Using Workplace Personality to Guide Improvement of Law Enforcement Selection

Recurrent police-public conflict suggests misalignment in desired police behavior between police and the public. We explored differences in desired police characteristics between police and members of the American public. Although racial minorities endorsed more negative attitudes of police overall, we found no meaningful differences in desired police characteristics between police and the public or between racial minority and majority participants. Second, we combined multiple criterion-related validation studies in similar jobs via meta-analyses and synthetic validity analyses to identify personality predictors of police performance dimensions. Third, we assessed base rates and adverse impact of these personality characteristics in police. Incumbent officers scored significantly lower on desired characteristics and higher on undesired characteristics than applicants. Overall, scales measuring Emotional Stability, Agreeableness, Conscientiousness, Excitability, and Skepticism seem job-relevant across samples, predictive of performance, and unlikely to cause adverse impact. Focusing on these characteristics in hiring could contribute to positive changes in police performance

The Importance of Developing Employability

What can we do to increase the employability of I–O psychology students? How do we move from providing information to developing real skills and characteristics that make our own students more employable? We cannot act as scolds for our academic institutions and society at large when we ourselves are not using our own knowledge to improve our processes. Consequently, we would like to make the argument that the Society for Industrial and Organizational Psychology itself become involved in designing a means by which the effectiveness of training can be compared across institutions and ensure that minimum standards are being met. Added rigor in our training can only help us as a field. If we are to take the challenge of developing employability seriously, we need to begin in our classrooms and in the organizations we work in. Hogan, Chamorro-Premuzic, and Kaiser have provided a useful model for understanding employability. We expanded on the vital point that both the character and the KSA elements of their employability model can be developed and that they are developed through work experiences. However, we have generally not been intentional about this development process. Plus we have really only focused our efforts on those for whom employability isn’t a problem. We believe that progress on the employability problem requires the acknowledgement that personality traits can and do change and the alignment of solutions in line with fostering these changes toward employability in business, societies, and in our own field

Investigating the Role of Obligation and Entitlement in the Prosocial Disposition and Citizenship Performance

159 p.Thesis (Ph.D.)--University of Illinois at Urbana-Champaign, 2008.This dissertation proposes that individual differences in beliefs about personal obligation and entitlement are important aspects of individual differences in other orientation. Obligation and entitlement are hypothesized as predictors of the prosocial disposition and citizenship performance. Obligation and entitlement are defined and an orthogonal relationship between the two constructs is proposed. Scales for the measurement of obligation and entitlement are developed and used to empirically test the relationships between obligation and entitlement and a variety of relevant individual differences and behavioral outcomes. These relationships are examined using four research samples. Results demonstrated that the relationship between Obligation and Entitlement was generally small. Other orientation constructs showed differing patterns of relationship with Obligation and Entitlement such that other orientation constructs were either positively or not related to Obligation and other orientation constructs were positively, negatively, or not related to Entitlement. Obligation and Entitlement predicted various measures of the prosocial disposition and citizenship performance. However, Entitlement did not always predict prosocial behaviors and citizenship performance. Obligation and Entitlement demonstrated incremental predictive validity of some aspects of the prosocial disposition and citizenship performance over similar constructs and other measures of other orientation. Mean differences of Obligation and Entitlement were found for gender, political ideology, religious affiliation, and educational attainment. The limitations of the self-reported, cross-sectional study designs are discussed and future research directions are proposed.U of I OnlyRestricted to the U of I community idenfinitely during batch ingest of legacy ETD

The Effects Of Estimator Choice And Weighting Strategies On Confirmatory Factor Analysis With Stratified Samples

Survey researchers often design stratified sampling strategies to target specific subpopulations within the larger population. This stratification can influence the population parameter estimates from these samples because they are not simple random samples of the population. There are three typical estimation options that account for the effects of this stratification in latent variable models: unweighted maximum likelihood, weighted maximum likelihood, and pseudo-maximum likelihood estimation. This paper examines the effects of these procedures on parameter estimates, standard errors, and fit statistics in Lisrel 8.7 (Jöreskog & Sörbom, 2004) and Mplus 3.0 (Muthén & Muthén, 2004). Options using several estimation methods will be compared to pseudo-maximum likelihood estimation. Results indicated the choice of estimation technique does not have a substantial effect on confirmatory factor analysis parameter estimates in large samples. However, standard errors of those parameter estimates and RMSEA values for assessing of model fit can be substantially affected by estimation technique

Trainer Perspectives on Personality-Based Group Training: Learning Objectives, Training Outcomes, and Best Practice Recommendations

Despite the prevalence of personality-based group training in applied settings, little systematic research has examined the outcomes of such interventions. Even less research has explored the specific components of such interventions that might contribute to or detract from group processes and performance. To organize and spur this line of inquiry, we reviewed the literature on learning objectives, training outcomes, and best practice recommendations for personality-based training. We also interviewed 26 trainers who use personality assessments, such as the Myers-Briggs Type Indicator, DISC, CliftonStrengths, and Hogan Personality Inventory, concerning these topics. We organized their responses to each topic into categories, using thematic content analyses for the learning objectives and training recommendations. Common learning objectives involve increasing self- and other-awareness, preference for personality diversity, interpersonal skill, and individual- and unit-level attitudes and performance. Anecdotal reports generally suggest personality-based training can improve self-awareness and interpersonal skill, but some reports describe risk of stigmatization and subgroup conflict. Differing approaches to these trainings appear to vary in their effectiveness. Common best practice recommendations from trainers include describing personality flexibly, emphasizing the value of personality diversity, tailoring the training content based on group personality profiles, ensuring trainees understand that personality testing is for developmental purposes, and treating personality feedback as confidential. We conclude by summarizing existing guidance for practitioners and suggesting two future research streams: (1) controlled evaluation of training outcomes and (2) exploration of the proposed mechanisms of action in personality-based training

The joint importance of secure and satisfying work : Insights from three studies

Concerns about job insecurity are on the rise given changes in the technological, political, and economic context of work. Building on the ideas of resource value and threat from Conservation of Resources theory (Hobfoll, Am Psychol 44:13–24, 1989), we proposed that job satisfaction moderates the relationship between job insecurity and various emotional, attitudinal, and behavioral outcomes. While job insecurity reflects a threat to one’s job, job satisfaction captures the value of the resources provided by one’s job. We expected those most satisfied with their jobs to be most negatively impacted by job insecurity. We found support for the interactive effects of job insecurity and job satisfaction on well-being, turnover intent attitudes and behaviors (i.e., job search), affective commitment, and organization-directed counterproductive work behaviors across three methodologically distinct studies, which together encompass data from over 24,000 workers from 31 countries. Our findings suggest that job insecurity and job satisfaction combined contribute to the most desirable outcomes. We discuss implications for organizational practice and labor policy, which have typically focused on job insecurity or job satisfaction instead of both together