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This paper demonstrates the validity and usefulness of a count technique to screen for potential personality dysfunctioning in NEO‐PI‐R ratings obtained in selection and professional development assessments. The usefulness of this screening technique for Industrial, Work and Organizational (IWO) psychologists is demonstrated in five different samples that were administered the NEO‐PI‐R for selection or development purposes. Three additional samples served as normative data to compute FFM PD count cut‐offs that can be used for selection and career development decisions. Evidence for the construct validity of 6 out of 10 FFM PD counts was provided, and all FFM PD compound scales were significantly related to important criteria, including the final selection decision, the results of a behaviourally oriented selection interview and self‐rated work competencies. The practical utility and limitations of this count technique for personnel selection and development are discussed. Copyright © 2008 John Wiley & Sons, Ltd.

The purpose of this study was to examine the psychometric properties of the Korean version of the Career Decision-Making Difficulties Questionnaire (CDDQ) among 854 college students. Confirmatory factor analyses partially confirmed the original 10-factor structure of the instrument and demonstrated metric equivalence across gender. The dysfunctional beliefs subscale was particularly inconsistent. Cronbach's a reliabilities ranged from .66 to .88 for the CDDQ subscales and a ¼ .92 for the CDDQ total score. The test-retest reliability for a 1-month interval was .88. The correlation between CDDQ and the Career Decision Self-Efficacy Scale was r ¼ -.54 (p < .01), which was convergent with previous studies. The undecided college students reported higher CDDQ scores than the decided college students. All the results suggested that CDDQ is a reliable instrument for assessing career decision-making difficulties in the Korean context. Implications for career interventions and research are discussed.

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