Thinking Ahead: Assuming Linear Versus Nonlinear Personality-Criterion Relationships in Personnel Selection

Abstract

Recent studies suggest that the form of some personality-performance relationships may be curvilinear, meaning that traditional top-down selection is inefficient in capitalizing on underlying personality-performance relationships. This study examines how mean performance is affected by how well the selection method is aligned with the nature of personality-criterion relationships. A simulation manipulated the linearity or nonlinear inflection point of predictorcriterion relationships, and several selection approaches were implemented that varied in level of congruence with these relationships. Results indicate that incongruence can produce notable decrements in mean performance under some conditions. Some evidence also suggests that decrements can be greater when linearity is assumed but relationships are nonlinear (vs. when nonlinearity is assumed but relationships are linear), selection ratios are smaller, and a single predictor is used.

Personality characteristics that are valued in teams: Not always “more is better”?

“…These results contribute to the debate on the validity of personality dimensions in predicting work‐related variables (Le et al, ; Rothstein & Goffin, ). It is highly relevant to adapt the personnel selection strategies in line with these insights (Converse & Oswald, ). For example, when using personality dimensions in personnel selection for jobs involving teamwork, it is relevant to use cut‐off points as high scores on extraversion, agreeableness, openness to experience and conscientiousness are likely to be associated with lower abilities to work together in a team and to collaborate effectively.…”

The Downsides of Extreme Conscientiousness for Psychological Well‐being: The Role of Obsessive Compulsive Tendencies

“…Despite extant research addressing the assumption of a linear relationship between conscientiousness and performance outcomes (e.g., Carter et al, ; Converse & Oswald, ; Pierce & Aguinis, ; Le et al, ; Grant & Schwartz, ), less attention has been given to the prospect of a curvilinear relationship between conscientiousness and psychological well‐being. This is surprising given that very high conscientiousness is associated with obsessive‐compulsive tendencies (Samuel & Widiger, ), which have detrimental effects on quality of life (Eisen et al, ) and other well‐being indicators (e.g., Ehntholt, Salkovskis, & Rimes, ).…”

Faking under a nonlinear relationship between personality assessment scores and job performance

“…The second selection strategy, the composite score approach, involved the calculation of an inflection point using the non‐faked conscientiousness score as in Converse and Oswald (). To calculate the inflection point ( IP ) for each replication a linear model was fit to predict job performance ( JP ) using conscientiousness, the square of conscientiousness, and emotional stability scores, as seen in Equation (see Converse & Oswald, for technical details). …”

“…The relationship between personality scores and job performance is important because this determines how personality assessment scores can be utilized in personnel selection (Converse & Oswald, ; Walmsley, ). Considering that few research examined faking under nonlinear relationships between personality scores and job performance together with faking in personality assessments, questions such as ‘What is the impact of faking in a personality assessment on the prediction of job performance under a nonlinear relationship, compared to findings in literature when a linear relationship was assumed?’ ‘Are consequences of selection substantially affected by faking under a nonlinear relationship?’ and ‘Can the adverse impact of faking on consequences in selection decisions be alleviated if a selection approach considering a nonlinear relationship is employed?’ may arise.…”

“…Quality in selection: (5)The impact of faking in a personality assessment on mean job performance of selected applicants: does faking in a personality assessment significantly reduce the mean job performance of selected applicants under a nonlinear relationship? (6)Faking factors affecting mean performance of selected applicants: does the composite score selection strategy suggested in Converse and Oswald () alleviate the adverse impact of faking on the decrease in job performance under a nonlinear relationship? …”