Article ID | Journal | Published Year | Pages | File Type |
---|---|---|---|---|
1110341 | Procedia - Social and Behavioral Sciences | 2015 | 5 Pages |
Abstract
Improving predictive validity of personality inventory in the context of personnel selection is an actual concern among researchers. We tested the effect of frame of reference (FOR) on the predictive validity of a Big Five measure in the context of personnel selection, where other two predictors were contained. The sample size was realistic for a small business enterprise (N = 36). Agreeability was the only dimension showing predictive validity (FOR effect). Results suggested also that narrow dimensions were more useful predictors in the contextualized measure of personality adding incremental validity over cognitive ability and job knowledge.
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