University of Jyväskylä | JYX Digital Repository

  • English  | Give feedback |
    • suomi
    • English
 
  • Login
JavaScript is disabled for your browser. Some features of this site may not work without it.
View Item 
  • JYX
  • Opinnäytteet
  • Väitöskirjat
  • View Item
JYX > Opinnäytteet > Väitöskirjat > View Item

Personality assessment and self-other rating agreement : moderators and implications of agreement

Thumbnail
View/Open
1.1 Mb

Downloads:  
Show download detailsHide download details  
Published in
Jyväskylä studies in education, psychology and social research
Authors
Nederström, Mikael
Date
2017
Discipline
Psykologia

 
One essential aspect of personality test validation is to estimate the magnitude of self-other agreement of personality ratings. In this method, external observers form their personality judgements of the target person. The self-other agreement coefficients obtained provide approximations of the validity of the measure used. The magnitude of self-other agreement on personality has also proven to be useful in explaining real-life criteria, such as managerial performance. The main aim in this research was to study self-other agreement of personality ratings in various organizational contexts. First, the overall magnitude of self-other agreement was examined in a personnel selection sample; second, the moderating factors affecting the level of agreement were estimated; third, the relationships between abnormal and normal personality measures via self-other agreement were explored; fourth, a new personality test was validated; and fifth, the consequences of agreement in leadership behavior were examined. The respondents were real-life job applicants (Studies I and II) and technology managers in a research organisation (Study III). Their personality was measured with four different instruments: Personality Research Form (PRF; Jackson, 1999), Stress Reaction Style (SRS; Nederström & Furnham, 2012), PK5 (2007) and Work Personality Inventory (WOPI; Leung & Zedeck, 2016).The main results demonstrated, first, that it is possible to obtain substantial self-other agreement on personality during a job interview. Second, moderating factors, such as demographic factors and the trait being judged, may affect the magnitude of this agreement. Third, self-other agreement can be employed in validating a new personality measure by using expert ratings as an external criterion. Fourth, the implications of managerial self-other agreement may be useful in predicting the occupational well-being of subordinates. From a practical point of view, it seems that self-other agreement on personality can be an important concept in validating new personality measures and examining organizational phenomena related to personality, such as leadership outcomes and personality assessments in a job interview. ...
Publisher
University of Jyväskylä
ISBN
978-951-39-6961-5
ISSN Search the Publication Forum
0075-4625
Keywords
big five -teoria self-other agreement personality assessment leadership outcomes dark side of personality henkilöarviointi itsearviointi persoonallisuushäiriöt persoonallisuustestit johtaminen työtyytyväisyys
URI

http://urn.fi/URN:ISBN:978-951-39-6961-5

Metadata
Show full item record
Collections
  • Väitöskirjat [3178]

Related items

Showing items with similar title or keywords.

  • How paradoxical is ‘paradoxical’ outcome? : Different pathways and implications 

    Wahlström, Jarl (Routledge, 2021)
    The present special issue includes single and multiple case studies which report on the phenomenon of ‘paradoxical’ outcomes in psychotherapy, operationalized as discordant outcome assessments within the same case. In an ...
  • An assession of the applicability of shared leadership tenets in Cameroon : the case of Buea municipality 

    Ajua, Ausler (2016)
    Leadership is considered very pivotal in institutions and no single leader can boss of executing leadership alone. In spite of the fact that shared leadership ideology can be dated as far back as 1920s, there has been ...
  • Is work intensification bad for employees? A review of outcomes for employees over the last two decades 

    Mauno, Saija; Herttalampi, Mari; Minkkinen, Jaana; Feldt, Taru; Kubicek, Bettina (Routledge, 2023)
    Work intensification (WI) is a notable job stressor, which has been hypothesised to result in various negative outcomes for employees. However, earlier empirical studies regarding this stressor hypothesis have not yet been ...
  • Learning teamwork through a computer game : for the sake of performance or collaborative learning? 

    Riivari, Elina; Kivijärvi, Marke; Lämsä, Anna-Maija (Springer Science and Business Media LLC, 2021)
    Our study examined using a computer-based learning game as a tool to facilitate teaching and learning teamwork skills. The game was applied to an undergraduate level human resource management course at a business school ...
  • Johtajan rooli työhyvinvoinnin edistämisessä : miten varhaiskasvatuksen yksikön johtaja voi toiminnallaan edistää työyhteisön työhyvinvointia? 

    Kovalainen, Karoliina; Riihelä, Sofia (2022)
    Tutkimuksen tarkoituksena on selvittää, mikä on varhaiskasvatuksen yksikön johtajan rooli työyhteisön työhyvinvoinnin rakentumisessa, ja millaisia työhyvinvointia edistäviä johtajan toimintatapoja varhaiskasvatuksessa ...
  • Browse materials
  • Browse materials
  • Articles
  • Conferences and seminars
  • Electronic books
  • Historical maps
  • Journals
  • Tunes and musical notes
  • Photographs
  • Presentations and posters
  • Publication series
  • Research reports
  • Research data
  • Study materials
  • Theses

Browse

All of JYXCollection listBy Issue DateAuthorsSubjectsPublished inDepartmentDiscipline

My Account

Login

Statistics

View Usage Statistics
  • How to publish in JYX?
  • Self-archiving
  • Publish Your Thesis Online
  • Publishing Your Dissertation
  • Publication services

Open Science at the JYU
 
Data Protection Description

Accessibility Statement

Unless otherwise specified, publicly available JYX metadata (excluding abstracts) may be freely reused under the CC0 waiver.
Open Science Centre