ABSTRACT
In this chapter, we discuss personality-oriented work analysis (POWA). Instead of referring to job analysis, we use the term work analysis (WA) in light of the recent shift toward studying not just the job itself but also the context and system within which the job is embedded (Morgeson & Dierdorff, 2011). There is an immediate need for a consolidation of the POWA literature as this topic has critical practical and scientific implications. Practically, defensible methods are needed for identifying job-relevant personality traits. This could result in stronger legal defenses if personnel decisions based on personality are challenged. Criterion validation studies that may identify job-relevant traits may often not be feasible (e.g., in small N situations), whereas a solid POWA may buttress the use of personality testing in organizations.
