Deniz S Ones
Biographic Data
| ID | 130214 |
|---|---|
| NAME | Deniz S Ones |
| GIVEN NAMES | Deniz S |
| FAMILY NAME | Ones |
| SIGNATURE | ONES D S |
| AFFILIATIONS | University of Minnesota |
| ORCID | 0000-0003-1739-8951 |
| VERIFIED | Yes |
| TOTAL WORKS | 29 |
| TOTAL CITATIONS | 153 |
| AUTHOR COUNT | 29 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 1993 |
| LATEST PUBLICATION YEAR | 2025 |
| H-INDEX | 5 |
Mapping domains of life success: Insights from meta-analytic criterion profile analysis
Experiencing success in life has been a principal human endeavor for millennia. Despite broad interest in the subject, no consensual taxonomy exists for domains of life success. In response, we conceptualize and define life success as a multidimensional construct domain, and we then validate a provisional rational taxonomy of 14 life success categories. We subsequently use this taxonomy to quantitatively review and synthesize meta-analyses report…
Occupational characteristics moderate personality–performance relations in major occupational groups
Exploratory bifactor measurement models in vocational behavior research
Direct and conceptual replications of the taxometric analysis of type a behavior
We present direct and conceptual replications of the influential taxometric analysis of Type A Behavior (TAB; Strube, 1989), which reported evidence for the latent typology of the construct. Study 1, the direct replication (N = 2,373), duplicated sampling and methodological procedures of the original study, but results showed that the item indicators used in the original study lacked sufficient validity to unambiguously determine latent structure…
Pro-Environmental Behavior
Age and environmental sustainability: A meta-analysis
Environmental Sustainability at Work: A Call to Action
As world economies and organizations transform to minimize, mitigate, and neutralize their environmental impact and adapt for environmental sustainability, industrial and organizational psychologists are uniquely positioned to aid in these efforts. Industrial and organizational (I–O) psychology has a central role to play and a duty to contribute to organizational greening initiatives. In making our case, we first describe how economic activities,…
An other perspective on personality: Meta-analytic integration of observers' accuracy and predictive validity
The bulk of personality research has been built from self-report measures of personality. However, collecting personality ratings from other-raters, such as family, friends, and even strangers, is a dramatically underutilized method that allows better explanation and prediction of personality's role in many domains of psychology. Drawing hypotheses from D. C. Funder's (1995) realistic accuracy model about trait and information moderators of accur…
The Personality of Corruption: A National-Level Analysis
Many other areas in the social sciences (e.g., economics, political science, and sociology) have devoted considerable research to understanding antecedents to national corruption. However, little research has explored psychological antecedents—specifically, personality measured at an aggregate level. In this study of 54 countries, the authors examined the independent, combined, and unique effects of national personality and G. S. Hofstede's cultu…
Interpersonal deviance, organizational deviance, and their common correlates: A review and meta-analysis.
Interpersonal deviance (ID) and organizational deviance (OD) are highly correlated (R. S. Dalal, 2005). This, together with other empirical and theoretical evidence, calls into question the separability of ID and OD. As a further investigation into their separability, relationships among ID, OD, and their common correlates were meta-analyzed. ID and OD were highly correlated (rho = .62) but had differential relationships with key Big Five variabl…
The effect of acute aerobic exercise on positive activated affect: A meta-analysis
Academic Performance, Career Potential, Creativity, and Job Performance: Can One Construct Predict Them All
This meta-analysis addresses the question of whether 1 general cognitive ability measure developed for predicting academic performance is valid for predicting performance in both educational and work domains. The validity of the Miller Analogies Test (MAT; W. S. Miller, 1960) for predicting 18 academic and work-related criteria was examined. MAT correlations with other cognitive tests (e.g., Raven's Matrices [J. C. Raven, 1965]; Graduate Record E…
Personality and happiness: A national-level analysis
The possibility that national personality traits could explain national subjective well-being (SWB) is controversial, with many researchers arguing that traits are irrelevant to any national-level analysis. The weaknesses of this standpoint are reviewed, followed by a series of empirical investigations. Using Eysenck's 3-factor model (H. J. Eysenck & S. B. G. Eysenck, 1975) and P. T. Costa and R. M. McCrae's (1992b) 5-factor model, the authors fo…
A comprehensive meta-analysis of the predictive validity of the Graduate Record Examinations: Implications for graduate student selection and performance
Perspectives on Models of Job Performance
