Individual Differences: An Overview

Abstract

Morris et al., 2015  looked at only assessments that had multiple assessment methods, were administered to a single examinee, and relied on assessor judgment to get an overall evaluation of a candidates suitability for a job. Assessor recommendations were found to be useful but varied widely across studies. Higher for managerial jobs, assessments that included cog ability. Not moderated by use of multiple assessors or standardization of assessment content. Higher when same assessor was used across all candidates. Small number of studies and publication bias probably present.   Publication bias did not change the results of the study from significant to nonsignificant but did lower some validities (e.g. overall relationship to job performance goes from .27 to .21) Chernyshonko et al., 2011  Couldn't find the article Kaplan et al., 2009  Meta-analysis of 57 studies on negative affect and positive affect  Predicted task performance in the expected directions (neg. for NA and pos. for PA) o Relationships were stronger for subjective vs. objective ratings of performance  PA related to OCBs  NA related to CWBs, OCBs, withdrawal behaviors, and occupational injury  PA and NA fully mediated the relationship between extraversion and neuroticism and task performance  affect represents the phenomenological experience of feeling, described in terms such as " elated, " " fearful, " or " sad " (Watson, 2000)  mediational results indicate that NA impacts CWBs largely through job stress, another