The Frame-of-Reference (FOR for short) effect on personality tests refers to a kind of phenomenon that if a specific reference context is set for a plain personality test, the criterion-related validity of this test will be improved. In the past ten years, the focus of FOR effect studies had been gradually moved from collecting validity evidence to probing its internal mechanism. Making a general review of these studies, we think the psychometrics principle of FOR effect is that various reference inconsistency in subjects’ reaction courses, including the between-person variability and the within-person inconsistency of the FOR, will be reduced, when a concordant FOR matching with criterion is provided. It reflects that the relation between contextualized personality constructs and relevent criterion variables is closer in logical net. According to Wood’s Personality and Role Identity Structural Model, the origin of that relation is from the mediating mechanism of “general personality→ contextualized personality→ role behavior”. In practical applying, personnel assessment experts can use that conclusion, set proper FORs for personality tests, thus improve the effectiveness of assessment tools. However, that finding is only a beginning. Future reseaches should seek to breaks on three aspects. Firstly, on FOR operational paradigm, researchers could icorporate the context priming paradigm to the text induction to promote ecological validity. Secondly, reasercher can probe the moderator variables of FOR, such as individual difference variables like self-monitoring, and the cultural factor. Thirdly, future researches should expand subjects, and test the FOR effect in job applicants group. Because the future studies on those aspects have not finished yet, it should be very careful to apply any improving measure in assessment, according to FOR effect.