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TitleHogan Personality Inventory
LanguageEnglish
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Total Pages188
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Page 1

RobeRt Hogan, PH.D. Joyce Hogan , PH.D.

www.hoganpress.com

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Hogan Personality Inventory Manual

Third Edition

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3 . VA L I D I T Y

Synthetic Validity/Job Component Validity. The Technicians & Specialists competency model devel-

oped by Hogan was used to identify the relevant performance criteria for these jobs. For each job

component, studies from the Hogan Archive using similar performance criteria were identified, and

the correlations from those studies were aggregated using meta-analysis. These correlations, which

represent validities for each personality scale across critical performance criteria, are presented in

Table 3.36.


Table 3.36
HPI Scale Synthetic Validity/Job Component Validity for Technicians & Specialists Job Family Competencies

Criterion ADJ AMB SOC INP PRU INQ LRN

Category 1 - Demonstrating Technical Skills

Delivering Technical Expertise 29 2,546 .06 .14 -.04 -.04 .05 .04 .06

Translating Skills into Action 29 2,546 .06 .14 -.04 -.04 .05 .04 .06

Presenting Ideas Clearly 51 5,225 .11 .13 .03 .10 .07 .04 .05

Showing Personal Productivity 48 4,496 .09 .20 .00 .03 .07 .02 .04

Building Organizational Awareness 51 5,225 .11 .13 .03 .10 .07 .04 .05

Category 2 - Solving Problems and Making Decisions

Seeking Out Information 26 3,947 .17 .32 .09 .08 .13 .14 .13

Analyzing Information Creatively 51 5,940 .13 .12 -.04 .02 .08 .04 .07

Dealing with Concepts 29 2,546 .06 .14 -.04 -.04 .05 .04 .06

Making Decisions 8 1,105 .12 .20 .11 .06 -.01 .20 .15

Category 3 - Building and Maintaining Relationships

Focusing on the Customer 39 3,840 .17 .11 .02 .14 .15 -.03 .00

Showing Interpersonal Understanding 5 822 .36 .13 -.08 .23 .23 .05 .02

Impacting and Influencing Others 6 1,063 .25 .38 .21 .25 .18 .05 .02

Teaming and Collaborating 36 4,417 .19 .05 -.04 .13 .20 -.03 .05

Category 4 - Showing Drive and Motivation

Exhibiting Motivation and Commitment 49 5,064 .09 .07 .00 .06 .14 .03 .00

Showing Flexibility 22 3,126 .17 .21 .09 .10 .06 .08 .09

Driving for Results 48 4,496 .09 .20 .00 .03 .07 .02 .04

Category 5 - Demonstrating Integrity and Professionalism

Showing Emotional Maturity 52 5,676 .30 .10 -.04 .16 .19 .00 .05

Pursuing Self-Development 10 1,414 .06 .29 .16 .14 .09 .10 .03

Acting with Integrity 36 3,660 .17 .02 -.05 .13 .24 -.03 .03
. K = Number of Studies; N = Total Sample Size; ADJ = Adjustment, AMB = Ambition, SOC = sociability, INP = Interpersonal Sensitivity, PRU =

Prudence, INQ = Inquisitive, LRN = Learning Approach.

The results indicate that Adjustment, Ambition, Interpersonal Sensitivity, and Prudence predict per-

formance in the Technician & Specialist job family. Note that the HPI scales best predict dimensions

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3 . VA L I D I T Y

with a similar conceptual foundation (e.g., Adjustment and Showing Emotional Maturity, Ambition and

Impacting and Influencing Others, Prudence and Acting with Integrity). The convergence of HPI scales and

dimensions illustrates the complimentary nature of HPI scales. By combining HPI scales to create a data-

based profile of effectiveness, the likelihood of making accurate human resource decisions is maximized.

Synthetic validity evidence suggests that being calm and self-confident (HPI Adjustment), energetic and

leader-like (HPI Ambition), perceptive and tactful (HPI Interpersonal Sensitivity), and dependable and orga-

nized (HPI Prudence) are characteristics important to successful performance for Technicians and Special-

ists. To assess the predictive validity of the synthetic test battery, Nunnally’s (1978) correlation of linear

sums (cf. Johnson, et al., 2001) was used to estimate the overall synthetic correlation among the composite of

the selected HPI scales (i.e., Adjustment, Ambition, Interpersonal Sensitivity, and Prudence) and Techni-

cians and Specialists’ performance. Based upon synthetic validity results, the overall estimated validity of

the test battery is r = .23.

3.44 Operations & Trades Job Family

Overview of Job Family. The Operations & Trades job family consists of occupations that include craft

workers (skilled), operatives (semi-skilled), and laborers (unskilled) whose job knowledge and skills are

primarily gained through on-the-job training and experience; little prerequisite knowledge or skill is needed

to enter these jobs.

Meta-Analysis Results. Meta-analyses for the Operations & Trades job family are similar to those for

Technicians & Specialists. The consistencies are because: (a) most previous work in this area focuses on

both skilled and semi-skilled employees as one group, which encompasses positions in both Operations

& Trades and Technicians & Specialists job families; and (b) although the level of expertise and training

required for positions within each family may differ, there is considerable overlap in the personality-based

requirements and primary duties performed in both job families. Consequently, meta-analysis results

presented for Technicians & Specialists are also applied to Operations & Trades jobs.

The Hogan Archive was searched for HPI validation studies involving Operations & Trades. Forty-four

studies were identified in the review and these are listed in Table 3.37. Each study reported correlations

between scales and job performance criteria with the correlations for each scale aggregated across stud-

ies, using meta-analysis.

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APPEND IX D . CORRELAT IONS OF HP I SCALES W ITH ADJECT IVAL DESCR IPT IONS BY OBSER VERS

ADJ AMB SOC INP PRU INQ LRN

0.26

0.28 0.24

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RobeRt Hogan, PH.D. Joyce Hogan , PH.D.

www.hoganpress.com

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