Contemporary models of job performance are reviewed. Links between task performance, contextual performance, organizational citizenship behaviors, counterproductivity and organizational deviance are pointed out. Measurement issues in constructing generic models applicable across jobs are discussed. Implications for human resource management in general, and performance appraisal for selection and assessment in particular, are explored. It is point…
Measurement Error in “Big Five Factors” Personality Assessment: Reliability Generalization across Studies and Measures
Meta-analysis was used to cumulate reliabilities of personality scale scores. A total of 848 coefficients of stability and 1,359 internal consistency reliabilities across the Big Five factors of personality were examined. The frequency-weighted mean coefficients of stability were .75 ( SD = .10, K = 221), .76 ( SD = .12, K = 176), .71 ( SD = .13, K = 139), .69 ( SD = .14, K = 119), and .72 ( SD = .13, K = 193) for Emotional Stability, Extraversio…
Meta-Analyses of Fakability Estimates: Implications for Personality Measurement
The authors examined whether individuals can fake their responses to a personality inventory if instructed to do so. Between-subjects and within-subject designs were metaanalyzed separately. Across 51 studies, fakability did not vary by personality dimension; all the Big Five factors were equally fakable. Faking produced the largest distortions in social desirability scales. Instructions to fake good produced lower effect sizes compared with inst…
How Selective are Psychology Graduate Programs? the Effect of the Selection Ratio on Gre Score Validity
This study examined the selection ratio for 253 doctorate-level psychology programs. On average, the selection ratio for psychology Ph.D. programs was .11 ( SD = .12). This information was used to estimate the existing range restriction on General Record Examination (GRE) scores in validation studies. Results of the investigation showed the importance of correcting for range restriction in GRE validation research. The low selection ratio of gradu…
Development of the Diversity Practices Survey
The purpose is to describe the development of and findings from the organizational Diversity Practices Survey, designed to measure the extent to which an organization engages in management of diversity practices. 28 persons from 16 Fortune 500 organizations completed this. A number of inventories measure individual attitudes toward diversity in the workplace; however, none concentrate on organizational attempts specifically aimed at integrating m…
Validity of the Graduate Record Examination: Estimated or tacitly known
Nathan R. Kuncel, John P. Campbell, and Deniz S. Ones University of Minnesota, Twin Cities Campus Although Stemberg and Williams (June 1997) addressed an important topic, they pur- posely did not use what are now widely accepted procedures for estimating predic- tive validities. Their failure to use appropri- ate parameter estimation techniques pro- duced inaccurate results and misleading con- clusions. Their key errors are as follows. Failure to…
Validity of the Graduate Record Examination: Estimated or tacitly known
Role of Informal Integration in Career Advancement: Investigations in Plural and Multicultural Organizations and Implications for Diversity Valuation
Conscientiousness and Integrity at Work
Role of social desirability in personality testing for personnel selection: The red herring.
Response bias continues to be the most frequently cited criticism of personality testing for personnel selection. The authors meta-analyzed the social desirability literature, examining whether social desirability functions as a predictor for a variety of criteria, as a suppressor, or as a mediator. Social desirability scales were found not to predict school success, task performance, counterproductive behaviors, and job performance. Correlations…
Bandwidth–fidelity dilemma in personality measurement for personnel selection
This paper presents a discussion of the bandwidth–fidelity dilemma in personality measurement for personnel selection purposes. Should job applicants be assessed on fine-grained personality variables or on broader personality variables, such as the Big Five dimensions of personality? Most human resources practitioners and researchers appear to assume that more specific and narrow measures of personality traits result in better and more fine-grain…
An other perspective on personality: Meta-analytic integration of observers' accuracy and predictive validity
The bulk of personality research has been built from self-report measures of personality. However, collecting personality ratings from other-raters, such as family, friends, and even strangers, is a dramatically underutilized method that allows better explanation and prediction of personality's role in many domains of psychology. Drawing hypotheses from D. C. Funder's (1995) realistic accuracy model about trait and information moderators of accur…
Academic Performance, Career Potential, Creativity, and Job Performance: Can One Construct Predict Them All
This meta-analysis addresses the question of whether 1 general cognitive ability measure developed for predicting academic performance is valid for predicting performance in both educational and work domains. The validity of the Miller Analogies Test (MAT; W. S. Miller, 1960) for predicting 18 academic and work-related criteria was examined. MAT correlations with other cognitive tests (e.g., Raven's Matrices [J. C. Raven, 1965]; Graduate Record E…
