... in personality testing (Ones and Viswesvaran, 1997). As far back as 1962, authors (Douglas et al., 1996 ; Dunnette et al., 1962 ; Frei et al., 1999 ; Rosse et al., 1998 ; Schmit and Ryan, 1993 ; Snell and McDaniel, 1998) have provided evidence that response distortion...

... with social desirability, impression management, and faking in top‐down selection models; and the legal implications of personality assessment in employment contexts. Recommends that practitioners and researchers be cognizant of these issues in the use of personality tests in employment decisions...

... that there is a wide variation in the response to the enforced job change and that the personality factors associated with this type of executive may strongly influence their subsequent career paths. © MCB UP Limited 1991 Outplacement Personality tests Executives Redundancy Careers REDUNDANT...

...Richard Alun Gulliford The increasing use, and misuse, of personality tests in selection is a matter of perennial concern. Their utility and validity have been questioned, most tellingly on statistical grounds. Some of the critical weaknesses inherent in personality test development and application...