Gender Differences in Personality Scores: Implications for Differential Hiring Rates
Personality and Individual Differences, Vol. 50, Issue 1, 2011
University of Alberta School of Business Research Paper No. 2013-447
Posted: 28 May 2013
Date Written: January 1, 2010
Abstract
We investigated the extent to which gender differences in personality test scores used in a personnel selection context are likely to cause differential hiring rates. Participants were candidates (N=572) applying for positions at an oil refinery. Candidates completed both facet-level and broad Five Factor Model (FFM) personality measures. Focusing on the FFM broad traits of Extraversion and Conscientiousness, we found that generally there was less adverse impact when using FFM broad traits as compared to facet-level traits. When facet-level traits were reflective of agency – an underlying need to be autonomous, or communion – a need to be part of a larger social entity, they led to differential hiring rates for men or women. This problem was greatly reduced when using the FFM broad traits. When used for personnel selection, the use of FFM broad traits may help to promote gender diversity in the workplace.
Keywords: Personnel selection, Adverse impact, Five Factor Model, Personality testing
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