Personnel Selection and
						Personality

Nikolaou, Ioannis; Foti, Konstantina

doi:10.4135/9781526451248.n20

Cited by 4 publications

(1 citation statement)

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“…Indeed, supervisors tend to consult task performance and contextual performance somewhat equally when evaluating their employees ( Borman, 2004 ), presumably because helpful, non-hostile employees contribute to organizational functioning in ways that go beyond task production narrowly considered ( Podsakoff et al, 2000 ). Personality tests are useful predictors of the sorts of behaviors that the person is likely to exhibit in the workplace ( Nikolaou and Foti, 2018 ) and dispositional mindfulness may have particular value in this context. We say this in part because the Mindful Attention and Awareness Scale that was used in the present studies does not ask individuals to report on socially sensitive features of their personalities.…”

Section: Discussionmentioning

confidence: 99%

Mindfulness and Voluntary Work Behavior: Further Support for an Affect Mediation Model

Robinson

Krishnakumar

2022

Front. Psychol.

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Mindfulness, defined in terms of greater attention and awareness concerning present experience, seems to have a number of psychological benefits, but very little of this research has focused on possible benefits within the workplace. Even so, mindfulness appears to buffer against stress and negative affect, which often predispose employees to deviant behaviors. Conversely, mindful employees may be more engaged with their jobs, which could support organizational citizenship. Two studies (total N = 418) pursued these ideas. In Study 1, part-time employees who were higher in dispositional mindfulness were less prone to job negative affect, which in turn predicted lower levels of workplace deviance. In Study 2, more mindful full-time employees were more engaged, and less stressed, and these variables mediated a portion of the relationship between mindfulness and organizational citizenship. Collectively, the two studies link mindfulness to both traditional forms of voluntary work behavior while highlighting mediational pathways.

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Section: Discussionmentioning

confidence: 99%

Mindfulness and Voluntary Work Behavior: Further Support for an Affect Mediation Model

Robinson

Krishnakumar

2022

Front. Psychol.

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TensorFlow-Based Automatic Personality Recognition Used in Asynchronous Video Interviews

2019

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With the development of artificial intelligence (AI), the automatic analysis of video interviews to recognize individual personality traits has become an active area of research and has applications in personality computing, human-computer interaction, and psychological assessment. Advances in computer vision and pattern recognition based on deep learning (DL) techniques have led to the establishment of convolutional neural network models that can successfully recognize human nonverbal cues and attribute their personality traits with the use of a camera. In this paper, an end-to-end AI interviewing system was developed using asynchronous video interview (AVI) processing and a TensorFlow AI engine to perform automatic personality recognition (APR) based on the features extracted from the AVIs and the true personality scores from the facial expressions and self-reported questionnaires of 120 real job applicants. The experimental results show that our AI-based interview agent can successfully recognize the ''big five'' traits of an interviewee at an accuracy between 90.9% and 97.4%. Our experiment also indicates that although the machine learning was conducted without large-scale data, the semisupervised DL approach performed surprisingly well with regard to APR despite the lack of labor-intensive manual annotation and labeling. The AI-based interview agent can supplement or replace existing self-reported personality assessment methods that job applicants may distort to achieve socially desirable effects.INDEX TERMS Big five, convolutional neural network (CNN), personality computing, TensorFlow.

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