Draft:Arnold Daniels
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Arnold S. Daniels is recognized as a significant figure in industrial-organizational (I-O) psychology, particularly for his contributions to behavioral assessment and personnel selection. His work in developing the Predictive Index (PI) has influenced organizational practices related to employee recruitment and management.
Early Life and Military Background
[edit]Arnold S. Daniels served in the United States military during World War II. His military experience provided him with valuable insights into leadership dynamics and the psychological aspects of team performance. Scholars suggest that military service often fosters skills in organizational management and personnel evaluation, which would later inform Daniels' approach to psychology.[1][2] .
Academic Pursuits in Psychology
[edit]Following his military service, Daniels pursued a formal education in psychology. He obtained a Doctorate in Psychology from a recognized institution, where he focused on the application of psychological principles in organizational settings. His academic work was characterized by a commitment to empirical research and a desire to bridge theory with practical applications in the workplace[3].
Contributions to Industrial-Organizational Psychology
[edit]Daniels' most notable contribution is the development of the Predictive Index, a behavioral assessment tool designed to evaluate personality traits and predict workplace behavior. This assessment was grounded in the understanding of various psychological constructs including motivation and personality dynamics.
The Predictive Index emerged in the 1950s as a response to the limitations of traditional hiring practices which often relied on subjective measures. Daniels recognized the need for a more systematic approach to employee selection which led to the creation of this tool which quantitatively assesses behavioral traits relevant to job performance[4][5].
Development of the Predictive Index
[edit]The Predictive Index assesses individuals based on four primary factors: Dominance, Extraversion, Patience, and Formality. By categorizing traits within this framework, organizations can predict how candidates will perform in specific roles and how they will interact with their colleagues[6]. This approach has been shown to enhance hiring practices, reduce turnover, and improve overall employee satisfaction[7].
The tool has undergone various updates but remains influential in talent management today, highlighting the relevance of psychological assessment in organizational contexts[8].
Legacy and Impact
[edit]Arnold S. Daniels' influence extends beyond the Predictive Index. His work emphasized the importance of aligning organizational practices with psychological research, advocating for a data-driven approach to management and personnel decisions. His contributions have been recognized in academic circles, influencing both practitioners and researchers in I-O psychology[9][10] .
Daniels also served as a mentor to many emerging psychologists, furthering the development of the field. The continued use of the Predictive Index in various industries underscores his lasting impact on organizational psychology[11]
References
[edit]- ^ Converse, Patrick D.; Oswald, Frederick L. (January 2014). "Thinking Ahead: Assuming Linear Versus Nonlinear Personality-Criterion Relationships in Personnel Selection". Human Performance. 27 (1): 61–79. doi:10.1080/08959285.2013.854367. ISSN 0895-9285.
- ^ Tetrick, Lois E. (November 1993). "International Review of Industrial and Organizational Psychology, Cary L. Cooper and Ivan T. Robertson (Eds), 1992". Journal of Organizational Behavior. 14 (6): 611–612. doi:10.1002/job.4030140612. ISSN 0894-3796.
- ^ GHISELLI, EDWIN E. (December 1973). "The Validity of Aptitude Tests in Personnel Selection". Personnel Psychology. 26 (4): 461–477. doi:10.1111/j.1744-6570.1973.tb01150.x. ISSN 0031-5826.
- ^ Dose, Jennifer J. (2003-03-10). "Information Exchange in Personnel Selection Decisions". Applied Psychology. 52 (2): 237–252. doi:10.1111/1464-0597.00133. ISSN 0269-994X.
- ^ Oostrom, Janneke K.; van der Linden, Dimitri; Born, Marise Ph.; van der Molen, Henk T. (November 2013). "New technology in personnel selection: How recruiter characteristics affect the adoption of new selection technology". Computers in Human Behavior. 29 (6): 2404–2415. doi:10.1016/j.chb.2013.05.025. ISSN 0747-5632.
- ^ TETT, ROBERT P.; JACKSON, DOUGLAS N.; ROTHSTEIN, MITCHELL (December 1991). "PERSONALITY MEASURES AS PREDICTORS OF JOB PERFORMANCE: A META-ANALYTIC REVIEW". Personnel Psychology. 44 (4): 703–742. doi:10.1111/j.1744-6570.1991.tb00696.x. ISSN 0031-5826.
- ^ "Supplemental Material for The Validity of General Cognitive Ability Predicting Job-Specific Performance Is Stable Across Different Levels of Job Experience". Journal of Applied Psychology. 2023-10-16. doi:10.1037/apl0001150.supp. ISSN 0021-9010.
- ^ Maitlis, Sally; Vogus, Timothy J.; Lawrence, Thomas B. (2013-05-26). "Sensemaking and emotion in organizations". Organizational Psychology Review. 3 (3): 222–247. doi:10.1177/2041386613489062. ISSN 2041-3866.
- ^ English, Allan; Rodgers, Michael (March 1992). "Déjà Vu? Cultural Influences on Aviator Selection". Military Psychology. 4 (1): 35–47. doi:10.1207/s15327876mp0401_3. ISSN 0899-5605.
- ^ Salgado, Jesús F. (1997). "The five factor model of personality and job performance in the European Community". Journal of Applied Psychology. 82 (1): 30–43. doi:10.1037/0021-9010.82.1.30. ISSN 0021-9010. PMID 9119797.
- ^ TETT, ROBERT P.; JACKSON, DOUGLAS N.; ROTHSTEIN, MITCHELL (December 1991). "PERSONALITY MEASURES AS PREDICTORS OF JOB PERFORMANCE: A META-ANALYTIC REVIEW". Personnel Psychology. 44 (4): 703–742. doi:10.1111/j.1744-6570.1991.tb00696.x. ISSN 0031-5826.