Personality and happiness: A national-level analysis
The possibility that national personality traits could explain national subjective well-being (SWB) is controversial, with many researchers arguing that traits are irrelevant to any national-level analysis. The weaknesses of this standpoint are reviewed, followed by a series of empirical investigations. Using Eysenck's 3-factor model (H. J. Eysenck & S. B. G. Eysenck, 1975) and P. T. Costa and R. M. McCrae's (1992b) 5-factor model, the authors fo…
A comprehensive meta-analysis of the predictive validity of the Graduate Record Examinations: Implications for graduate student selection and performance
The Personality of Corruption: A National-Level Analysis
Many other areas in the social sciences (e.g., economics, political science, and sociology) have devoted considerable research to understanding antecedents to national corruption. However, little research has explored psychological antecedents—specifically, personality measured at an aggregate level. In this study of 54 countries, the authors examined the independent, combined, and unique effects of national personality and G. S. Hofstede's cultu…
Role of Informal Integration in Career Advancement: Investigations in Plural and Multicultural Organizations and Implications for Diversity Valuation
Comprehensive meta-analysis of integrity test validities: Findings and implications for personnel selection and theories of job performance.
Theory Testing: Combining Psychometric Meta‐analysis and Structural Equations Modeling
This paper presents an overview of a useful approach for theory testing in the social sciences that combines the principles of psychometric meta‐analysis and structural equations modeling. In this approach to theory testing, the estimated true score correlations between the constructs of interest are established through the application of meta‐analysis (Hunter & Schmidt, 1990), and structural equations modeling is then applied to the matrix of es…
Integrity tests: Overlooked facts, resolved issues, and remaining questions
Integrity tests: Overlooked facts, resolved issues, and remaining questions
Role of social desirability in personality testing for personnel selection: The red herring.
Response bias continues to be the most frequently cited criticism of personality testing for personnel selection. The authors meta-analyzed the social desirability literature, examining whether social desirability functions as a predictor for a variety of criteria, as a suppressor, or as a mediator. Social desirability scales were found not to predict school success, task performance, counterproductive behaviors, and job performance. Correlations…
Bandwidth–fidelity dilemma in personality measurement for personnel selection
This paper presents a discussion of the bandwidth–fidelity dilemma in personality measurement for personnel selection purposes. Should job applicants be assessed on fine-grained personality variables or on broader personality variables, such as the Big Five dimensions of personality? Most human resources practitioners and researchers appear to assume that more specific and narrow measures of personality traits result in better and more fine-grain…
Conscientiousness and Integrity at Work
Validity of the Graduate Record Examination: Estimated or tacitly known
Nathan R. Kuncel, John P. Campbell, and Deniz S. Ones University of Minnesota, Twin Cities Campus Although Stemberg and Williams (June 1997) addressed an important topic, they pur- posely did not use what are now widely accepted procedures for estimating predic- tive validities. Their failure to use appropri- ate parameter estimation techniques pro- duced inaccurate results and misleading con- clusions. Their key errors are as follows. Failure to…
Validity of the Graduate Record Examination: Estimated or tacitly known
Role of Informal Integration in Career Advancement: Investigations in Plural and Multicultural Organizations and Implications for Diversity Valuation
Meta-Analyses of Fakability Estimates: Implications for Personality Measurement
The authors examined whether individuals can fake their responses to a personality inventory if instructed to do so. Between-subjects and within-subject designs were metaanalyzed separately. Across 51 studies, fakability did not vary by personality dimension; all the Big Five factors were equally fakable. Faking produced the largest distortions in social desirability scales. Instructions to fake good produced lower effect sizes compared with inst…
How Selective are Psychology Graduate Programs? the Effect of the Selection Ratio on Gre Score Validity
This study examined the selection ratio for 253 doctorate-level psychology programs. On average, the selection ratio for psychology Ph.D. programs was .11 ( SD = .12). This information was used to estimate the existing range restriction on General Record Examination (GRE) scores in validation studies. Results of the investigation showed the importance of correcting for range restriction in GRE validation research. The low selection ratio of gradu…
Development of the Diversity Practices Survey
