ARE WE GETTING FOOLED AGAIN? COMING TO TERMS WITH LIMITATIONS IN THE USE OF PERSONALITY TESTS FOR PERSONNEL SELECTION
回应了关于自陈式人格测试在人员选拔中有效性的争议，指出其预测工作绩效的效度低且未随时间改善，强调应关注未校正的观察效度，并讨论了对研究和实践的启示。
We recently published an article in which we highlighted a number of issues associated with the use of self‐report personality tests in personnel selection contexts ( Morgeson et al., 2007 ). Both Ones, Dilchert, Viswesvaran, and Judge (2007) and Tett and Christiansen (2007) have written responses to this article. In our response to these articles we address many of the issues raised by Ones et al. and Tett and Christiansen. In addition to a detailed response, we make the following 4 key points: (1) Our criticisms of personality testing apply only to the selection context, not to all research on personality; (2) the observed validities of personality tests predicting job performance criteria are low and have not changed much over time; (3) when evaluating the usefulness of using personality tests to select applicants, one must not ignore the observed, uncorrected validity; and (4) when discussing the value of personality tests for selection contexts, the most important criteria are those that reflect job performance. Implications for personality testing research and practice are discussed.