Personality testing

Personality testing of job applicants has received considerable research attention. A number of review papers (e.g., Arthur et al. 2001 Morgeson et al. 2007 Scroggins 

It may also be the case that personality dimensions other than the Big Five may be associated with safety behavior. A number of recent studies have begun to explore this idea in some detail. For example, Probst et al. (2013) examined the ability of a personahty dimension-labeled consideration of future safety consequences to predict employee safety. Similarly, Hogan and Foster (2013) examined the relationships between 6 personality dimensions (labeled compliant, confident, emotionally stable, vigilant, cautious, and trainable) and safety-related outcomes. While this work is important, for now the weight of evidence required to reach conclusions about these personality dimensions is not there. 

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It wasn t until I began studying other forms of psychology, therapy, and personality tests, that I discovered some scientific evidence that explains what I had been witnessing in myself and others. The... 

A truck spill in 1985 resulted in exposure of an estimated 80 people. Signs and symptoms were headache in six persons, mucous membrane irritation in five, dizziness in five, and chest discomfort in four. Eleven of 41 persons tested had slightly elevated SCOT and/or SGPT values. In 28 persons interviewed 12 weeks after exposure, complaints were headache in 12, abdominal discomfort in 6, chest discomfort in 5, and malaise in 5. In one case the diagnosis was pneumonia, based on persistent dyspnea and cough. 

Salicyhc acid, a widely used over-the-counter (OTC) drug is frequently encountered in the environment (Table 2.4). It has also been detected in the plasma of virtually aU persons tested in Scotland, including people who were not taking the salicylic-containmg dmgs (Table 2.4). Blacklock et al. (2001) suspect the sahcyhc... 

Whilst it is relatively easy to carry out, the correlation between the test results obtained on a candidate and the actual performance on the job, known as predictive validity, is variable and depends on what characteristics are being looked at in the test. The correlation coefficient for cognitive tests has been assessed as 0.35 and for personality tests as low as 0.15 [A-4], However, when such tests are well done and analysed by a suitably qualified person they are very useful in checking or supporting the conclusions of the interviewing team, particularly where there is a divergence of opinion, but they should never be used as the sole basis for selecting a candidate. 

Protocols are patterns developed by repeating procedures and fixing the identified problems each time that the procedure is followed. Therefore, protocols are dynamic entities that originally can be developed at a laboratory level but must be adjusted in every new step of the seal -up process. When the manufacturing process moves up in scale, the number of people affected by the protocol increases geometrically. Initially, the information can be obtained from library references, personal tests, interpersonal training, and previous laboratory protocols. However, when the production is scaled up, the information required to fine tune the process comes from monitoring the process itself [2],... 

The methods that will be dealt with here are those used to obtain hydrocarbon vapours from this first phase. The treatment of plastic wastes of all sorts by pyrolysis, being still in its early stages, workers keeping practised procedures confidential, and often protects them by patents. As a consequence, this chapter deals exhaustively only with the procedures that have been personally tested and developed by the author. The general principle of polyolefin waste pyrolysis consists of heating plastic materials in isolation to a sufficient temperature such that the polymers decompose into small hydrocarbon molecules. 

A validation plan should be developed that describes the purpose of the system including subsystems, responsible persons, test philosophy and a schedule for testing. 

Tsuiki S, Iregami A Personality tests on the atomic bomb exposed children, in Research in the Effects and Influences of the Nuclear Bomb Test Explosions II. Tokyo, Japan Society for the Promotion of Science, 1956, pp 1709-1714 Upton AC Ionizing radiation, in Public Health and Preventive Medicine. Edited by Wallace RB, Doebbeling BN, Last JM. Stamford, CT, Appleton Lange, 1998, pp 619-626... 

Objective tests simple stimuli (usually questions), restricted range of responses possible (select between choices given), scored mechanistically using scoring key no clinical experience required to score. There are two types of objective personality tests ... 

Most widely used (and misused) personality test. Serves as criterion for newly developed tests... 

HTLC HTLV III HTN HTP HTR HTVD HUIFM HUR HUS HV H V HW hwb Hx Hz HZ HZO human T-cell leukemia virus human T-cell lymphotrophic virus type III hypertension House-Tree-Person test acute hemolytic transfusion reaction hypertensive vascular disease human leukocyte interferon meloy hemolytic uremic syndrome hemolytic uremic syndrome hallux valgus has voided hemigastrectomy and vagotomy heparin well housewife hot water bottle history hospitalization Hertz herpes zoster herpes zoster ophthalmicus... 

Antigen-capture enzyme-linked immunosorbent assay (ELISA) testing, IgM ELISA, polymerase chain reaction (PCR), and virus isolation can be used to diagnose a case of Ebola HF within a few days of the onset of symptoms. Persons tested later in the cour.se of the disease or after recovery can be tested for IgM and IgG antibodies the disease can al.so be diagnosed retrospectively in deceased patients by using iminunohistochemistry testing, virus isolation, or PCR. 

The selection of examples of drug experiences presented could not easily be construed to represent an attempt at drug advocacy. The examples include as many failures and frightening or unpleasant experiences as pleasurable ones. It is evident that it has taken considerable courage to personally test so many new and completely unknown compounds. The retrospective of thirty years of such research evidently indicates that no one in the research group suffered any harm from the experiments. However that outcome could not have been known in advance. 

The following sections examine two processes associated with recmitment activities (i.e., job analysis, and realistic safety preview), and a range of selection predictors (application blank, applicant interview, cogiutive, physical, psychomotor, sensory/perceptual ability testing, personality testing, and attitude measurement) which an organization can use to help predict job applicant (new employee s) safety behavior, and overall their ability to work safely. Where appropriate, recommendations on how recruitment and selection processes can be used to improve new employee safety are discussed. Finally, this chapter examines how employees perceptions of organizational processes can be made more realistic. 

Arthur, W, Jr, Woehr, D. J., Graziano, W. G. (2001). Personality testing in employment settings Problems and issues in the application of typical selection practices. Personnel Review, 30(6), 657-676. 

Scroggins, W. A., Thomas, S. L., Morris, J. A. (2(K)9). Psychological testing in personnel selection, part HI The resurgence of personality testing. Public Personnel Management, 35(1), 67-77. 

An instrument is a special case of a questioimaire. It is a psychometrically validated questionnaire, which is used to measure some aspect of human behaviour, such as the Myers-Briggs personality test. 

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