Joyce Hogan
Biographic Data
| ID | 4236727 |
|---|---|
| NAME | Joyce Hogan |
| GIVEN NAMES | Joyce |
| FAMILY NAME | Hogan |
| SIGNATURE | HOGAN J |
| AFFILIATIONS | University of Tulsa |
| VERIFIED | No |
| TOTAL WORKS | 16 |
| TOTAL CITATIONS | 117 |
| WORKS AS AUTHOR | 16 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 1978 |
| LATEST PUBLICATION YEAR | 2015 |
| H-INDEX | 1 |
Ability
Ability usually refers to mental power and extends beyond cognitive domains to include acquired characteristics and inherited genetic predispositions. Abilities and their interaction with personality and motivation predict performance across a wide range of tasks. Intelligence is seen as the basic human ability and a number of models now propose that intelligence comprises multiple components. Most measures of intellectual abilities include verba…
Aptitude
Aptitude is the capacity to acquire Skill – potential for talent.
Skill
Skill is proficiency on a specific task.
Using theory to evaluate personality and job-performance relations
The authors used socioanalytic theory to understand individual differences in people's performance at work. Specifically, if predictors and criteria are aligned by using theory, then the meta-analytic validity of personality measures exceeds that of atheoretical approaches. As performance assessment moved from general to specific job criteria, all Big Five personality dimensions more precisely predicted relevant criterion variables, with estimate…
Assessing Leadership
This article concerns leadership effectiveness studied from the reverse angle. We review the literature on managerial derailment and propose a taxonomy of derailment factors. We then describe an inventory designed to assess these factors, provide some evidence regarding the psychometric features of the inventory, and some evidence regarding its validity. We suggest that the base rate for managerial incompetence in any organization is quite high, …
Conscientiousness and Integrity at Work
Personality measurement and employment decisions
Issues and non‐issues in the fidelity–bandwidth trade‐off
Issues and non-issues in the fidelity–bandwidth trade-off
This paper makes seven points in response to certain claims made by Ones and Viswesvaran (1996, this issue). First, we see no evidence that the fidelity–bandwidth trade-off has become a crisis in the empirical literature. Moreover, we seen no evidence that anyone prefers narrow band personality measures over broad bandwidth scales. In addition, because job performance is complex and multidimensional, broad bandwidth predictors are normally requir…
What we know about leadership
Personality correlates of physical fitness
In this article, I examine the relation between personality and physical fitness. One group (N = 97) of male adults completed the Hogan Personality Inventory and five nationally recognized physical fitness batteries. A second group (N = 35) completed the Minnesota Multiphasic Personality Inventory and a set of medical and physical performance assessments. Results indicate that physical fitness must be defined in multidimensional terms and that fi…
Dollar-Value Utility of Alternative Procedures for Selecting School Principals
This paper evaluates four selection procedures for hiring school principals. These procedures (interviews, assessment center, selected assessment center exercises, and paper and pencil inventories) were compared in terms of validity, processing costs, and dollar gain expected from implementation. Using a pool of 115 individuals who applied for 7 principal positions, the selected assessment center exercises had the greatest utility with an expecte…
Physical standards for employment and the courts
Physical standards for employment and the courts
Sense, nonsense, and the use of personality measures
Personological dynamics of leadership
What we know about leadership
Personality correlates of physical fitness
In this article, I examine the relation between personality and physical fitness. One group (N = 97) of male adults completed the Hogan Personality Inventory and five nationally recognized physical fitness batteries. A second group (N = 35) completed the Minnesota Multiphasic Personality Inventory and a set of medical and physical performance assessments. Results indicate that physical fitness must be defined in multidimensional terms and that fi…
Sense, nonsense, and the use of personality measures
Personological dynamics of leadership
Personological dynamics of leadership
Sense, nonsense, and the use of personality measures
Dollar-Value Utility of Alternative Procedures for Selecting School Principals
This paper evaluates four selection procedures for hiring school principals. These procedures (interviews, assessment center, selected assessment center exercises, and paper and pencil inventories) were compared in terms of validity, processing costs, and dollar gain expected from implementation. Using a pool of 115 individuals who applied for 7 principal positions, the selected assessment center exercises had the greatest utility with an expecte…
Physical standards for employment and the courts
Physical standards for employment and the courts
Personality correlates of physical fitness
In this article, I examine the relation between personality and physical fitness. One group (N = 97) of male adults completed the Hogan Personality Inventory and five nationally recognized physical fitness batteries. A second group (N = 35) completed the Minnesota Multiphasic Personality Inventory and a set of medical and physical performance assessments. Results indicate that physical fitness must be defined in multidimensional terms and that fi…
What we know about leadership
Personality measurement and employment decisions
Issues and non‐issues in the fidelity–bandwidth trade‐off
Issues and non-issues in the fidelity–bandwidth trade-off
This paper makes seven points in response to certain claims made by Ones and Viswesvaran (1996, this issue). First, we see no evidence that the fidelity–bandwidth trade-off has become a crisis in the empirical literature. Moreover, we seen no evidence that anyone prefers narrow band personality measures over broad bandwidth scales. In addition, because job performance is complex and multidimensional, broad bandwidth predictors are normally requir…
Conscientiousness and Integrity at Work
Assessing Leadership
This article concerns leadership effectiveness studied from the reverse angle. We review the literature on managerial derailment and propose a taxonomy of derailment factors. We then describe an inventory designed to assess these factors, provide some evidence regarding the psychometric features of the inventory, and some evidence regarding its validity. We suggest that the base rate for managerial incompetence in any organization is quite high, …
Using theory to evaluate personality and job-performance relations
The authors used socioanalytic theory to understand individual differences in people's performance at work. Specifically, if predictors and criteria are aligned by using theory, then the meta-analytic validity of personality measures exceeds that of atheoretical approaches. As performance assessment moved from general to specific job criteria, all Big Five personality dimensions more precisely predicted relevant criterion variables, with estimate…
Ability
Ability usually refers to mental power and extends beyond cognitive domains to include acquired characteristics and inherited genetic predispositions. Abilities and their interaction with personality and motivation predict performance across a wide range of tasks. Intelligence is seen as the basic human ability and a number of models now propose that intelligence comprises multiple components. Most measures of intellectual abilities include verba…
Aptitude
Aptitude is the capacity to acquire Skill – potential for talent.
Skill
Skill is proficiency on a specific task.
Psychology (16 works) · Social Psychology (9 works) · Personality (8 works) · Computer Science (7 works) · Personality Traits and Psychology (5 works) · Applied Psychology (3 works) · Big Five personality traits (3 works) · Developmental psychology (3 works) · Economics (3 works) · Emotional Intelligence and Performance (3 works)