Dr. Richard Goffin
Professor of Industrial/Organizational Psychology
Office: SSC 8406
Tel: 519-661-2111 ext. 84641
I was born in St. Catharines, Ontario. Aside from loud music and tennis, higher education was just about the only thing that interested me after graduating from high school. I eventually gravitated to the area of industrial/organizational psychology because I enjoyed science but also felt the need to do something practical. Perhaps the lumber baron, tool designer, dentist, and college nursing instructor in my gene pool contributed to my vocational interests.
I have had the good fortune to be trained by some truly outstanding scholars. Dr. Roland Chrisjohn piqued my interest in quantitative and measurement psychology during my master’s studies. During my doctoral training, Dr. Douglas Jackson further developed my appreciation of psychological measurement, cultured my interest in industrial/organizational psychology, and provided a scientist/practitioner role model without equal.
Prior to becoming a professor, I acquired applied experience through full-time employment as an industrial/organizational specialist in the Personnel Psychology Centre of the Public Service Commission of Canada and at the Human Resources Branch of the Canada Revenue Agency. My duties in these positions included the investigation of diversity issues in personnel selection, development and validation of various personnel selection devices, and the design and management of job analysis projects. Also, I have undertaken a number of consulting projects with private and public sector organizations and have been successful in authoring and co-authoring peer-reviewed journal articles based on the data collected from these real-world experiences.
Some of my finest moments come from seeing my graduate students (past and present) achieve important things in their lives. I am grateful for the opportunity to work with them. Most of them have gone on to become professors or senior consultants. Some of my other finest moments come from fantasizing about playing really good tennis and/or playing drums like Glen Gratto or Carter Beauford. On the home front, I have a wonderful wife, 23 year-old daughter, and 19 year-old son, the combination of which keeps me very happy.
B.A. - Brock University, 1981
M.A. - University of Guelph, 1983
Ph.D. - University of Western Ontario, 1988
Within the area of industrial/organizational psychology, my research is concerned with the effective management and measurement of employee work performance, and with the improvement of pre-employment testing practices (personnel selection). With respect to work performance management/measurement, I am particularly interested in exploiting the benefits of applying social comparison theory as a means of improving reactions to feedback and reducing raters’ biases and inconsistencies. Regarding pre-employment testing, much of my current research focuses on the use of personality assessment as a means of hiring the most promising employees, and the problem of faking as it relates to personality testing within this context.
A secondary focus of my research has been the application and development of advanced statistical techniques (e.g., structural equation modeling) and research methods, including the multitrait-multimethod approach. I currently supervise four talented graduate students.
Goffin, R. D., & Helmes, E. (Eds.) (2000). Problems and Solutions in Human Assessment: Honoring Douglas N. Jackson at Seventy. Norwell, MA: Kluwer Academic Publishers
BOOK CHAPTERS AND PUBLICATIONS IN PEER-REVIEWED JOURNALS
Goffin, R. D., Woycheshin, D. E., Hoffman, B., & George, K. (in press). The dimensionality of contextual and citizenship performance in military recruits: Support for nine dimensions using self-, peer, and supervisor ratings. Military Psychology.
Speer, A. B., Christiansen, N. D., Goff, M., & Goffin, R. D. (in press). Situational bandwidth and the criterion-related validity of assessment center ratings: Is cross-exercise convergence always desirable? Journal of Applied Psychology.
O’Neill, T. A., Goffin, R. D., & Rothstein, M. G. (2013). Personality and the need for personality-oriented work analysis. In N.D. Christiansen & R.P.
Tett (Eds.) Handbook of Personality at Work. N.Y.: Routledge. pp. 226-252.
Jelly, R. B., Goffin, R. D., Powell, D. M., & Heneman, R. L. (2013). Incentives and alternative rating approaches: Roads to greater accuracy in job performance assessment? Journal of Personnel Psychology, 11, 159-168.
Goffin, R. D., Jang, I., & Skinner, E. (2012). Forced-choice and conventional personality assessment: Each may have unique value in pre-employment testing. Personality and Individual Differences, 51, 840-844.
Goffin, R. D., & Woycheshin, D. E. (2012). An empirical method of determining employee competencies/KSAOs from task-based job analysis. In M.D. Matthews & J.H. Lawrence (Eds), Military Psychology: Volume One: Selection, Training, and Performance. Sage Publications.
O’Neill, T. A., Goffin, R. D., & Gellatly, I. R. (2012). The use of random coefficient modeling for understanding and predicting job performance ratings: An application with field data. Organizational Research Methods, 15, 436-462.
