Final answer:
The claim that linking personality assessments to specific job performances can impact behavior is true. Personality tests, such as the MMPI, help predict job performance but must be used with careful analysis to avoid counterproductive outcomes. These assessments can shape workplace behavior and are also influenced by cognitive biases like the actor-observer effect.
Step-by-step explanation:
The statement that correlating personality testing to specific performance may affect behavior is true. When personality tests are used in industrial-organizational (I-O) psychology to anticipate job performance, they can influence employee behavior. For instance, the Minnesota Multiphasic Personality Inventory (MMPI), which utilizes true/false questions to assess personality, might reveal traits like agreeableness, which is generally desirable in customer-facing roles. However, the application of these tests must involve careful correlation with job performance, as too much agreeableness might lead to ineffective customer interactions. This reflects the importance of understanding that personality tests can shape behavior and outcomes in a workplace setting.
Another aspect to consider is the influence of various biases such as the actor-observer bias. This concept suggests that we tend to attribute our own behavior to situational influences while attributing others' behavior to their dispositions. In a work environment, understanding such biases is essential for the effective evaluation of behavior and performance.