Deniz S. Ones Professor N472 Elliott, (612) 625-4551 Deniz.S.Ones-1@umn.edu Professor Ones' Website Education Ph.D., 1993, University of Iowa

Statement of Interests

Most of the research that I conduct falls under one or more of the following categories:

1. Testing and counterproductive work behaviors
2. Personality measurement in industrial psychology
3. Personnel selection and staffing
4. International- & cross-cultural industrial psychology
5. Psychometric meta-analysis & applied methodology

My research stream on integrity tests and counterproductive work behaviors (e.g., theft, drug and alcohol use, property damage, accidents) has focused on the validities of integrity tests for various behaviors on the job. We have also examined mean gender, race, and differences on integrity tests. My doctoral dissertation research examined the construct validity evidence for integrity tests. Over the last few years, I have worked on several projects examining validities of integrity tests for absenteeism, turnover and violence on the job.

My research on personality measurement in industrial, work, and organizational psychology has examined the validities of personality measures for predicting job performance, and social desirability influences on psychometric properties of personality scales. In another vein, my colleagues and I have examined bandwidth/fidelity trade-off as it applies to personality inventory use in personnel selection. Currently projects are being completed meta-analytically examining: (a) validities of personality scales (including Managerial Potential scales) for predicting work behaviors among managerial samples; (b) race, sex, and age differences on personality scales; and (c) the heritability of the Big Five personality dimensions and social desirability 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, I have devoted much of my research career to examining the validity of personality measures (including integrity tests) and cognitive ability for predicting performance at work. Recently, my focus in this area has been selection for public safety jobs (police officers, sheriffs, firemen) as well as on identifying individuals that have the potential to be effective executives and managers. Much of this work has benefited from my collaboration with my colleagues Leaetta Hough and Chockalingam Viswesvaran. Our most recent work asks the question whether there is a general factor across different job performance dimensions.

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. I am currently collaborating with international colleagues on a number of long term projects for translating tests into other languages as well as cross-cultural psychometric comparisons among measures used in personnel selection. Another important stream of international industrial, work, and organizational psychology research I have conducted has focused on factors contributing to expatriate worker adjustment and job performance. We have also explored the role of personality factors in explaining both overseas adjustment and job performance both from a theoretical point of view and based on empirical data from expatriates.

The methodological studies I undertake are a response to the needs of particular studies I am conducting in personnel selection, personality measurement and integrity testing. The dominant methodology that I have utilized in most of my research has been meta-analysis. In our previous work, we outlined a new approach to theory testing: Combining psychometric meta-analysis and structural equations modeling. I am particularly hopeful about this new technique in that it will enable us to answer many substantive issues.

Currently, I am also co-editing the International Journal of Selection and Assessment (with Jesus F. Salgado). In 2001, my colleagues Neil Anderson, Handan Kepir Sinangil, Chockalingam Viswesvaran and I edited the two volume Handbook of Industrial, Work, and Organizational Psychology. The two volume set includes over 40 chapters addressing the entire spectrum of topics examined in industrial, work, and organizational psychology from some of the most eminent researchers in their fields.

Selected Publications

Ones, D. S., & Viswesvaran, C. (1998). The effects of social desirability and faking on personality and integrity assessment for personnel selection. Human Performance, 11, 245-271.

Ones, D. S., & Viswesvaran, C. (1998). Integrity testing in organizations. In R. W. Griffin, A. O'Leary-Kelly, & J. M. Collins (Eds.), Dysfunctional Behavior in Organizations: Vol. 2, Nonviolent behaviors in organizations. Greenwich, CT: JAI Press.

Ones, D. S. , & Viswesvaran, C. (1998). Gender, Age and Race Differences on Overt Integrity Tests: Analyses across Four Large-Scale Applicant Data Sets, Journal of Applied Psychology, 83, 35-42.

Ones, D. S. , Viswesvaran, C. , & Reiss, A. D. (1996). The role of social desirability in personality testing for personnel selection: The Red Herring. Journal of Applied Psychology, 81, 660-679.

Ones, D. S., Viswesvaran, C. , & Schmidt, F. L. (1993). Comprehensive meta-analysis of integrity test validities: Findings and implications for personnel selection and theories of job performance, Journal of Applied Psychology (Monograph) , 78, 679-703.

Ones, D. S. , & Viswesvaran, C. (1997). Personality determinants in the prediction of aspects of expatriate job success. In D. M. Saunder (Series Ed.) & Z. Aycan (Vol. Ed.), New Approaches to Employee Management: Vol. 4 Expatriate Management: Theory and Research. Greenwich, CT: JAI Press.

Finger, M., & Ones, D. S. (1999). Equivalence of the computerized and booklet MMPI forms: A meta-analytic investigation. Psychological Assessment, 11 (1), 58-66.

