Robert Hogan (psychologist)
Encyclopedia
Robert Hogan is an American
psychologist
known for his innovations in personality test
ing, and is an international authority on personality assessment, leadership, and organizational effectiveness.
Hogan earned a Ph.D. from University of California, Berkeley
. He was McFarlin Professor and Chair of the Department of Psychology at The University of Tulsa
for 17 years. Prior to that, Dr. Hogan was Professor of Psychology and Social Relations at Johns Hopkins University
. He has received a number of research and teaching awards, and is president of Hogan Assessment Systems based in Tulsa, Oklahoma.
Hogan's work in personality measurement is distinctive as it is theory based. He has contributed to the development of socioanalytic theory, which maintains that the core of
personality is based on evolutionary adaptations. Humans, in this view, always live in groups and groups always demonstrate status hierarchies. This in turn leads to two further generalizations: people are motivated to get along with other group members but also to get ahead (to enjoy the perquisites of status). Hogan, an iconoclastic observer of American psychology, maintains that personality is best examined from the perspective of the observer (reputation) rather than the actor (a person's identity). As a consequence, Hogan has insisted that personality tools should be evaluated in terms of how well reputations (defined on personality tests) predict behavior on the job and in relationships.
Hogan is the author of more than 300 journal articles, chapters and books. His book, "Personality and the Fate of Organizations," was published by Lawrence Erlbaum Associates in June 2006. The 167-page book offers a systematic account of the nature of personality, showing how to use personality to understand organizations, to staff teams, and to evaluate, select, deselect and train people. He is the co-editor of the Handbook of Personality Psychology, and has published the Hogan Personality Inventory http://hoganassessments.com/products_services/hpi.aspx, the Hogan Development Survey http://hoganassessments.com/products_services/hds.aspx, the Motives Values and Preferences Inventory http://hoganassessments.com/products_services/mvpi.aspx and the Hogan Business Reasoning Inventory http://hoganassessments.com/products_services/hbri.aspx, as well as the Hogan Guide (2007).
In 1994 he was one of 52 signatories on "Mainstream Science on Intelligence
," an editorial written by Linda Gottfredson
and published in the Wall Street Journal, which declared the consensus of the signing scholars on issues related to race and intelligence
following the publication of the book The Bell Curve
.
Hogan is widely credited with demonstrating how personality factors influence organizational effectiveness in a variety of areas - ranging from organizational climate and leadership to selection and effective team performance. He is a fellow of the American Psychological Association and the Society for Industrial/Organizational Psychology.
United States
The United States of America is a federal constitutional republic comprising fifty states and a federal district...
psychologist
Psychologist
Psychologist is a professional or academic title used by individuals who are either:* Clinical professionals who work with patients in a variety of therapeutic contexts .* Scientists conducting psychological research or teaching psychology in a college...
known for his innovations in personality test
Personality test
-Overview:There are many different types of personality tests. The most common type, the self-report inventory, involves the administration of many questions, or "items", to test-takers who respond by rating the degree to which each item reflects their behavior...
ing, and is an international authority on personality assessment, leadership, and organizational effectiveness.
Hogan earned a Ph.D. from University of California, Berkeley
University of California, Berkeley
The University of California, Berkeley , is a teaching and research university established in 1868 and located in Berkeley, California, USA...
. He was McFarlin Professor and Chair of the Department of Psychology at The University of Tulsa
University of Tulsa
The University of Tulsa is a private university awarding bachelor's, master's, and doctoral degrees located in Tulsa, Oklahoma, USA. It is currently ranked 75th among doctoral degree granting universities in the nation by US News and World Report and is listed as one of the "Best 366 Colleges" by...
for 17 years. Prior to that, Dr. Hogan was Professor of Psychology and Social Relations at Johns Hopkins University
Johns Hopkins University
The Johns Hopkins University, commonly referred to as Johns Hopkins, JHU, or simply Hopkins, is a private research university based in Baltimore, Maryland, United States...
. He has received a number of research and teaching awards, and is president of Hogan Assessment Systems based in Tulsa, Oklahoma.
Hogan's work in personality measurement is distinctive as it is theory based. He has contributed to the development of socioanalytic theory, which maintains that the core of
personality is based on evolutionary adaptations. Humans, in this view, always live in groups and groups always demonstrate status hierarchies. This in turn leads to two further generalizations: people are motivated to get along with other group members but also to get ahead (to enjoy the perquisites of status). Hogan, an iconoclastic observer of American psychology, maintains that personality is best examined from the perspective of the observer (reputation) rather than the actor (a person's identity). As a consequence, Hogan has insisted that personality tools should be evaluated in terms of how well reputations (defined on personality tests) predict behavior on the job and in relationships.
Hogan is the author of more than 300 journal articles, chapters and books. His book, "Personality and the Fate of Organizations," was published by Lawrence Erlbaum Associates in June 2006. The 167-page book offers a systematic account of the nature of personality, showing how to use personality to understand organizations, to staff teams, and to evaluate, select, deselect and train people. He is the co-editor of the Handbook of Personality Psychology, and has published the Hogan Personality Inventory http://hoganassessments.com/products_services/hpi.aspx, the Hogan Development Survey http://hoganassessments.com/products_services/hds.aspx, the Motives Values and Preferences Inventory http://hoganassessments.com/products_services/mvpi.aspx and the Hogan Business Reasoning Inventory http://hoganassessments.com/products_services/hbri.aspx, as well as the Hogan Guide (2007).
In 1994 he was one of 52 signatories on "Mainstream Science on Intelligence
Mainstream Science on Intelligence
Mainstream Science on Intelligence was a public statement issued by a group of academic researchers in fields allied to intelligence testing that claimed to present those findings widely accepted in the expert community...
," an editorial written by Linda Gottfredson
Linda Gottfredson
Linda Susanne Gottfredson is a professor of educational psychology at the University of Delaware and co-director of the Delaware-Johns Hopkins Project for the Study of Intelligence and Society. Gottfredson's work has been influential in shaping U.S...
and published in the Wall Street Journal, which declared the consensus of the signing scholars on issues related to race and intelligence
Race and intelligence
The connection between race and intelligence has been a subject of debate in both popular science and academic research since the inception of intelligence testing in the early 20th century...
following the publication of the book The Bell Curve
The Bell Curve
The Bell Curve is a best-selling and controversial 1994 book by the Harvard psychologist Richard J. Herrnstein and political scientist Charles Murray...
.
Hogan is widely credited with demonstrating how personality factors influence organizational effectiveness in a variety of areas - ranging from organizational climate and leadership to selection and effective team performance. He is a fellow of the American Psychological Association and the Society for Industrial/Organizational Psychology.