Where Psychopaths Come from
Psychological Testing in the Workplace
Psychological testing has found a valuable place in selecting and retaining employees. Psychological tests measure a variety of characteristics and traits, including personality. Ultimately, they are used to match a person 's capacities and qualifying characteristics to a job within an organization. Other than employee selection, testing accommodates the retention of employees through assessing their abilities and performance along with other important information. Although ethical issues exist, many types of psychological testing is both valid and reliable and a benefit for both the prospective or current employee and the organization when used appropriately (Spector, 2008).
Specific Psychological Testing used in the Workplace
Psychological tests are standardized questions or problems that assist in assessing a specific characteristic or group of characteristics in an individual (Spector, 2008). Typically, they assess knowledge, skills, abilities, attitudes, interests, and personality types. They are usually easily applied, completed quickly, and often made to assess several characteristics in one test. Many companies and websites have tests available online, which makes the application easier for the taker and the organization (Spector, 2008).
Personality Tests
Personality Tests assess innate predispositions and tendencies to behave in similar ways in different situations. Some personality types can predict certain behaviors that may be important in certain jobs and organizations (Spector, 2008). These tests can provide an abundance of information on a single trait or entire personality profiles. Furthermore, personality tests can assess the Big Five personality dimensions of extroversion, emotional stability, agreeableness, openness to experience, and conscientiousness. Understanding personality types can be valuable in determining appropriate candidates for specific jobs. For example, in a position that
Psychological testing has found a valuable place in selecting and retaining employees. Psychological tests measure a variety of characteristics and traits, including personality. Ultimately, they are used to match a person 's capacities and qualifying characteristics to a job within an organization. Other than employee selection, testing accommodates the retention of employees through assessing their abilities and performance along with other important information. Although ethical issues exist, many types of psychological testing is both valid and reliable and a benefit for both the prospective or current employee and the organization when used appropriately (Spector, 2008).
Specific Psychological Testing used in the Workplace
Psychological tests are standardized questions or problems that assist in assessing a specific characteristic or group of characteristics in an individual (Spector, 2008). Typically, they assess knowledge, skills, abilities, attitudes, interests, and personality types. They are usually easily applied, completed quickly, and often made to assess several characteristics in one test. Many companies and websites have tests available online, which makes the application easier for the taker and the organization (Spector, 2008).
Personality Tests
Personality Tests assess innate predispositions and tendencies to behave in similar ways in different situations. Some personality types can predict certain behaviors that may be important in certain jobs and organizations (Spector, 2008). These tests can provide an abundance of information on a single trait or entire personality profiles. Furthermore, personality tests can assess the Big Five personality dimensions of extroversion, emotional stability, agreeableness, openness to experience, and conscientiousness. Understanding personality types can be valuable in determining appropriate candidates for specific jobs. For example, in a position that
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