The Use of Psychological Tests in Polish Organizations: Empirical Evidence
In the last decades, psychological tests have been
gaining in popularity as a method used for evaluating personnel, and
they bring consulting companies solid profits rising by up to 10%
each year. The market is offering a growing range of tools for the
assessment of personality. Tests are used in organizations mainly in
the recruitment and selection of staff. This paper is an attempt to
initially diagnose the state of the use of psychological tests in Polish
companies on the basis of empirical research.
[1] D. Bartram (2004), Assessment in organizations. Applied Psychology:
An International Review 53(2), 237-259.
[2] S. A. Carless (2009), Psychological testing for selection purposes: a
guide to evidence-based practice for human resource professionals. The
International Journal of Human Resource Management, 20(12), 2517-
2532.
[3] E. Hoffman (2008), Psychological testing at work: how to use, interpret
and get the most out of the newest tests in personality, learning style,
aptitudes, interests and more! US, McGraw-Hill Inc.
[4] J. Adler (2000), Personality test finds fans at smaller firms. Chicago
Business.
http://www.chicagobusiness.com/article/20000213/HOLD/100013616/p
ersonality-tests-find-fans-at-smaller-firms. Retrieved 15.07.2014.
[5] S. J. Stabile (2002), The use of personality tests as a hiring tool: is the
benefit worth the cost? U. PA. Journal of Labor and Employment Law.
4(2), 279-313.
[6] M. Suchar (2008), Rekrutacja i selekcja personelu. Warszawa, C. H.
Beck.
[7] J. M. Lichtarski (2007), Specyfika doboru pracowników do struktur
zadaniowych w teorii i praktyce. Zarządzanie Zasobami Ludzkimi. 6,
25-40.
[8] B. Rehlich, J. Pastel (2006), Rekrutacja i selekcja w Elektrobudowie,
Zarządzanie Zasobami Ludzkimi. 2(47), 48-60.
[9] J. M Stedman, J. P. Hatch, L. S. Schoenfeld (2001), The current status of
psychological assessment training in graduate and professional schools.
Journal of Personality Assessment, 77(3), 398–407.
[10] B. Kożusznik. (2005), Kierowanie zespołem pracowniczym. Warszawa.
Polskie Wydawnictwo Ekonomiczne S. A.
[11] M. Bratnicki, P. Zbierowski. (2006), Profil uwagi — nowe kryterium
rekrutacji. Zarządzanie Zasobami Ludzkimi. 2(47), 23-31.
[12] K. Szczepańska, J. Onyszczuk. (2009), Audit personalny w
przedsiębiorstwach posiadających system zarządzania jakością.
Zarządzania organizacjami w warunkach konkurencyjnej gospodarki
pod red. Stefana Lachiewicza i Agnieszki Zakrzewskiej- Bielawskiej.
Monografie Politechniki Łódzkiej. 1836, 100-109.
[13] D. W. Arnold, A. J. Thiemann. (1992), To Test or Not To Test: The
Status of Psychological Testing under the ADA.
[14] E. Zalewska. (2009), Testy psychologiczne - standardy dostępności i
legalności w Polsce, Wielkiej Brytanii i USA. Psychiatria i
Psychoterapia, vol. 5 (1).
[15] http://www.ptp.org.pl/modules.php?name=News&file=article&sid=463
(retrieved: 2 July 2014).
[16] E. Szkic-Czech. (2007), Przymierza outsourcingowe w kształtowaniu
przedsiębiorstw sieciowych przez podmioty o tożsamej domenie. Prace
Naukowe Akademii Ekonomicznej we Wrocławiu, 1183, 525—537.
[17] From 1 January 2008 PKD classification in force (known as PKD 2007)
was introduced the regulation of Council of Ministers of 24 December
2007. (Dz. U. of 2007. No. 251, item. 1885 dated 31 December 2007).
[18] Blumberg B., Cooper D. R., Schindler P. S. (2011), Business research
methods, UK McGraw-Hill Education.
[19] A. Bryman, E. Bell. (2003), Business research methods. Oxford. Oxford
University Press.
[20] Fazeli S. H. (2012), The exploring nature of the assessment instrument
of Five Factors of personality traits in the current studies of personality.
Asian Social Science. 8(2), 264-275.
[21] De Fruyt F., De Bolle M., McCrae R. R., Terracciano A., Costa P. T.
(2009), Assessing the universal structure of personality in early
adolescence: The NEO-PI-R and NEO-PI-3 in 24 cultures, Assessment,
16(3), 301-311.
[22] Chapman B. P. (2007), Bandwidth and fidelity on the NEO-Five Factor
Inventory: replicability and reliability of Saucier’s (1998) item cluster
subcomponents. Journal of Personality Assessment, 88(2), 220–234.
[23] Young M. S., Schinka J. A. (2001), Research validity scales for the
NEO–PI–R: additional evidence for reliability and validity. Journal of
Personality Assessment, 76(3), 412–420.
[24] Murray G., Rawlings D., Allen N. B., Trinder J. (2003), NEO Five-
Factor inventory scores: psychometric properties in a community
sample. Measurement and Evaluation in Counseling and Development.
36, 140-149.
[25] Hogan, R., Hogan, J., Roberts, B. W. (1996), Personality measurement
and employment decisions: Questions and answers. American
Psychologist, 51(5), 469-477.
[1] D. Bartram (2004), Assessment in organizations. Applied Psychology:
An International Review 53(2), 237-259.
