Personality tests are poor predictors of job performance

A growing number of organisations use personality testing as part of their recruitment and promotion processes. But according to a group of American psychologists, such tests may not be valid predictors of job performance. It might seem obvious that someone’s personality is a good predictor of job performance, but Frederick P. Morgeson, Professor of Management at Michigan State University, says that the relationship between the two is often highly tenuous.

Gaining benefits from a diverse workforce

The business case for being positive about diversity at work is not just legal and financial, it is also closely linked to looking after your customers as well as your staff. Although many organisations are becoming more aware of the legal aspects of discrimination, a focus on the legislation will not change hearts and minds.

What is meant by an Interpretive Approach in Organisational Psychology

An interpretive approach focuses on the processes by which meanings are created and negotiated (Schwandt, 1998). However there are a range of interpretive approaches each with different views on epistemology and ontology (Alvesson & Skoldberg, 2000; Lindlof, 1995). Even if you restrict it to those that fall into the ‘interpretive’ umbrella, as outlined in the subject guide, there is still a broad choice.

The Psychological Paradigms – what they are an explanation

There are many different ways of categorizing paradigms. Have a think about the similarities and differences between different categorizations – for example the Alvesson & Deetz version compared to Guba & Lincoln – does the Guba & Lincoln constructivist paradigm perhaps include what Alvesson & Deetz term interpretive – so is it a much broader category.