Browsing by Subject "personality"

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    Open Access
    Examining personality assessment in asynchronous video interviews (AVI): convergence between human personality judgements and AI/ML scoring
    (2025) Cronje, Jacobus Fouche; de Kock, Francois
    The assessment of personality is an essential component of personnel selection due to its validity in predicting job performance. To assess personality, asynchronous video interviews (AVIs) scored using artificial intelligence (AI) algorithms are increasingly used, allowing candidates to record responses to interview prompts that are subsequently evaluated automatically by AI algorithms and/or human raters. As questions remain about the validity of AI-based AVI scoring approaches, this study examines the convergence between human-and AI-scored personality assessments. To measure personality, the study focuses on the HEXACO model, which measures Honesty-Humility, Emotionality, Extraversion, Agreeableness, Conscientiousness, and Openness to Experience. Verbal responses were transcribed from videotaped AVIs of 161 mock interview candidates who answered five AVI questions. Responses were scored by 15 trained human raters and a closed-dictionary text-analysis keyword-counting AI algorithm developed for this study, respectively. The correlation between trait-level scores produced by human judges and AI scoring was tested both across traits and within traits (trait-level) to assess scoring convergence. Moreover, in addition to comparing score levels produced by the two scoring methods (AI vs. human raters), score spread (i.e., variability), rank-order stability, and rating reliability were evaluated. The findings revealed a moderately positive and significant overall convergence (r = .29, p < .001) across traits between human and AI evaluations, which suggests that AI scoring may potentially be useful as a replacement of human evaluations when general screening is desired. Trait-level convergence varied between scoring methods, with the scoring consensus between human raters and AI being higher for some traits than for others, suggesting that these methods rely on different information and/or may interpret interview responses differently. The research highlights the potential of AI to complement human- based scoring of AVIs used in recruitment, selection, and assessment while also identifying the limitations of algorithm-based scoring in capturing complex human behaviour in interviews. The findings may further contribute to understanding the role of AI in personality assessment and implications for organisational practices.
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    Open Access
    Predicting work-related behaviour from personality traits and situational characteristics
    (2022) Wertheimer, Demi; de Kock, Francois
    The dual influence of person characteristics and situational contexts on behaviour has long been debated on by personality and social psychologists alike. Traditionally, personality traits have been emphasised, whilst the assessment of situational influences has received limited attention. As a result, there has been little progress in understanding how situational contexts impact individuals' daily organisational behaviour – a key imperative of organisational psychology. This study leverages recent developments in situation assessment to investigate the extent to which personality traits and situational characteristics independently, and in combination, predict workrelevant behaviour. Survey response data from 256 South African participants within the International Situations Project (ISP; Baranski et al., 2017) were analysed. Sets of multiple regression analyses were conducted with each of seven work-related behaviours as criteria, using the Big Five personality traits and DIAMONDS situational characteristics as predictors. Next, barebones meta-analysis (Hunter & Schmidt, 1990) of the resulting multiple correlation coefficients was conducted to estimate the relative predictive power of traits vs. situations, averaged across target behaviours. The results revealed that the combination of personality traits and situational characteristics explained more variance in work-related behaviour than their independent effects. Although situational characteristics independently predicted all work-related behaviours, personality traits were not strong predictors of particular behaviours. These findings highlight the importance of integrating knowledge of both traits and situations to enhance our understanding of why people behave the way they do. Practically, results further suggest that organisations may increase the ability to predict employee behaviour on the job by incorporating measures of situations, in combination with traits, into human resource management applications (e.g., personnel selection and assessment).
  • Thumbnail Image
    Item
    Open Access
    Predicting work-related behaviour from personality traits and situational characteristics
    (2022) Wertheimer, Demi; de Kock, Francois
    The dual influence of person characteristics and situational contexts on behaviour has long been debated on by personality and social psychologists alike. Traditionally, personality traits have been emphasised, whilst the assessment of situational influences has received limited attention. As a result, there has been little progress in understanding how situational contexts impact individuals' daily organisational behaviour – a key imperative of organisational psychology. This study leverages recent developments in situation assessment to investigate the extent to which personality traits and situational characteristics independently, and in combination, predict workrelevant behaviour. Survey response data from 256 South African participants within the International Situations Project (ISP; Baranski et al., 2017) were analysed. Sets of multiple regression analyses were conducted with each of seven work-related behaviours as criteria, using the Big Five personality traits and DIAMONDS situational characteristics as predictors. Next, barebones meta-analysis (Hunter & Schmidt, 1990) of the resulting multiple correlation coefficients was conducted to estimate the relative predictive power of traits vs. situations, averaged across target behaviours. The results revealed that the combination of personality traits and situational characteristics explained more variance in work-related behaviour than their independent effects. Although situational characteristics independently predicted all work-related behaviours, personality traits were not strong predictors of particular behaviours. These findings highlight the importance of integrating knowledge of both traits and situations to enhance our understanding of why people behave the way they do. Practically, results further suggest that organisations may increase the ability to predict employee behaviour on the job by incorporating measures of situations, in combination with traits, into human resource management applications (e.g., personnel selection and assessment).