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Access Type
WSU Access
Date of Award
January 2024
Degree Type
Dissertation
Degree Name
Ph.D.
Department
Psychology
First Advisor
Andrew Speer
Abstract
Despite robust evidence that personality tests are capable of identifying employees who are well suited for a job (Wilmot & Ones, 2021) there are populations of people who hold negative perceptions of personality testing, particularly as they apply to hiring neurodivergent individuals (Brown, 2021; Claypool, 2021). Additionally, various calls to action suggest a need to investigate neurodivergence in organizations, starting with barriers to obtaining employment (LeFevre-Levy et al., 2023). In light of this, the purpose of this study focused on one tool often used as a selection method, personality assessments. Focusing on autistic individuals, this study aimed to understand applicant reactions to personality assessments across autistic and non-autistic and whether there were differences in psychometric properties (i.e., measurement bias, predictive bias) of personality assessments across groups when used in an applicant context. Findings suggest that autistic individuals react less favorably to the use of personality assessments, and the effect is stronger when the personality assessment is not contextualized to a work environment. Further, non-autistic and autistic individuals scored significantly different on personality measures when contextualized to the work environment.
Recommended Citation
Wegmeyer, Lauren, "Neurodiversity In Selection: Examining Personality Testing In Selection For Autistic Individuals" (2024). Wayne State University Dissertations. 4128.
https://digitalcommons.wayne.edu/oa_dissertations/4128