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A Look in the Mirror: The Mastery-Oriented I-O Psychologist Jonathan M. Cottrell, Eleni V. Lobene, Nicholas R. Martin, and Anthony S. Boyce Aon Hewitt Consulting NOTE: Prior to being submitted for con- sideration in TIP, this paper was accepted for presentation at the 2016 Annual Con- ference of the Society for Industrial and Organizational Psychology Research on personality, especially using the five-factor model (FFM; McCrae & Costa, 1987), has contributed greatly to industrial-organizational (I-O) psychology. In particular, this is because personality traits, especially Conscientiousness, are found to be valid predictors of job per- formance (Barrick & Mount, 1991; Hurtz & Donovan, 2000) while having relatively less adverse impact than other selection tools, such as cognitive ability tests (Ploy- hart & Holtz, 2008). Although the FFM is the most widely used personality mod- el, other traits have been studied in the context of work and have been found to correlate with key variables such as job performance and job satisfaction. Such variables include need for achievement (McClelland, Atkinson, Clark, & Lowell, 1976), core self-evaluations (Judge & Bono, 2001), and goal orientation (Phillips & Gully, 1997). As a result, it is of great interest to organizations to be able to un- derstand the personality of its applicants and its incumbents, and often such an ex- amination of traits goes beyond the FFM. The Industrial-Organizational Psychologist Despite the success of using personality tests to predict job-related outcomes across a variety of occupations, I-O psy- chologists themselves, including members of the Society for Industrial and Organiza- tional Psychology (SIOP), have historically not been the subjects of these studies. In fact, very limited research exists examin- ing any individual differences between I-O psychologists and other professions. “I-O psychologist” has been rated as the fastest growing job in the United States (United States Bureau of Labor Statistics, 2014). As a result, it will become increasingly necessary to understand ways in which the I-O personality is distinct from (or sim- ilar to) other professions, which can have implications for realistic career previews for prospective I-O psychologists. Thus, the purpose of this paper is a preliminary investigation to compare the personalities of I-O psychologists to a baseline working population, as well as to professionals and nonprofessionals in other occupations across two studies. We hope that this will be the first of many studies that look to understand the I-O personality and that this will spark further research in the area. Aon-Hewitt’s Model of Personality Aon-Hewitt’s personality model is largely based on the FFM and is derived from 129