WEEK 1
READING 1: The bright and dark sides of personality: implications for personnel selection in individual and team contexts
READING 2: The use of personality measures in personnel selection: What does current research support?
READING 1: The bright and dark sides of personality: implications for personnel selection in individual
and team contexts
1. WHO were the authors of this article (last names only) and what year was it published?
- Judge and LePine, 2007
2. WHAT is the purpose of this reading and its main conclusions?
- Purpose of the reading:
o Give one reason for modest validities of personality traits
- Conclusions
o Dark and bright traits may have both bright and dark effects in both individual and team
contexts
o The ability to predict criteria, eg job performance, in team and individual contexts could
improve if theorizing, research and practice explicitly took bright and dark effects into
account, which, however, can only come at the cost of increasing complexity and
fragmentation
3. HOW did the authors reach these conclusions? (i.e., the methods they used)
- To conclude that socially desirable and undesirable traits can have both negative and positive
implications on both team and individual level criteria, the authors:
o Carried out correlation tests between different traits (eg the big five) with different
criteria (ie job performance)
o Looked at previous studies and research hypotheses by other authors and applied to
the author’s work
4. WHY do these conclusions matter? (i.e., for our understanding of organisational behaviour or
leadership)
- With enough understanding of the bright and dark effects of dark and bright personality traits,
we can improve our predictions of different criteria, such as job performance, in individual and team
contexts, which is useful personnel selection and team composition. Therefore, we can increase team
effectiveness
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