[2] S. A. Carless (2009), Psychological testing for selection purposes: a
guide to evidence-based practice for human resource professionals. The
International Journal of Human Resource Management, 20(12), 2517-
2532.
[3] E. Hoffman (2008), Psychological testing at work: how to use, interpret
and get the most out of the newest tests in personality, learning style,
aptitudes, interests and more! US, McGraw-Hill Inc.
[4] J. Adler (2000), Personality test finds fans at smaller firms. Chicago
Business.
http://www.chicagobusiness.com/article/20000213/HOLD/100013616/p
ersonality-tests-find-fans-at-smaller-firms. Retrieved 15.07.2014.
[5] S. J. Stabile (2002), The use of personality tests as a hiring tool: is the
benefit worth the cost? U. PA. Journal of Labor and Employment Law.
4(2), 279-313.
[6] M. Suchar (2008), Rekrutacja i selekcja personelu. Warszawa, C. H.
Beck.
[7] J. M. Lichtarski (2007), Specyfika doboru pracowników do struktur
zadaniowych w teorii i praktyce. Zarządzanie Zasobami Ludzkimi. 6,
25-40.
[8] B. Rehlich, J. Pastel (2006), Rekrutacja i selekcja w Elektrobudowie,
Zarządzanie Zasobami Ludzkimi. 2(47), 48-60.
[9] J. M Stedman, J. P. Hatch, L. S. Schoenfeld (2001), The current status of
psychological assessment training in graduate and professional schools.
Journal of Personality Assessment, 77(3), 398–407.
[10] B. Kożusznik. (2005), Kierowanie zespołem pracowniczym. Warszawa.
Polskie Wydawnictwo Ekonomiczne S. A.
[11] M. Bratnicki, P. Zbierowski. (2006), Profil uwagi — nowe kryterium
rekrutacji. Zarządzanie Zasobami Ludzkimi. 2(47), 23-31.
[12] K. Szczepańska, J. Onyszczuk. (2009), Audit personalny w
przedsiębiorstwach posiadających system zarządzania jakością.
Zarządzania organizacjami w warunkach konkurencyjnej gospodarki
pod red. Stefana Lachiewicza i Agnieszki Zakrzewskiej- Bielawskiej.
Monografie Politechniki Łódzkiej. 1836, 100-109.
[13] D. W. Arnold, A. J. Thiemann. (1992), To Test or Not To Test: The
Status of Psychological Testing under the ADA.
[14] E. Zalewska. (2009), Testy psychologiczne - standardy dostępności i
legalności w Polsce, Wielkiej Brytanii i USA. Psychiatria i
Psychoterapia, vol. 5 (1).
[15] http://www.ptp.org.pl/modules.php?name=News&file=article&sid=463
(retrieved: 2 July 2014).
[16] E. Szkic-Czech. (2007), Przymierza outsourcingowe w kształtowaniu
przedsiębiorstw sieciowych przez podmioty o tożsamej domenie. Prace
Naukowe Akademii Ekonomicznej we Wrocławiu, 1183, 525—537.
[17] From 1 January 2008 PKD classification in force (known as PKD 2007)
was introduced the regulation of Council of Ministers of 24 December
2007. (Dz. U. of 2007. No. 251, item. 1885 dated 31 December 2007).
[18] Blumberg B., Cooper D. R., Schindler P. S. (2011), Business research
methods, UK McGraw-Hill Education.
[19] A. Bryman, E. Bell. (2003), Business research methods. Oxford. Oxford
University Press.
[20] Fazeli S. H. (2012), The exploring nature of the assessment instrument
of Five Factors of personality traits in the current studies of personality.
Asian Social Science. 8(2), 264-275.
[21] De Fruyt F., De Bolle M., McCrae R. R., Terracciano A., Costa P. T.
(2009), Assessing the universal structure of personality in early
adolescence: The NEO-PI-R and NEO-PI-3 in 24 cultures, Assessment,
16(3), 301-311.
[22] Chapman B. P. (2007), Bandwidth and fidelity on the NEO-Five Factor
Inventory: replicability and reliability of Saucier’s (1998) item cluster
subcomponents. Journal of Personality Assessment, 88(2), 220–234.
[23] Young M. S., Schinka J. A. (2001), Research validity scales for the
NEO–PI–R: additional evidence for reliability and validity. Journal of
Personality Assessment, 76(3), 412–420.
[24] Murray G., Rawlings D., Allen N. B., Trinder J. (2003), NEO Five-
Factor inventory scores: psychometric properties in a community
sample. Measurement and Evaluation in Counseling and Development.
36, 140-149.
[25] Hogan, R., Hogan, J., Roberts, B. W. (1996), Personality measurement
and employment decisions: Questions and answers. American
Psychologist, 51(5), 469-477.
@article{"International Journal of Business, Human and Social Sciences:71756", author = "Milena Gojny-Zbierowska", title = "The Use of Psychological Tests in Polish Organizations: Empirical Evidence", abstract = "In the last decades, psychological tests have been
gaining in popularity as a method used for evaluating personnel, and
they bring consulting companies solid profits rising by up to 10%
each year. The market is offering a growing range of tools for the
assessment of personality. Tests are used in organizations mainly in
the recruitment and selection of staff. This paper is an attempt to
initially diagnose the state of the use of psychological tests in Polish
companies on the basis of empirical research.", keywords = "Psychological tests, personality, content analysis,
NEO FFI, big five personality model.", volume = "9", number = "12", pages = "4306-4", }
