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Is the Political Skill Inventory Fit for Personnel Selection? An Experimental Field Study
Author(s) -
Blickle Gerhard,
Schnitzler Annalisa K.
Publication year - 2010
Publication title -
international journal of selection and assessment
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 0.812
H-Index - 61
eISSN - 1468-2389
pISSN - 0965-075X
DOI - 10.1111/j.1468-2389.2010.00497.x
Subject(s) - psychology , personnel selection , conscientiousness , neuroticism , social psychology , extraversion and introversion , construct (python library) , personality , scale (ratio) , construct validity , selection (genetic algorithm) , big five personality traits , applied psychology , psychometrics , developmental psychology , management , economics , physics , quantum mechanics , artificial intelligence , computer science , programming language
The political skill inventory (PSI) assesses social effectiveness in organizations by self‐reports and has demonstrated strong evidence of validity. It was the purpose of this experimental field study to investigate construct and criterion‐related validity of the PSI when used under conditions of personnel selection. In the experimental group ( n =102), the instructions asked job incumbents to work on the PSI, a social desirability scale, and a Big‐Five personality inventory as if they took part in a personnel selection procedure for a personally very attractive position. Additionally, they were asked to report yearly income. In the control group ( n =110), job incumbents were asked to answer the items honestly. As expected, in both conditions, the PSI did not correlate with social desirability, but it correlated positively with extraversion, conscientiousness, and income, and negatively with neuroticism, thus demonstrating construct and incremental criterion‐related validity under both conditions. Implications and limitations are discussed.