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Predicting occupational personality test scores.

A Furnham1, R Drakeley

  • 1Department of Psychology, University College London, UK. a.furnham@ucl.ac.uk

The Journal of Psychology
|February 2, 2000
PubMed
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Students often overestimate their Hogan Personality Inventory (HPI) scores, even with descriptive data. However, positive correlations indicate self-estimates still reflect actual personality traits, particularly in sociability and ambition.

Area of Science:

  • Psychology
  • Organizational Behavior
  • Personality Assessment

Background:

  • The Hogan Personality Inventory (HPI) is a widely used omnibus personality questionnaire.
  • Understanding the accuracy of self-estimated personality scores is crucial for various applications, including recruitment.
  • Previous research has explored self-perception accuracy across different psychological constructs.

Purpose of the Study:

  • To examine the relationship between students' actual HPI scores and their self-estimated scores.
  • To investigate the degree of overestimation or underestimation in personality self-assessments.
  • To identify specific HPI dimensions where self-estimation accuracy is highest or lowest.

Main Methods:

  • Participants completed the Hogan Personality Inventory (HPI).

Related Experiment Videos

  • Participants also provided self-estimated scores for each HPI dimension.
  • Descriptive statistics and dimension explanations were provided to participants prior to estimation.

    • Main Results:

    • Students tended to overestimate their scores on the HPI, despite receiving descriptive statistics.
    • All correlations between actual and self-estimated scores were positive and statistically significant.
    • The strongest correlations were observed for sociability, ambition, and adjustment (r = .62 to .67).

    Conclusions:

    • While students overestimate their HPI scores, self-estimates retain significant validity.
    • The findings have implications for the interpretation and application of personality assessments in contexts like job recruitment.
    • Employers should be mindful of potential biases when using personality assessments for personnel selection.