My doctoral dissertation research examined the construct validity evidence for integrity tests. Currently, we have projects examining validities of integrity tests for absenteeism, turnover and violence on the job. Further research on construct validity of integrity tests is also being conducted. O psychology has examined the validities of personality measures for predicting job performance, and social desirability influences on psychometric properties of personality scales. Big five personality scales.
Various projects examining the dimensionality of multiple personality inventories are also underway.
Another project focuses on presidential personality. Much of my research in personality is helping advance a theory of conscientiousness at work. In personnel selection, our recent work asks the question whether there is a general factor across different job performance dimensions. We are also examining supervisor-peer convergence in ratings of job performance. Most of my research in the international arena is simply an extension of my work on personality, integrity, and testing for personnel selection for use in other cultures.