Some managers believe that employee decisions should not be based on personality measurements. These managers feel that personality tests can be faked, and don’t provide accurate, valid, or reliable information for managers to use. However, today’s best managers know that there is considerable evidence supporting the use of personality measurements for understanding, explaining and predicting employee work attitudes and organizational behaviors. Employee faking does not seem to ruin the validity of personality tests. In addition, today’s best managers use personality tests completed by employees and tests completed by observers of employees to get even better information.
Source: Ones, D. S., Dilchert, S., Viswesvaran, C., & Judge, T. A. 2008. In support of personality assessment in organizational settings. Personnel Psychology, 60, 995-1027.
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