personality inventory

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personality inventory

a profile of an individual's personality traits. Such profiles are usually constructed by asking subjects a series of questions about their behaviour in various situations and about their character. From these responses a profile or inventory of characteristics in key personality areas can be constructed. For example, a profile of an individual's degree of confidence, thought-fulness, consideration for others etc. can be built up. In theory, there are no right or wrong answers to the questions asked but this is not always the case in practice. Inventories of this sort have been popular of late in RECRUITMENT AND SELECTION, especially of managerial employees. This reflects an emphasis on the importance of leadership qualities and an implicit belief that they are in part innate and not acquired. However, inventories of this sort can be flawed in a number of ways, hence their use as predictors of future performance is questionable:
  1. subjects can often discern the answers desired by the selectors;
  2. the presence of certain personality characteristics implied by certain answers may be dubious; for instance, ‘lack of confidence’ cannot be straightforwardly derived from a response such as ‘I have not felt able to say anything at recent seminars’; it may have reflected an awareness that one's knowledge of the seminar topic was decidedly limited;
  3. the qualities seen as desirable by selectors (for example confidence) may not in fact be beneficial in actual work situations.

Despite these flaws the apparent insight the profile gives into the personality and characteristics of job applicants will ensure its continued popularity. See PSYCHOLOGICAL TEST.

Collins Dictionary of Business, 3rd ed. © 2002, 2005 C Pass, B Lowes, A Pendleton, L Chadwick, D O’Reilly and M Afferson
References in periodicals archive ?
People working in vocational guidance or personnel selection are likely to use personality inventories.
An analysis of the cross-cultural equivalence of some frequently used personality inventories. In International perspectives on career development.
How do these compare against findings for multidimensional personality inventories? Ones & Anderson (2002) reported comprehensive data for the OPQ (16 dimensions), HPI (13 dimensions) and BPI (11 dimensions), and across the total 40 dimensions found mostly small effect-size differences.
Hopefully, this initial study will stimulate further research into the fairness of both the BTRSPI and derived measures of team types from personality inventories as self-report measures for selection and team building.
Today, the use of personality inventories for personnel selection is receiving increasingly positive attention.
Virtually none of the studies included in the earliest meta-analyses used personality inventories developed within the FFM of personality.
The primary purpose of this study was to compare the criterion validity of the Big Five personality dimensions assessed using FFM and non-FFM-based personality inventories as predictors of overall job performance ratings across jobs.
After an introduction to forensic uses of clinical assessment instruments, ten chapters discuss the Minnesota Multiphasic Personality Inventory-2 and -Adolescent, the Personality Assessment Inventory, the Millon Clinical Multiaxial Inventory-III, the Psychopathy Checklist-Revised and -Youth Versions, the Rorschach Inkblot Method, neuropsychological assessment, the Achenbach System of Empirically Based Assessment, the Personality Inventories for Youth and Children, and the Parenting Stress Index.
However, several recent re-evaluations of personality test usefulness both in the USA (see Barrick & Mount, 1991; Hough, Eaton, Dunnette, Kamp, & McCloy, 1990; Ones, Viswesvaran, & Schmidt, 1993), and in Europe (see Anderson & Herriot, 1997; Salgado, 1997) have spurred renewed interest in the use of personality inventories for personnel selection.
The purpose of the present study is to investigate whether or not the use of three different personality inventories in personnel selection is likely to lead to adverse impact for various demographic groups in British organizations.
Guilford (1947) examined correlations between flying training outcome and measures from a wide range of personality inventories and found very little evidence of predictive validity.
'Faking good' and the use of personality inventories for selection

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