The 2017 SIOP Conference was the largest in history, and several Hogan representatives presented on a wide variety of topics. For those of you who were unable to attend or for attendees interested in accessing the Hogan presentations, here is a recap with links to many of the Hogan presentations at this year’s conference.
*Please note that symposium titles will differ from linked content. The content provided is to a paper within the symposium.
Interest in personality assessment in organizations continues to grow. However, criterion-related validities are only at the “useful” level currently. Three personality models are presented that have organizationally relevant labelling and are more differentiated at the primary factor level. These models should help personality validity reach “optimal” levels.
Jeff Foster, Steve Nichols
Short form personality assessments are nothing new, but many existing forms are constructed with an emphasis on internal reliability rather than predictive utility. A short form was developed using an empirical approach that simultaneously optimizes reliability and criterion validity. Evidence supporting the utility of the short form is provided.
Brandon Ferrell, Blaine Gaddis
There remains little consensus regarding the structure and meaning of personality derailers. This research aims to fill this gap by comparing items from the HDS and the PID-5. Results support the concept of derailers as personality constructs that align with disorders but are not clinically debilitating.
Jeff Foster, Blaine Gaddis
Recent SIOP conferences have seen a surge in sessions on big data, most of which highlight future possibilities of using big data techniques in the field. In contrast, this session will focus on active projects within the field and the real benefits of big data for I-O psychology today.
Brandon Ferrell, Jeff Foster, Blaine Gaddis
The goal of this symposium is to discuss factors that can affect 360 performance ratings. Four studies on the effects and relationships of (a) culture, (b) gender and personality, (c) gender and importance performance, and (d) personality and self–other discrepancies in 360-ratings are discussed.
Karen Fuhrmeister, Derek Lusk
Proponents of grit treat it as a completely new construct, though a few studies suggest it is indistinguishable from other well-established constructs like Conscientiousness. This session focuses on examining relationships between grit and constructs from personality, positive psychology, and interests.
Brandon Ferrell, Robert Hogan
Leadership judgments drive corporate performance. However, it is common for leaders to make poor decisions. Therefore, it is necessary to look at judgment tendencies and the ability to learn from past mistakes. This study examines judgement at different job levels to identify differences in key judgment tendencies.
Michael Tapia, Blaine Gaddis
Using archival job analytic data, authors examined the degree of consistency in competencies required for effective job performance across 10 industries. Findings suggest that characteristics identified as important for jobs in one industry are likely to generalize across industries with few exceptions.
Many organizations develop competency models to guide HRM efforts, but models may be based in business trends more than science, making validity evidence scarce. the authors developed and validated an off-the-shelf competency solution to help organizations identify individuals with personal characteristics aligned with critical competencies for 9 job families.
This study examined the relationship between personality and student retention. Conscientiousness predicted student retention across 3 years and eventual graduation rates. Researchers and practitioners can use these findings to develop personality-based interventions to increase student retention and reduce costs for colleges and universities.
Current tenant screening methods lack thorough research support and may be subject to adverse impact. This study proposes the use of personality assessment as a supplementary tool and provides evidence for the use of personality measures to predict tenant behavior, including payments, vacating, maintenance, cleaning, landlord interactions, and causing damages.
Michael Tapia, Brandon Ferrell, Matt Lemming
Authors hypothesize that by aligning the affective, behavioral, and cognitive content of personality and workplace criteria, prediction will be improved. This hypothesis is tested in 2 datasets that have both personality and performance data. The results generally support the hypothesis; there was better prediction of performance on average.
Michael Tapia, Kimberly Nei
The healthcare industry significantly affects people’s lives but relies on objective data. As such, assessments of “softer” individual differences have been underused despite evidence that these constructs predict health-related outcomes. This symposium allows professionals to demonstrate how personality assessments predict a range of outcomes for healthcare providers and recipients alike.
Blaine Gaddis, Kimberly Nei, Derek Lusk
Despite increasing interest in derailing traits and behaviors, there remains much to be learned about their construct space. By presenting quantitative and qualitative research results, authors seek to deepen understanding of how derailing traits and behaviors relate to other individual differences and work-related outcomes, expanding insight into maladaptation at work.
Brandon Ferrell, Blaine Gaddis