Narrow reasoning about the use of broad personality measures for personnel selection
反对在人员选拔中使用宽泛人格预测指标，主张采用单一维度的人格特质测量，认为其能更准确预测工作绩效并更有心理意义。
Ones and Viswesvaran (1996) have argued for the use of broad bandwidth, rather than narrow bandwidth, personality predictors in personnel selection research when overall job performance is the criterion of interest. We take the opposite position in this article—that homogeneous measures of unidimensional personality traits are always to be preferred as predictors of work (and other) criteria. We maintain that the use of multiple unidimensional predictors provides important advantages over the use of multidimensional aggregates of those predictors. These advantages pertain to both (a) empirical accuracy in predicting job performance, and (b) psychological meaningfulness in explaining work behavior. Our conclusions are supported by Ones and Viswesvaran's own data. Copyright © 1999 John Wiley & Sons, Ltd.