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

Publications (28)

Article
The authors of the focal article ask a very important question: “Baltimore Is Burning: Can I-O Psychologists Help Extinguish the Flames?” (Ruggs et al., 2016). The answer is yes, emphatically, yes. The applied science of industrial–organizational (I-O) psychology knows a great deal that can be brought to bear to help solve this real-world problem....
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Industrial and organizational personality researchers and practitioners contend with ever-changing requirements of the workplace, and therefore, it is important to reevaluate and innovate with respect to useful organizational research. Much research evidence documents the importance of personality variables in determining behavior and performance i...
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Conclusions about the effectiveness of selection systems require gathering, evaluating, weighting, and interpreting validity data, but these conclusions are obviously challenged to the extent that this process is suspect. Local validity information within the organization may be desirable but not available, and conducting a local validity study may...
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The goal of our focal article was to provide a current perspective on personality testing and its use in organizational research and to elicit constructive discussion and suggestions for future research and practice. The present article caps off the discussion by integrating the main ideas presented in the commentaries within our original framework...
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As the title suggests, this article takes a broad perspective on personality as it is conceptualized and measured in organizational research, and in the spirit of this Society for Industrial and Organizational Psychology journal, we framed the article as a series of 7 questions. These 7 questions deal with (1) personality and multidimensional model...
Article
On passe en revue les recherches qui s'attaquent à trois questions importantes pour la psychologie appliquée: les taxinomies, la distorsion intentionnelle et la mesure. Les recherches centrées sur les concepts ont débouché sur des progrès significatifs dans ce domaine. Le modèle en cinq facteurs est néanmoins critiqué parce qu'il confond les concep...
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We comment on the major points made by Murphy and Dzieweczynski (this issue) and Hogan (this issue), and although we agree with much of what they say, we go on to provide solid reasons for hope in the development and use of personality tests in personnel selection settings. We review current theorizing and research in this area, which suggests that...
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This chapter reviews personnel selection research from 1995 through 1999. Areas covered are job analysis; performance criteria; cognitive ability and personality predictors; interview, assessment center, and biodata assessment methods; measurement issues; meta-analysis and validity generalization; evaluation of selection systems in terms of differe...
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Research investigating the validity of personality measures has established these measures as useful selection tools. However, personality measures are vulnerable to response distortion leading to employer concerns about the influence of applicant faking, with specific concerns about the influence of social desirability. A traditional method used t...
Article
Two rational, a priori strategies for dealing with intentional distortion of self-descriptions were developed and evaluated according to their (a) impact on criterion-related validity, (b) effect on scale score means for the total group as well as women and minorities, and (c) impact on who specifically is hired. One strategy involves "correcting"...
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This paper is a conceptual and methodological critique of arguments advanced by Ones and Viswesvaran (1996, this issue) favoring ‘broad’ over ‘narrow’ personality traits for personnel selection and theoretical explanation. We agree with Ones and Viswesvaran that predictors should match criteria in terms of specificity. We depart from them, however,...
Article
This paper is a conceptual and methodological critique of arguments advanced by Ones and Viswesvaran (1996, this issue) favoring ‘broad’ over ‘narrow’ personality traits for personnel selection and theoretical explanation. We agree with Ones and Viswesvaran that predictors should match criteria in terms of specificity. We depart from them, however,...
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A review of criterion-related validities of personality constructs indicated that six constructs are useful predictors of important job-related criteria. An inventory was developed to measure the 6 constructs. In addition, 4 response validity scales were developed to measure accuracy of self-description. These scales were administered in three cont...
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Full-text available
A review of criterion-related validities of personality constructs indicated that 6 constructs are useful predictors of important job-related criteria. An inventory was developed to measure the 6 constructs. In addition, 4 response validity scales were developed to measure accuracy of self-description. These scales were administered in 3 contexts:...
Article
A predictor battery of cognitive ability, perceptual-psychomotor ability, temperament/personality, interest, and job outcome preference measures was administered to enlisted soldiers in nine Army jobs. These measures were summarized in terms of 24 composite scores. The relationships between the predictor composite scores and five components of job...
Article
A major goal of the Army Selection and Classification Project was to develop an experimental predictor battery that would best supplement the Armed Forces Vocational Aptitude Battery for making selection and classification decisions for entry-level enlisted personnel. That is, what predictor measures would best serve the needs of all the jobs in an...
Article
This paper argues that a construct-oriented approach to test validation is likely to enhance scientific understanding of our predictor measures, performance criteria, and links between them. In particular, examining relationships between relatively homogeneous predictors and criteria tapping specific performance areas operationalizes earlier concep...

