Robert Hogan

Robert Hogan (2005)

Robert Hogan (* 1937 in Los Angeles , California ) is an American psychologist who is known for his innovations in the field of personality tests . His research work resulted in various personality questionnaires that are used in the organizational management of institutions and are intended to help expand the leadership skills of senior employees.

Professional background

Hogan received his PhD from the University of California at Berkeley in 1967 , where he specialized in personality analysis. He was McFarlin Professor and Chair of the Department of Psychology at the University of Tulsa from 1982 to 2001 . Prior to that, he was Professor of Psychology and Social Relations at Johns Hopkins University for 17 years . He has received several research and teaching awards and is President of Hogan Assessment Systems , Tulsa, Oklahoma, an organization he founded with his wife, Joyce Hogan, in 1987. He is a fellow of the American Psychological Association (APA) and the Society for Industrial and Organizational Psychology (SIOP) .

research

Hogan contributed to the development of the socio-analytical theory that the core of personality is based on evolutionary adaptations. People, according to Hogan, live in groups, and groups develop hierarchies of status. This in turn leads to two further generalizations: people are not only motivated to get along with other group members, but also to get on in order to enjoy the status benefits. Hogan, a critical, partly iconoclastic observer and contributor to American psychology, assumes that personality is best examined from the perspective of the observer, not that of the acting person. Therefore, Hogan insisted that personality tests should be rated according to how well a person's reputation - defined by personality tests - can predict behavior in the workplace and in interpersonal relationships.

“Reputations are immensely useful for predictive purposes. The best predictor of future behavior is past behavior, reputations are a summary of past behavior, therefore reputations are the best information we have about future behavior. "

“A person's reputation is immensely useful for forecasting purposes. The best indicator of future behavior is past behavior; the acquired reputation is a summary of previous behavior and therefore gives the best information we have for future behavior. "

- Robert Hogan : Human Performance

application

Hogan's special scientific interest was confronted early on with the question of how his findings could be applied in practice. This consistently led him and his wife to found the Hogan Assessment Systems in 1987 . The aim of the offers of this organization is to reduce employee turnover and increase the productivity of the companies advised. Among other things, Hogan Assessment Systems offers basic and advanced training, so that there are now certified consultants who offer management consulting based on the Hogans model worldwide.

In 2015, Hogan donated $ 50,000 to the American Psychological Foundation (APF) - in memory of John L. Holland, who died in 2008. With his originality, his work ethic and his productivity, he had a profound influence on him. With this gift, Hogan hoped that a new generation of students would become aware of Holland's contribution to career research and the influence of personality, culture and the environment on work behavior and health.

Publications

Hogan is widely recognized for his description of how personality factors influence organizational efficiency in a variety of areas - from organizational climate and leadership to team composition and effectiveness. Hogan is the author or co-author of more than 300 magazine articles, essays in compilations and books. In 1997 he was co-editor of a handbook for personality psychology, which analyzes and assesses eleven dysfunctional tendencies among many other things. In the same year, Hogan presented his personality inventory with extensive articles on personality psychology. He was concerned with the fate of an organization depending on the personality of those who belong to it. He described how personality knowledge can be used to understand organizations, assemble teams, and evaluate, select, and train people. In 2012, he and Gordon Curphy presented a model for building and leading high-performance teams.

In 1994, Hogan co-signed an editorial by Linda Gottfredson entitled Mainstream Science on Intelligence , which was published in the Wall Street Journal . 131 scientists were asked by Gottfredson to sign this editorial. Fifty-two of them have signed and unanimously responded to questions related to the intelligence research controversy that followed the publication of The Bell Curve :

“This statement outlines conclusions regarded as mainstream among researchers on intelligence, in particular, on the nature, origins, and practical consequences of individual and group differences in intelligence. Its aim is to promote more reasoned discussion of the vexing phenomenon that the research has revealed in recent decades. The following conclusions are fully described in the major textbooks, professional journals and encyclopedias in intelligence. "

“This statement outlines the mainstream conclusions among intelligence researchers, particularly with regard to the nature, origins, and practical consequences of individual and group differences in intelligence. Their goal is to encourage more informed discussion about an irritating phenomenon that research has uncovered over the past few decades. The following conclusions are fully described in the major textbooks, journals, and encyclopedias on intelligence. "

- Linda Gottfredson : Intelligence

Research results that suggested a different distribution of intelligence among “African Americans” and the white population were controversial.

Fonts

• with Hogan, J., Barrett, P .: Personality Measurement, Faking, and Employment Selection . In: Journal of Applied Psychology . tape 92 , 2007, p. 1270-1285 .
• with Chamorro-Premuzic, T., Kaiser, RB: Employability and career success: Bridging the gap between theory and reality . In: Industrial and Organizational Psychology . tape 6 , 2013, p. 3-16 .

