{"id":{"repo_id":"wku-diss","oai_identifier":"oai:digitalcommons.wku.edu:theses-1329"},"canonical_url":"https://search.dev.ndltd.org/etd/wku-diss/oai:digitalcommons.wku.edu:theses-1329","repository":{"repo_id":"wku-diss","name":"Western Kentucky University","base_url":"https://digitalcommons.wku.edu/do/oai/"},"display":{"title":"Moderation of Personality Test Validity","abstract":"Personality testing can be an adequate instrument for prediction of future job performance. However, the predictive ability of these tests has been only moderate at best. This researcher attempted to determine if feedback would help improve the predictive ability of personality tests. The results indicated that feedback did not moderate the relationship between the personality dimensions and job performance for all of the personality construct s except Openness to Experience. This researcher also attempted to replicate the findings of the Barrick and Mount (1993) study which found that autonomy moderated the relationship between Conscientiousness, Extraversion, Agreeableness, and job performance. This researcher found support for Barrick and Mount's findings for Extraversion and Conscientiousness, but not for Agreeableness.","abstract_html":"Personality testing can be an adequate instrument for prediction of future job performance. However, the predictive ability of these tests has been only moderate at best. This researcher attempted to determine if feedback would help improve the predictive ability of personality tests. The results indicated that feedback did not moderate the relationship between the personality dimensions and job performance for all of the personality construct s except Openness to Experience. This researcher also attempted to replicate the findings of the Barrick and Mount (1993) study which found that autonomy moderated the relationship between Conscientiousness, Extraversion, Agreeableness, and job performance. This researcher found support for Barrick and Mount's findings for Extraversion and Conscientiousness, but not for Agreeableness.","abstract_has_math":false,"creators":["Woolard, Christopher"],"institution":null,"degree_name":"Master of Arts","degree_level":null,"degree_discipline":"Department of Psychology","degree_department":null,"school":null,"contributors":[],"advisors":[],"committee_chairs":[],"committee_members":[],"year":1998,"date_issued":"1998-08-01T07:00:00Z","date_published":"1998-08-01T07:00:00Z","updated_at":"2026-07-24T06:07:22Z","subjects":["Personality and Social Contexts","Psychology"],"languages":[],"rights":[],"rights_urls":[],"identifier_entries":[]},"links":{"outbound_url":"https://digitalcommons.wku.edu/theses/326","outbound_label":"Repository record","outbound_source":"dc:identifier"},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:creator","label":"Author","values":["Woolard, Christopher"]}]},{"id":"academic_context","label":"Academic Context","entries":[{"key":"dc:type","label":"Dc Type","values":["Thesis"]},{"key":"thesis:degree_discipline","label":"Discipline","values":["Department of Psychology"]},{"key":"thesis:degree_name","label":"Degree Name","values":["Master of Arts"]}]},{"id":"subjects_keywords","label":"Subjects and Keywords","entries":[{"key":"dc:subject","label":"Dc Subject","values":["Personality and Social Contexts","Psychology"]}]},{"id":"identifiers","label":"Identifiers","entries":[{"key":"dc:identifier","label":"Identifier","values":["https://digitalcommons.wku.edu/theses/326"]}]},{"id":"additional","label":"Additional Metadata","entries":[{"key":"dc:description.abstract","label":"Abstract","values":["Personality testing can be an adequate instrument for prediction of future job performance. However, the predictive ability of these tests has been only moderate at best. This researcher attempted to determine if feedback would help improve the predictive ability of personality tests. The results indicated that feedback did not moderate the relationship between the personality dimensions and job performance for all of the personality construct s except Openness to Experience. This researcher also attempted to replicate the findings of the Barrick and Mount (1993) study which found that autonomy moderated the relationship between Conscientiousness, Extraversion, Agreeableness, and job performance. This researcher found support for Barrick and Mount's findings for Extraversion and Conscientiousness, but not for Agreeableness."]},{"key":"dc:title","label":"Title","values":["Moderation of Personality Test Validity"]}]}],"canonical_facts":{"dc:creator":["Woolard, Christopher"],"dc:description.abstract":["Personality testing can be an adequate instrument for prediction of future job performance. However, the predictive ability of these tests has been only moderate at best. This researcher attempted to determine if feedback would help improve the predictive ability of personality tests. The results indicated that feedback did not moderate the relationship between the personality dimensions and job performance for all of the personality construct s except Openness to Experience. This researcher also attempted to replicate the findings of the Barrick and Mount (1993) study which found that autonomy moderated the relationship between Conscientiousness, Extraversion, Agreeableness, and job performance. This researcher found support for Barrick and Mount's findings for Extraversion and Conscientiousness, but not for Agreeableness."],"dc:identifier":["https://digitalcommons.wku.edu/theses/326"],"dc:subject":["Personality and Social Contexts","Psychology"],"dc:title":["Moderation of Personality Test Validity"],"dc:type":["Thesis"],"thesis:degree_discipline":["Department of Psychology"],"thesis:degree_name":["Master of Arts"]},"updated_at":"2026-07-24T06:07:22Z"}