Abstract
dc:description.abstractPersonality 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.
Degree
thesis:*- Name thesis:degree_name
- Master of Arts
- Discipline thesis:degree_discipline
- Department of Psychology
- Year
- 1998
Author and committee
dc:creator, dc:contributor.*- Author dc:creator
-
- Woolard, Christopher
Subjects
dc:subject × 2Identifiers
dc:identifier.*- Repository record dc:identifier
- https://digitalcommons.wku.edu/theses/326
- OAI identifier oai:identifier
- oai:digitalcommons.wku.edu:theses-1329