Awards

• 1994: British Psychological Society Award at the International Congress of Coaching Psychology for the Hogan Personality Tests
• 2014: Career Achievement Award from the Association of Test Publishers (ATP) for test method innovations
• In honor of Joyce and Robert Hogan, SIOP, the Society for Industrial and Organizational Psychology, presents an annual award for outstanding results in personality research and applied psychology

Web links

• We predict performance - Hogan International. In: hoganassessments.com. Hogan International, accessed November 14, 2016 . 
• Hogan Personality Assessments | Predict Employee Performance | Performance Programs. In: performanceprograms.com. Retrieved November 14, 2016 . 

Individual evidence

1. ^ Oklahoma Board of Examiners of Psychologists. License Renewal. Retrieved October 14, 2016 . 
2. ↑ This is a group of professors at the University of Tulsa who sponsor the university library.
3. ↑ Joyce Hogan, Ph.D. Vice president. (No longer available online.) Archived from the original on October 22, 2016 ; accessed on October 19, 2016 (English). Info: The archive link was inserted automatically and has not yet been checked. Please check the original and archive link according to the instructions and then remove this notice.   
4. ↑ About us. Retrieved October 14, 2016 . Hogan: The Science of Personality. (No longer available online.) Archived from the original on June 8, 2016 ; accessed on October 14, 2016 . Info: The archive link was inserted automatically and has not yet been checked. Please check the original and archive link according to the instructions and then remove this notice. Team Hogan. Retrieved October 14, 2016 .  
     
    
5. ^ Fellows. American Psychological Association, accessed on October 22, 2016 (English): "Fellows shall be members of the association who are interested in the advancement of psychology as a science and as a profession and who have met the requirements described below." 
6. ^ SIOP Fellows. Society for Industrial and Organizational Psychology, accessed October 22, 2016 . 
7. ^ Robert Hogan: In Defense of Personality Measurement: New Wine for Old Whiners. (PDF; 59 kB) p. 336 , accessed on October 19, 2016 (English, In: Human Performance. 18 (4), 331–341). 
8. ↑ Why Hogan? Accessed October 22, 2016 : "By selecting the right employees, promoting talent and recognizing leadership potential, companies can reduce employee turnover and increase productivity." 
9. ↑ List of certified consultants: Consultants Certified Through PPI. Retrieved October 22, 2016 . 
10. ↑ Grants and opportunities: November 2015. Accessed November 14, 2016 . 
11. ↑ Robert Hogan, John Johnson, Stephen Briggs: Handbook of Personality Psychology . Academic Press Inc., New York 1997, ISBN 978-0-12-134646-1 (English).
12. ^ Hogan Personality Inventory. Overview Guide . 1997 (English, psychological-consultancy.com [PDF; 414 kB ; accessed on October 22, 2016]).
13. ^ Robert Hogan: Personality and the Fate of Organizations . Erlbaum, Mahwah 2007, ISBN 978-0-8058-4143-5 (English).
14. ↑ Gordon Curphy, Robert Hogan: The Rocket Model: Practical Advice for Building High Performing Teams . Hogan Press, 2012, ISBN 978-0-9840969-8-5 (English).
15. ↑ Linda Susanne Gottfredson: Mainstream Science on Intelligence: An Editorial With 52 Signatories, History, and Bibliography . In: INTELLIGENCE . tape 24 , no. 1 , 1997, ISSN  0160-2896 , pp. 13–23 (English, udel.edu [PDF; 799 kB ; accessed on October 15, 2016] Original title: Mainstream Science on Intelligence . The Wall Street Journal 1994.).
16. ↑ Linda Susanne Gottfredson: Mainstream Science on Intelligence. (PDF; 218 kB) In: The Wall Street Journal. December 13, 1994, p. A18 , accessed on November 14, 2016 . 
17. ↑ Linda Susanne Gottfredson: Mainstream Science on Intelligence: An Editorial With 52 Signatories, History, and Bibliography . In: INTELLIGENCE . tape 24 , no. 1 , 1997, ISSN  0160-2896 , pp. 13 (English, udel.edu [PDF; 799 kB ; accessed on October 15, 2016] Original title: Mainstream Science on Intelligence . The Wall Street Journal 1994.).
18. ^ British Psychological Society: Awards & Grants. (No longer available online.) Archived from the original on October 29, 2016 ; Retrieved on October 29, 2016 (English): "The Society makes a number of awards available each year to recognize excellence in research, practice teaching and education in psychology." Info: The archive link was inserted automatically and has not yet been checked. Please check the original and archive link according to the instructions and then remove this notice.   
19. ↑ CO-MATRIX: Personality tests. Big Five. Personality model. Retrieved October 29, 2016 . 
20. ^ Robert Hogan to Receive Career Achievement Award. Retrieved on October 29, 2016 (English): "The Career Achievement Award honors individuals who have made sustained and positive contributions to the development, application and innovations in testing and measurement through research, publications, presentations, professional activities, technology, conceptualizations, or theoretical contributions over a career. " 
21. ^ Association of Test Publishers (ATP). Retrieved October 29, 2016 . 
22. ^ Society for Industrial and Organizational Psychology: Hogan Award for Personality and Work Performance. Retrieved October 29, 2016 .