Personality Scale Essay

1234 Words Jul 11th, 2013 5 Pages
Personality scales at work
Introduction:
A considerable amount of literature has described that there are significant differences among employees, especially the personality characteristics. In fact, there are substantial divergence of opinion within different psychological schools about how to define personality, this paper will use the definition first suggested by G.W Allport(1961)saw it as ‘the dynamic organization within the individual of those psychophysical systems that determine his characteristic behavior and thought’. According the research of Funder, D C(2001), the objective of personality psychology is to help people to be distinguished from others. So personality researches not only can help an individual find the best
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Spurred by the need of selecting soldiers for World War I, Woodworth(1919)complied the first questionnaire‘personal Data Sheet ’ to select men who are suitable for the army. From this beginning, more and more personality theories and scales were developed. However, due to these scales’ low validity, this field research became largely dormant for over 2 decades from 1950s. Another factor was the prevalence of ‘situation-based view’ (Brent W. Roberts and Robert Hogan,2001) during this period. Situational psychologists emphasized people were the product of social context, we should concentrate on the environment rather than the personal traits.

However, with the development of a new statistical method ‘metal-analysis’ (a way can demonstrate the validity of personal traits across different situations) in 1980s, the use of personal traits in employee selection regained attention. Although there are still some disagreements, the “five factor model”(FFM) which was developed by Wiggins in 1996 (extraversion, agreeableness, emotional stability, conscientiousness, and openness) and other new scales have provided more evidences to ensure that personality measures can be used to predict job performance. As a result, human resource managers are now more willing to adopt occupational personality scales than before. All these scales can be divided

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