Hogan, J. , & Ones, D. S. (1997). Conscientiousness and Integrity At Work. In Hogan, R. , Johnson, J. A., & Briggs, S. R. (Eds.), Handbook of Personality Psychology (pp. 849-870), San Diego, CA: Academic Press.

Kuncel, N. R., Campbell, J. P. , Ones, D. S. (in press, 1998). The Validity of the Graduate Record Exam: Estimated or Tacitly Known? American Psychologist.
Schmidt, F. L. , Ones, D. S. , & Hunter, J. E. (1992). Personnel Selection. Annual Review of Psychology, 43, 627-670.

Sinangil, H. K. , & Ones, D. S. (1997). Factors contributing to expatriate adjustment and job performance: Three studies from the host country nationals' perspective. In D. M. Saunder (Series Ed.) & Z. Aycan (Vol. Ed.), New Approaches to Employee Management: Vol. 4 Expatriate Management: Theory and Research. Greenwich, CT: JAI Press.

Viswesvaran, C. , & Ones, D. S. (1995). Theory Testing: Combining Psychometric Meta-Analysis and Structural Equations Modeling. Personnel Psychology, 48, 865-885.

Viswesvaran, C. , Ones, D. S. , & Schmidt, F. L. (1996). Comparative analysis of the reliability of job performance ratings. Journal of Applied Psychology, 81, 557-560.

Viswesvaran, C., & Ones, D. S. (in press). Measurement error in "Big Five Factors" of personality assessment: Reliability generalization across studies and measures, Educational and Psychological Measurement.

Viswesvaran, C., & Ones, D. S. (in press). Determinants of perceived pay inequities: The effects of "comparison other" characteristics and pay system communication, Journal of Applied Social Psychology.

Butcher, J., Ones, D. S., & Cullen, M. J. (2005). Personnel screening with the MMPI-2. In J. Butcher (Ed.), MMPI-2: A practitioner's guide (pp. 381-406). Washington, DC: American Psychological Association.

Dilchert, S., Ones, D. S., Davis, R. D., & Rostow, C. D. (2005). Group differences in detected counterproductivity among law enforcement personnel: Implications for organizational diversity. In F. Avallone, H. K. Sinangil & A. Caetano (Eds.), Convivence in organizations and society (pp. 203-208). Milan: Guerini Studio.

Dilchert, S., Ones, D. S., Van Rooy, D. L., & Viswesvaran, C. (2006). Big Five factors of personality. In J. H. Greenhaus & G. A. Callanan (Eds.), Encyclopedia of career development (pp. 36-42). Thousand Oaks, CA: Sage.

Dilchert, S., Ones, D. S., Van Rooy, D. L., & Viswesvaran, C. (2005). Emotional intelligence: New! Useful? In F. Avallone, H. K. Sinangil & A. Caetano (Eds.), Convivence in organizations and society (pp. 161-168). Milan: Guerini Studio.

Ones, D. S., & Dilchert, S. (2005). A review of Giotto. In B. S. Plake, J. C. Impara & R. A. Spies (Eds.), Mental measurements yearbook (16th ed., pp. 414-416). Lincoln, NE: University of Nebraska Press.

Ones, D. S., & Dilchert, S. (2005). A review of the Emotional Judgment Inventory. In B. Plake, J. C. Impara & R. A. Spies (Eds.), Mental measurements yearbook (16th ed., pp. 356-359). Lincoln, NE: University of Nebraska Press.

Ones, D. S., Viswesvaran, C., & Dilchert, S. (2005). Cognitive ability in personnel selection decisions. In A. Evers, O. Voskuijl & N. Anderson (Eds.), Handbook of selection (pp. 143-173). Oxford, UK: Blackwell.

Ones, D. S., Viswesvaran, C., & Dilchert, S. (2005). Personality at work: Raising awareness and correcting misconceptions. Human Performance, 18, 389-404.

Van Rooy, D. L., Dilchert, S., Viswesvaran, C., & Ones, D. S. (2006). Multiplying intelligences: Are general, emotional, and practical intelligences equal? In K. R. Murphy (Ed.), A critique of emotional intelligence: What are the problems and how can they be fixed? (pp. 235-262). Mahwah, NJ: Erlbaum.

Van Rooy, D. L., Viswesvaran, C., Dilchert, S., & Ones, D. S. (2006). Emotional intelligence. In J. H. Greenhaus & G. A. Callanan (Eds.), Encyclopedia of career development (pp. 259-265). Thousand Oaks, CA: Sage.

Viswesvaran, C., & Ones, D. S. (2005). Job performance: Assessment issues in personnel selection. In A. Evers, O. Voskuijl & N. Anderson (Eds.), Handbook of selection (pp. 354-375). Oxford, UK: Blackwell.

Viswesvaran, C., Schmidt, F. L., & Ones, D. S. (2005). Is there a general factor in ratings of job performance? A meta-analytic framework for disentangling substantive and error influences. Journal of Applied Psychology, 90, 108-131.