title: Job Desire and Motivation: Response Distortion in Personality Assessment

authors: Roess, Michaella Delphine

subjects: Job Desire

abstract: This study examined personality response distortion based on an individual‟s job desire within a personnel selection scenario. The aim was to determine the extent to which job desire affected individuals‟ responses to a personality assessment. Numerous researchers have studied individuals‟ choices and thought processes that lead to response distortion (Ellingson & McFarland, 2011; McFarland & Ryan, 2000; Snell, Sydell, & Lueke, 1999). Although one determinant that has been proposed is the concept of an individual‟s perceived job desire, little research has been conducted relating to this. Job desire was defined as an individual‟s motivation and passion for a position being applied for. As the study inferred individual‟s job desire from their motivation, individual‟s growth need strength (GNS) and need for achievement (nAch) measures were also assessed.
Ninety-four participants were subjected to two conditions: one a situation of high job desire and one a situation of low job desire. Responses to a measure of the Big Five personality dimensions (openness to experience, conscientiousness, extraversion, agreeableness, and emotional stability), GNS and nAch were assessed and compared between the two conditions. The findings suggest that job desire affected the individuals‟ pattern of response. Participants responded more positively within the high job desire condition in regards to all five personality dimensions and nAch. Significant correlations occurred between GNS and openness to experience and emotional stability and nAch significantly correlated with openness to experience and conscientiousness.
If an individual possesses high job desire, they are more likely to respond more positively on a personality assessment. The increase in response means from low to high job desire could be related to item transparency. High job desire may motivate the individual to think about the items more to determine the desired correct response. In addition, individuals who change their behaviour depending on the situation are thought to have a higher functional awareness of what is needed. The results indicated that personality assessments are affected by response distortion raising possible consequences relating to personnel selection. Hiring managers may benefit from using use personality assessments in conjunction with other appropriate selection methods tools to cross-reference the self-report measure. Further investigation of an individual‟s job desire is recommended to confirm which personality dimensions are most affected by response distortion. Additionally, further exploration of whether it is possible to assess an applicant‟s job desire may be warranted.

text: Job Desire and Motivation: Response Distortion in Personality Assessment This study examined personality response distortion based on an individual‟s job desire within a personnel selection scenario. The aim was to determine the extent to which job desire affected individuals‟ responses to a personality assessment. Numerous researchers have studied individuals‟ choices and thought processes that lead to response distortion (Ellingson & McFarland, 2011; McFarland & Ryan, 2000; Snell, Sydell, & Lueke, 1999). Although one determinant that has been proposed is the concept of an individual‟s perceived job desire, little research has been conducted relating to this. Job desire was defined as an individual‟s motivation and passion for a position being applied for. As the study inferred individual‟s job desire from their motivation, individual‟s growth need strength (GNS) and need for achievement (nAch) measures were also assessed.
Ninety-four participants were subjected to two conditions: one a situation of high job desire and one a situation of low job desire. Responses to a measure of the Big Five personality dimensions (openness to experience, conscientiousness, extraversion, agreeableness, and emotional stability), GNS and nAch were assessed and compared between the two conditions. The findings suggest that job desire affected the individuals‟ pattern of response. Participants responded more positively within the high job desire condition in regards to all five personality dimensions and nAch. Significant correlations occurred between GNS and openness to experience and emotional stability and nAch significantly correlated with openness to experience and conscientiousness.
If an individual possesses high job desire, they are more likely to respond more positively on a personality assessment. The increase in response means from low to high job desire could be related to item transparency. High job desire may motivate the individual to think about the items more to determine the desired correct response. In addition, individuals who change their behaviour depending on the situation are thought to have a higher functional awareness of what is needed. The results indicated that personality assessments are affected by response distortion raising possible consequences relating to personnel selection. Hiring managers may benefit from using use personality assessments in conjunction with other appropriate selection methods tools to cross-reference the self-report measure. Further investigation of an individual‟s job desire is recommended to confirm which personality dimensions are most affected by response distortion. Additionally, further exploration of whether it is possible to assess an applicant‟s job desire may be warranted.

year: 2014

title: Models for computer generated parody

authors: Smith, Tony C.

subjects: Machine learning

abstract: This paper outlines two approaches to the construction of computer systems that generate prose in the style of a given author. The first involves using intuitive notions of stylistic trademarks to construct a grammar that characterizes a particular author in this case, Ernest Hemingway. The second uses statistical methods for inferring a grammar from samples of an author's work in this instance, Thomas Hardy. A brief outline of grammar induction principles is included as background material for the latter system. The relative merits of each approach are discussed, and text generated from the resulting grammars is assessed in terms of its parodic quality. Further to its esoteric interest, a discussion of parody generation as a useful technique for measuring the success of grammatical inferencing systems is included, along with suggestions for its practical application in areas of language modeling and text compression.

text: Models for computer generated parody This paper outlines two approaches to the construction of computer systems that generate prose in the style of a given author. The first involves using intuitive notions of stylistic trademarks to construct a grammar that characterizes a particular author in this case, Ernest Hemingway. The second uses statistical methods for inferring a grammar from samples of an author's work in this instance, Thomas Hardy. A brief outline of grammar induction principles is included as background material for the latter system. The relative merits of each approach are discussed, and text generated from the resulting grammars is assessed in terms of its parodic quality. Further to its esoteric interest, a discussion of parody generation as a useful technique for measuring the success of grammatical inferencing systems is included, along with suggestions for its practical application in areas of language modeling and text compression.

year: 1993

title: Education for sustainability in New Zealand schools: An evaluation of three professional development programmes

authors: Eames, Chris W.

subjects: Education for Sustainability

abstract: This Summary Report summarises an evaluation of three Education for Sustainability (EfS) professional development programmes being funded by the Ministry of Education: the Enviroschools Programme, the National EfS (NEfS) Team and Mātauranga Taiao. It is supported by a more extensive Overview Report (Part One in Related Pages) on the evaluation of these three initiatives and an individual report on each initiative (Parts Two-Four in Related Pages).

text: Education for sustainability in New Zealand schools: An evaluation of three professional development programmes This Summary Report summarises an evaluation of three Education for Sustainability (EfS) professional development programmes being funded by the Ministry of Education: the Enviroschools Programme, the National EfS (NEfS) Team and Mātauranga Taiao. It is supported by a more extensive Overview Report (Part One in Related Pages) on the evaluation of these three initiatives and an individual report on each initiative (Parts Two-Four in Related Pages).

year: 2010