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Personality testing and the Americans With Disabilities Act: Cause for concern as normal and abnormal personality models are integrated
Industrial and Organizational Psychology ( IF 15.8 ) Pub Date : 2019-06-24 , DOI: 10.1017/iop.2018.156
Arturia Melson-Silimon , Alexandra M. Harris , Elizabeth L. Shoenfelt , Joshua D. Miller , Nathan T. Carter

Applied psychologists commonly use personality tests in employee selection systems because of their advantages regarding incremental criterion-related validity and less adverse impact relative to cognitive ability tests. Although personality tests have seen limited legal challenges in the past, we posit that the use of personality tests might see increased challenges under the Americans with Disabilities Act (ADA) and the ADA Amendments Act (ADAAA) due to emerging evidence that normative personality and personality disorders belong to common continua. This article aims to begin a discussion and offer initial insight regarding the possible implications of this research for personality testing under the ADA. We review past case law, scholarship in employment law, Equal Employment Opportunity Commission (EEOC) guidance regarding “medical examinations,” and recent literature from various psychology disciplines—including clinical, neuropsychology, and applied personality psychology—regarding the relationship between normative personality and personality disorders. More importantly, we review suggestions proposing the five-factor model (FFM) be used to diagnose personality disorders (PDs) and recent changes in theDiagnostic and Statistical Manual of Mental Disorders(DSM). Our review suggests that as scientific understanding of personality progresses, practitioners will need to exercise evermore caution when choosing personality measures for use in selection systems. We conclude with six recommendations for applied psychologists when developing or choosing personality measures.

中文翻译:

人格测试和美国残疾人法案:正常和异常人格模型被整合时引起关注

应用心理学家通常在员工选拔系统中使用人格测试,因为它们在增量标准相关有效性方面的优势以及相对于认知能力测试的不利影响较小。尽管人格测试在过去遇到了有限的法律挑战,但我们认为,由于新出现的证据表明规范人格和人格,根据《美国残疾人法案》(ADA)和《美国残疾人法案修正案》(ADAA),人格测试的使用可能会面临更多挑战障碍属于共同连续体。本文旨在开始讨论并就本研究对 ADA 下的人格测试可能产生的影响提供初步见解。我们回顾过去的判例法、就业法奖学金、平等就业机会委员会 (EEOC) 关于“体检、”以及来自各种心理学学科的最新文献——包括临床、神经心理学和应用人格心理学——关于规范人格和人格障碍之间的关系。更重要的是,我们回顾了建议将五因素模型 (FFM) 用于诊断人格障碍 (PDs) 和最近的变化精神疾病诊断与统计手册(帝斯曼)。我们的审查表明,随着对人格的科学理解的进步,从业者在选择用于选择系统的人格测量时需要更加谨慎。在开发或选择人格测量时,我们为应用心理学家提出了六项建议。
更新日期:2019-06-24
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