dc.contributor.author | Nederström, Mikael | |
dc.date.accessioned | 2017-02-07T06:18:54Z | |
dc.date.available | 2017-02-07T06:18:54Z | |
dc.date.issued | 2017 | |
dc.identifier.isbn | 978-951-39-6961-5 | |
dc.identifier.other | oai:jykdok.linneanet.fi:1672391 | |
dc.identifier.uri | https://jyx.jyu.fi/handle/123456789/52965 | |
dc.description.abstract | 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. | |
dc.format.extent | 1 verkkoaineisto (154 sivua) | |
dc.language.iso | eng | |
dc.publisher | University of Jyväskylä | |
dc.relation.ispartofseries | Jyväskylä studies in education, psychology and social research | |
dc.relation.isversionof | Julkaistu myös painettuna. | |
dc.subject.other | big five -teoria | |
dc.subject.other | self-other agreement | |
dc.subject.other | personality assessment | |
dc.subject.other | leadership outcomes | |
dc.subject.other | dark side of personality | |
dc.title | Personality assessment and self-other rating agreement : moderators and implications of agreement | |
dc.type | Diss. | |
dc.identifier.urn | URN:ISBN:978-951-39-6961-5 | |
dc.type.dcmitype | Text | en |
dc.type.ontasot | Väitöskirja | fi |
dc.type.ontasot | Doctoral dissertation | en |
dc.contributor.tiedekunta | Kasvatustieteiden tiedekunta | fi |
dc.contributor.yliopisto | University of Jyväskylä | en |
dc.contributor.yliopisto | Jyväskylän yliopisto | fi |
dc.contributor.oppiaine | Psykologia | fi |
dc.relation.issn | 0075-4625 | |
dc.relation.numberinseries | 577 | |
dc.rights.accesslevel | openAccess | fi |
dc.subject.yso | henkilöarviointi | |
dc.subject.yso | itsearviointi | |
dc.subject.yso | persoonallisuushäiriöt | |
dc.subject.yso | persoonallisuustestit | |
dc.subject.yso | big five -teoria | |
dc.subject.yso | johtaminen | |
dc.subject.yso | työtyytyväisyys | |