Schneider, T. J., & Goffin, R. D. (2012). Perceived ability to deceive and incremental prediction in pre-employment personality testing. Personality and Individual Differences, 52, 806-811.
O’Neill, T. A., Goffin, R. D., & Gellatly, I. R. (2012) The knowledge, skill, and ability requirements for teamwork: Revisiting the teamwork-ksa test’s validity. International Journal of Selection and Assessment, 20, 36-52.
Goffin, R. D., & Olson, J. M. (2011). Is it all relative? Comparative Judgments and the Possible Improvement of Self-Ratings and Ratings of Others. Perspectives on Psychological Science, 6, 48-60.
Goffin, R. D., Jang, I., & Skinner, E. (2011). Forced-choice and conventional personality assessment: Each may have unique value in pre-employment testing. Personality and Individual Differences, 51, 840-844..
Goffin, R. D., Rothstein, M. G., Reider, M. J., Poole, A., Krajewski, H. T., Powell, D. M., Jelley, R. B., Boyd, A. C., & Mestdagh, T. (2011). Choosing job-related personality traits: Developing valid personality-oriented job analysis. Personality and Individual Differences, 51, 646-651.
Powell, D. M., Goffin, R. D., & Gellatly, I. R. (2011). Gender differences in personality scores. Implications for differential hiring rates. Personality and Individual Differences, 50, 106-110.
Sheppard, L. D.,Goffin, R. D., Lewis, R. J., Olson, L. M. (2011). The effect of target attractiveness and rating method on the accuracy of trait ratings. Journal of Personnel Psychology, 10, 24-33.
O’Neill, T. A., Goffin, R. D., & Gellatly, I. R. (2010). Test-taking motivation and personality test validity. Journal of Personnel Psychology, 9,117-125.
Goffin, R. D., & Boyd, A. C. (2009). Faking and personality assessment in personnel selection: Advancing models of faking. Canadian Psychology, 50, 151-160.
O’Neill, T. A., Goffin, R. D., & Tett, R. P. (2009). Content validation is fundamental for optimizing the criterion validity of personality tests. Industrial and Organizational Psychology, 2, 509-513.
Powell, D. M. & Goffin, R. D. (2009). Assessing personality in the employment interview: The impact of training on rater accuracy. Human Performance, 22, 450-465.
Goffin, R. D., Jelley, R. B., Powell, D. M., & Johnston, N. G. (2009). Taking Advantage of Social Comparisons in Performance Appraisal: The Relative Percentile Method. Human Resource Management, 48, 251-268.
Anderson, D. W., Krajewski, H. T., Goffin, R. D., & Jackson, D. N. (2008). A leadership self-efficacy taxonomy and its relation to effective leadership behavior. Leadership Quarterly, 19, 595-608.
Olson, J. M., Goffin, R. D., & Haynes, G. (2007). Relative Versus Absolute Measures of Explicit Attitudes: Implications for Predicting Diverse Attitude-Relevant Criteria. Journal of Personality and Social Psychology, 93, 907-926.
Goffin, R. D. (2007). Assessing the adequacy of structural equation models: Golden rules and editorial policies. Personality and Individual Differences, 42, 831–839.
Krajewski, H. T., Goffin, R. D., Rothstein, M. G., & Johnston, N. G. (2007). Is personality related to managerial job performance? That depends on how old you are. Journal of Business and Psychology, 22, 21-33.
Goffin, R. D., & Anderson, D. W. (2007). The Self-Rater=s Personality and Self-Other Disagreement in Multi-Source Performance Ratings. Journal of Managerial Psychology, 22, 271-289.
Marcus, B., Goffin, R. D., Johnston, N. G., & Rothstein, M. G. (2007). Personality and cognitive ability as predictors of typical and maximum managerial performance. Human Performance, 20, 275-285.
Krajewski, H. T., Goffin, R. D., & McCarthy, J. M., Rothstein, M., & Johnston, N. (2006). Comparing the validity of structured interviews for managerial level employees: Should we look to the past, or focus on the future? Journal of Occupational and Organizational Psychology, 79, 411-432.
Rothstein, M. G., & Goffin, R. D. (2006). The use of personality measures in personnel selection: What does current research support? Human Resource Management Review, 16, 155-180.
McCarthy, J. M., & Goffin, R. D. (2005). Selection test anxiety: Exploring tension and fear of failure across the sexes. International Journal of Selection and Assessment.13, 282-295.