The purpose is to describe the development of and findings from the organizational Diversity Practices Survey, designed to measure the extent to which an organization engages in management of diversity practices. 28 persons from 16 Fortune 500 organizations completed this. A number of inventories measure individual attitudes toward diversity in the workplace; however, none concentrate on organizational attempts specifically aimed at integrating m…
Perspectives on Models of Job Performance
Contemporary models of job performance are reviewed. Links between task performance, contextual performance, organizational citizenship behaviors, counterproductivity and organizational deviance are pointed out. Measurement issues in constructing generic models applicable across jobs are discussed. Implications for human resource management in general, and performance appraisal for selection and assessment in particular, are explored. It is point…
Measurement Error in “Big Five Factors” Personality Assessment: Reliability Generalization across Studies and Measures
Meta-analysis was used to cumulate reliabilities of personality scale scores. A total of 848 coefficients of stability and 1,359 internal consistency reliabilities across the Big Five factors of personality were examined. The frequency-weighted mean coefficients of stability were .75 ( SD = .10, K = 221), .76 ( SD = .12, K = 176), .71 ( SD = .13, K = 139), .69 ( SD = .14, K = 119), and .72 ( SD = .13, K = 193) for Emotional Stability, Extraversio…
A comprehensive meta-analysis of the predictive validity of the Graduate Record Examinations: Implications for graduate student selection and performance
Personality and happiness: A national-level analysis
The possibility that national personality traits could explain national subjective well-being (SWB) is controversial, with many researchers arguing that traits are irrelevant to any national-level analysis. The weaknesses of this standpoint are reviewed, followed by a series of empirical investigations. Using Eysenck's 3-factor model (H. J. Eysenck & S. B. G. Eysenck, 1975) and P. T. Costa and R. M. McCrae's (1992b) 5-factor model, the authors fo…
Academic Performance, Career Potential, Creativity, and Job Performance: Can One Construct Predict Them All
This meta-analysis addresses the question of whether 1 general cognitive ability measure developed for predicting academic performance is valid for predicting performance in both educational and work domains. The validity of the Miller Analogies Test (MAT; W. S. Miller, 1960) for predicting 18 academic and work-related criteria was examined. MAT correlations with other cognitive tests (e.g., Raven's Matrices [J. C. Raven, 1965]; Graduate Record E…
The effect of acute aerobic exercise on positive activated affect: A meta-analysis
Interpersonal deviance, organizational deviance, and their common correlates: A review and meta-analysis.
Interpersonal deviance (ID) and organizational deviance (OD) are highly correlated (R. S. Dalal, 2005). This, together with other empirical and theoretical evidence, calls into question the separability of ID and OD. As a further investigation into their separability, relationships among ID, OD, and their common correlates were meta-analyzed. ID and OD were highly correlated (rho = .62) but had differential relationships with key Big Five variabl…
The Personality of Corruption: A National-Level Analysis
Many other areas in the social sciences (e.g., economics, political science, and sociology) have devoted considerable research to understanding antecedents to national corruption. However, little research has explored psychological antecedents—specifically, personality measured at an aggregate level. In this study of 54 countries, the authors examined the independent, combined, and unique effects of national personality and G. S. Hofstede's cultu…
An other perspective on personality: Meta-analytic integration of observers' accuracy and predictive validity
The bulk of personality research has been built from self-report measures of personality. However, collecting personality ratings from other-raters, such as family, friends, and even strangers, is a dramatically underutilized method that allows better explanation and prediction of personality's role in many domains of psychology. Drawing hypotheses from D. C. Funder's (1995) realistic accuracy model about trait and information moderators of accur…
Environmental Sustainability at Work: A Call to Action
As world economies and organizations transform to minimize, mitigate, and neutralize their environmental impact and adapt for environmental sustainability, industrial and organizational psychologists are uniquely positioned to aid in these efforts. Industrial and organizational (I–O) psychology has a central role to play and a duty to contribute to organizational greening initiatives. In making our case, we first describe how economic activities,…
Age and environmental sustainability: A meta-analysis
Pro-Environmental Behavior
Psychology (26 works) · Social Psychology (16 works) · Computer Science (12 works) · Big Five personality traits (11 works) · Personality (11 works) · Mathematics (9 works) · Statistics (9 works) · Applied Psychology (8 works) · Engineering (8 works) · Personality Traits and Psychology (8 works)