, which is more specifically tailored to that outcome (Hough and Schneider 1996). ...

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A Meta-Analytic Review of Personality and Teacher-Student Relationships

... First, we show that through NLP, we can measure job-related content that has incremental validity above and beyond traditional selection constructs (e.g., mental ability). Research on work and life experiences suggests information from a candidate's entire application (e.g., resume, affiliations and achievements, statements of objectives) may include behaviors and accomplishments in and outside of work that are related to job performance (Hough, 1984;Mumford & Stokes, 1992;Quińones et al., 1995;Tesluk & Jacobs, 1998). Moreover, we demonstrate that the inclusion of this information reduces subgroup differences in a composite score based on the idea that greater content coverage in predictors reduces differences among subgroups, depending on the relative subgroup differences and intercorrelations (Sackett & Ellingson, 1997). ...

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Using Natural Language Processing to Increase Prediction and Reduce Subgroup Differences in Personnel Selection Decisions

... When perceived as leaders, managers are more likely to have positive evaluations, constructive relationships with subordinates, and access to more resources (Lord & Maher, 1991). According to Epitropaki and Martin (2004) when subordinates perceive their managers as leaders, they exhibit high organizational commitment, job satisfaction, and higher levels of job well-being as well as a greater willingness to engage in behaviors beneficial to the organization. ...

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Leadership and business ethics: A conceptual framework for responsible management

... For example, in spite of the community policing movement and other efforts to soften the image of police, content analyses have shown that police recruitment videos continue to depict police in militaristic and action-oriented terms (Koslicki, 2021;Simpson, 2023). These depictions are contrary to the idea of hiring in the spirit of service rather than the spirit of adventure (Hough, 2016). Such depictions have the likely effect of narrowing the potential application pool and dissuading potential applicants who are primarily interested in being of service to their communities. ...

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Does humanizing the police improve the effectiveness of police recruiting efforts?

... Team members must ensure that sufficient discussion takes place for appropriate information to come to light, incorrect members must be able to recognize the correct response if proposed, and correct members must be sufficiently able and motivated to demonstrate the correct response to incorrect members (Laughlin, 1996). This intensive information sharing is most effectively accomplished through instrumental networks, which typically convey work-relevant information (Guzzo & Shea, 1992). Expressive networks are less effective for intellective tasks since they facilitate cohesion, which leads to consensus-building rather than information exchange. ...

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Unpacking Team Task Performance: The Role of Positive and Negative Network Ties

... The research underscores the possibility of both linear [8,139,159] and non-linear relationships (e.g., curvilinear, quadratic) between personality and performance [20,25,27,31,98]. Misrepresenting the nature of these relationships can diminish the efficacy of personality assessments and their utility in organizational settings [27,117]. For instance, incongruence between assumed and actual relationship forms can lead to noticeable performance decrements in some contexts [27]. ...

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Addressing diversity in hiring procedures: a generative adversarial network approach

... Emotional stability describes a tendency to remain calm, even-tempered, and relaxed, especially in stressful situations. People with high emotional stability are less likely to experience unpleasant emotions such as anger, anxiety, depression, or resentment [13,23]. ...

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Don’t Do That! Reverse Role Prompting Helps Large Language Models Stay in Personality Traits