The Relationship between Identifiable Attributes and Decision-Making Ability of Purchasing Personnel as Measured by the Results of a Management Game Page: 45
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one. Almost one-half century ago Beckman and Levine conducted
and experiment in an attempt to evaluate the predictive ability of three
tests: the Allport Ascendency-Submission Test, the Laird Introversion-
Extroversion Test, and a following directions test. They found that
"... comparative scores for a group of supervisors and a group of
employees without supervisory responsibility indicate that the Allport
study may have considerable prognostic value but that extroversion as
measured by means of the Laird inventory is not a factor in executive
ability for non-selling positions."
Ghiselli reviewed the literature in this area between 1920
and 1955. In this review he reports on over 150 studies that dealt
with the use of tests as a selection criterion. One of the early
studies by Henry deals with executive personality and probable
business success. This study led Henry to conclude that
1. There is a personality configuration, a personality
type, that makes the best executive.
R.O. Beckman and Michael Levine, "Selecting Execu-
tives," Personnel Journal, VIII (1929-30), 415-420.
^Ibid. , p. 415.
Edwin E. Ghiselli, The Measurement of Occupational
Aptitude (Los Angeles, 1955).
W. E. Henry, Executive Personality and Job Success,
American Management Association Personnel Service (1948),
No. 120, pp. 3-13.
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Ellis, Norman Dean, 1933-. The Relationship between Identifiable Attributes and Decision-Making Ability of Purchasing Personnel as Measured by the Results of a Management Game, dissertation, May 1973; Denton, Texas. (https://digital.library.unt.edu/ark:/67531/metadc164597/m1/58/: accessed April 23, 2019), University of North Texas Libraries, Digital Library, https://digital.library.unt.edu; .