ABSTRACT
Following decades of uncertainty, personality testing has become a popular, if not prominent, part of research and practice is human resource management. The utility of personality testing is still debated (e.g., Morgeson et al., 2007), but a wealth of research supports the view that personality measures can, under relevant conditions, significantly predict key job outcomes (Tett & Christiansen, 2007). There have been hundreds of local validation studies concerning personality, and enough meta-analytic evidence even to warrant a second-order meta-analysis (e.g., Barrick, Mount, & Judge, 2001). When examining the multitude of validity studies, personality inventories generally show modest overall coefficients but notable relationships for specific criteria and contexts (e.g., J. Hogan & Holland, 2003; Judge, Bono, Ilies, & Gerhardt, 2002; Prewett, Walvoord, Stilson, Rossi, & Brannick, 2009).
