Using Personality Data to Make Decisions about Global Managers

A major challenge that decisions makers face in multi-national organizations is how to compare managers from different parts of the globe. This challenge is both psychometric and practical. We draw on the cross-cultural psychology literature to propose a three-step framework to compare personality d...

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Bibliographic Details
Published in:International journal of testing 2008-10, Vol.8 (4), p.346-366
Main Authors: Ramesh, Anuradha, Hazucha, Joy F., Bank, Jurgen
Format: Article
Language:English
Subjects:
Business Administration
Comparative Analysis
Cross Cultural Studies
cross-cultural comparisons
Cultural Context
Cultural Differences
Cultural Pluralism
culture and personality
Decision makers
Decision Making
Evaluation Methods
Evaluation Research
Global Approach
global personality
Guidelines
International Organizations
Managerial Occupations
Managers
Measurement
Measurement Techniques
Multivariate Analysis
Norm Referenced Tests
Norms
Organizational Change
Organizational Climate
Personality
Personality Measures
Personality tests
Personnel Evaluation
Psychological tests
Psychology
Psychometric aspects
Psychometrics
Quantitative psychology
Rating Scales
Resistance (Psychology)
Test Interpretation
Test Norms
Testing
Work Environment
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Summary:A major challenge that decisions makers face in multi-national organizations is how to compare managers from different parts of the globe. This challenge is both psychometric and practical. We draw on the cross-cultural psychology literature to propose a three-step framework to compare personality data from different countries. The first step focuses on the psychometric aspects that are relevant to global personality tests. The second step examines the relationship of the personality scale with an external variable. In this study, we identify scales that differentiate between managers and non-managers in each country. The third step compares three methods of creating norms-global norms, country-cluster norms, and local-country norms-to identify the most meaningful approach to comparing individuals globally. We apply this framework to Global Personality Inventory (GPI) data obtained from professionals and managers in 12 diverse countries. Based on the results, we recommend local-country norm(s) rather than global or country-cluster norms, when comparing individuals from different countries on the GPI. Finally, we provide examples of decisions that organizations can make about managers based on this approach.
ISSN:1530-5058
1532-7574
DOI:10.1080/15305050802435110