Citations

... Relying on broad traits may make a precise conceptual understanding of the relationship between personality and performance difficult to achieve, which has led some authors to conclude that narrower traits have more explanatory potential (Schneider, Hough, & Dunnette, 1996). Empirically, narrower facets have been shown to outperform broader trait domains (Pletzer, Oostrom, Bentvelzen, & De Vries, 2020). ...
... 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"). ...
Reference: Steel, Piers
... A meta-analysis by Spitzmuller, Sin, Howe and Fatimah (2015) found that more than half of the variance in proactive personality is unrelated to the Big Five personality traits; after controlling for these traits, proactive personality was found to have a unique explanatory effect on job performance. Hough and Schneider (1996) argued that a tailored compound personality trait is more suitable than basic personality traits for predicting outcomes. Thus, this study selected proactive personality as the representative variable of employees' personality characteristics in terms of initiative. ...
... In addition to enhancing criterion-related validity, empirical keying may also reduce the effects of faking. Empirical keying has been hypothesized to make the scoring key for self-report measures more subtle (i.e., less obvious) than rational keying (Mumford & Stokes, 1992). There is support for the notion that more subtle items are more resistant to faking (Mumford & Stokes, 1992). ...
... Az elmúlt évtizedekben gyors evolúció volt tapasztalható a menedzsmentelméletben. Az implicit/explicit megközelítés a vezetés-kategorizálás elméletéből származik (Lord & Maher, 1991), amely alapján egy személyt nagyobb valószínűséggel fogadnak el vezetőként, minél inkább hasonló a viselkedése az elvárthoz képest. Ezek az elvárások a következők (Bass & Avolio, 1990): Világosan kifejtett teljesítmény-értékelés, segítségnyújtás a fejlődéshez és jutalomhoz, értékelje a jó teljesítményt, és ki is fejezze elégedettségét valamilyen módon. ...
... Successful policing strategies require that LE organizations are actively engaged with, and focused on, community-oriented police efforts (Gill, Weisburd, Telep, Vitter, & Bennett, 2014;Hough, 2016;IACP, 2009). Community-oriented policing (COP) is a LE philosophy focused on community partnerships, organizational transformation, and problem-solving (Gill et al., 2014). ...
... Second, the vast majority of research has focused on how team autonomy relates to one dimension of team effectiveness; namely, team performance (Stewart, 2006). However, teams scholars have long argued the need to conceptualize team effectiveness as a broader construct that includes team attitudes in addition to performance (Cohen & Bailey, 1997;Guzzo & Shea, 1992;Hackman, 1987;Mathieu et al., 2008), and this conceptualization has been adopted by numerous quantitative reviews in the teams literature (e.g., Balkundi & Harrison, 2006;DeChurch et al., 2013;LePine et al., 2008). The lack of knowledge regarding the team autonomy-team attitudes relation is an important gap, as the concept of self-managing teams (of which high autonomy is a hallmark) was originally introduced to increase member satisfaction (Cummings, 1978), and it is unclear whether team autonomy has fulfilled this purpose. ...
... It is possible that UGPA may also be signaling socio-emotional skills such as achievement orientation and conscientiousness, which are known to predict high levels of performance both in and out of the classroom [64][65][66][67]. These sorts of socioemotional skills are also shown in the relevant research literature to lack the race, gender, and culture of origin gaps that are found on many standardized tests [68][69][70]. ...
... SOG results in higher conscientiousness (Hardesty et al., 2010). A high level of conscientiousness, in turn, fosters enhanced dedication and higher job performance (Hough et al., 1990;De Fruyt and Mervielde, 1999;Dudley et al., 2006) and more successful careers. Belief in God may also induce a greater sense of purpose and meaning in the work done (Hardesty et al., 2010;Cranney, 2013). ...
... First, we replicate and expand recent efforts to assess the psychometric properties and potential adverse impact of raters' assessments of personality and cognitive ability based on LinkedIn profiles (Roulin & Levashina, 2019) using samples of experienced workers (as targets) and two independent groups of raters (an online panel of hiring professionals and graduate students in Industrial-Organizational [I-O] Psychology). Second, while previous cyber-vetting research has focused on the Five-Factor Model (FFM) of personality, we use the more comprehensive HEXACO model (Hough et al., 2015;K. Lee & Ashton, 2004). ...