This paper has three goals. First, it responds to calls for additional research on subgroup differences in situational judgment tests. Second, it expands the cumulative knowledge on the incremental validity of situational judgment tests beyond cognitive ability and personality. Third, it...

The effect of personality on performance is evident from past literature (Guha 1965; Anand 1977; Furnham and Zacherl 1986; Barrick and Mount 1991; Judge et al. 1997, 1999, and 2002; Feist 1998; Hochwarter et al. 2000; LePine and Dyne 2001; Seibert and Kraimer 2001; Barrick et al. 2002; Ilies and Judge 2002; Lim and Ployhart 2004). This...

In job ads, employers express demand for personality traits when seeking workers to perform tasks that can be completed with different behaviors (e.g., communication, problem-solving) but not when seeking workers to perform tasks involving narrowly prescribed sets of behaviors such as routine...

What can employers learn from personality tests when job applicants have incentives to misrepresent themselves? Using a within-subject, laboratory experiment, we compare personality measures with and without incentives for misrepresentation. Incentivized personality measures are weakly to...