Krajewski, H. T., Goffin, R. D. (2005). The role of gender and stressor context in predicting occupational coping strategies and adjustment. Journal of Occupational Health Psychology, 10, 44-53.
McCarthy, J. M, & Goffin, R. D. (2004). Measuring Interview Anxiety: Beyond Weak Knees and Sweaty Palms. Personnel Psychology, 57, 607-637.
Goffin, R. D. & Christiansen, N. D. (2003). Correcting personality tests for faking: A Review of popular personality tests and an initial survey of researchers. International Journal of Selection and Assessment, 11, 340-344.
Goffin, R. D., Jelley, R. B., & Wagner, S. H. (2003). Is halo helpful? Effects of inducing halo on performance rating accuracy. Social Behavior and Personality, 31, 625-636.
Simner, M. L. & Goffin, R. D. (2003). A Position Statement by the International Graphonomics Society on the Use of Graphology in Personnel Selection Testing. International Journal of Testing, 4, 353-364.
McCarthy, J. M., & Goffin, R. D. (2003). Is the Test Attitude Survey psychometrically sound? Educational and Psychological Measurement, 63, 446-464
Goffin, R. D., & Gellatly, I. R.. (2001). A Multi rater assessment of organizational commitment: Are self-report measures biased? Journal of Organizational Behavior, 22, 437-451.
Jelley, R. B., & Goffin, R. D. (2001). Effects of rater priming and rating scale format on rating accuracy. Journal of Applied Psychology, 86, 134-144.
McCarthy, J. M., & Goffin, R. D. (2001). Improving the validity of letters of recommendation: An investigation of three standardized reference forms. Military Psychology, 13, 199-222.
Mikulay, S. M., & Goffin, R. D. (1998). Predicting counterproductivity in the laboratory using integrity and personality testing. Educational and Psychological Measurement, 58, 768-790. (Author notes state that both authors contributed equally to this article)
Wagner, S. H., & Goffin, R. D. (1997). Differences in accuracy of individual and comparative performance appraisal methods. Organizational Behavior and Human Decision Processes, 70, 95-103.
Goffin, R. D., Gellatly, I. R., Paunonen, S. V., Jackson, D. N., & Meyer, J. P. (1996). Criterion validation of two approaches to performance appraisal: The Behavioral Observation Scale and the Relative Percentile Method. Journal of Business and Psychology, 11, 23-33.
Goffin, R. D., Rothstein, M. G., & Johnston, N. (1996). Personality testing and the assessment center: Incremental validity for managerial selection. Journal of Applied Psychology, 81, 746-756.
Jackson, D. N., Paunonen, S. V., Fraboni, M., & Goffin, R. D. (1996). A five-factor versus six-factor model of personality structure. Personality and Individual Differences, 20, 33-45.
Goffin, R. D., & Woods, D. M. (1995). Using personality testing for personnel selection: Faking and test taking inductions. International Journal of Selection and Assessment, 3, 227-236.
Christiansen, N. D., Goffin, R. D., Johnston, N. G., & Rothstein, M. G. (1994). Correcting the Sixteen Personality Factors test for faking: Effects on criterion related validity and individual hiring decisions. Personnel Psychology, 47, 847-860.
Byrne, B. M., & Goffin, R. D. (1993). Modeling multitrait multimethod data from additive and multiplicative covariance structures: An audit of construct validity concordance. Multivariate Behavioral Research, 28, 67 96.
Goffin, R. D. (1993). A comparison of two new indices for the assessment of fit of structural equation models. Multivariate Behavioral Research, 28, 205 214.
Goffin, R. D., & Jackson, D. N. (1992). Analysis of multitrait multirater performance appraisal data: Composite direct product method versus confirmatory factor analysis. Multivariate Behavioral Research, 27, 363 385.
Gellatly, I. R., Paunonen, S. V., Meyer, J. P., Jackson, D. N., & Goffin, R. D. (1991). Personality, vocational interests, and cognitive predictors of managerial job performance and satisfaction. Personality and Individual Differences, 12, 221-231.
Meyer, J. P., Paunonen, S. V., Gellatly, I. R., Goffin, R. D., & Jackson, D. N. (1989). Organizational commitment and job performance: It's the nature of the commitment that counts. Journal of Applied Psychology, 74, 152 156.
Goffin, R. D., & Jackson, D. N. (1988). The structural validity of the Index of Organizational Reactions. Multivariate Behavioral Research, 23, 327 347.