Question: Personality Assessments

From a screening and assessment perspective in the selection and hiring decision-making process, analysis 16PF and CPI assessments used in industrial organizational psychology and human resources. This analysis must include:

a) 1,800 to 2,000 words count; however, the reference page isn't included in the count,

b) APA format. Please do not plagarize my system automatically checks.

c) synthesis all articles, please see the attached articles, graduate level

d) provide a clear and comprehensive main thesis,

e) provide a structured paper from a theoretical perspective;

f) critically evaluate the two personality inventories (California Psychological Inventory (CPI) and Sixteen Personality Factor Questionnaire (16PF)).

g) title, author and publisher, theoretical foundation of the test;

h) provide a thorough and detailed description/development an empirical examination theoretical foundation of each test content, purpose, structure, administration, and scoring guidelines;

i) provide a thorough and detailed evaluation/assessment of the reliability and validity of each test;

j) provide a thorough and detailed critique of the strengths and weaknesses of using each test in an applied setting;

k) provide a thorough and detailed analysis of the multicultural application of each test) and, determine/evaluate the impact personality assessment has for the employee and group to improve organizational performance.

Articles: 1. ESSENTIALS OF PERSONNEL ASSESSMENT AND SELECTION (By Scott Highhouse, Dennis Doverspike, and Robert M. Guion)

2. VALIDATION AND INTENSIFICATION OF THE SIXTEEN PERSONALITY FACTOR QUESTIONNAIRE (By RAYMOND B. CATTELL)

3. Personality and Self-Rated Work Performance (By Mark Cook, Alison Young, Dean Taylor, and Anthony P. Bedford)

4. Measures of Autonomy (By Peter D. Lifton)

5. Chapter: Assessment in Industrial and Organizational Psychology: An Overview (By John P. Campbell)

6. Personality-Based Profile Matching in Personnel Selection: Estimates of Method Prevalence and Criterion-Related Validity (By John T. Kulas)