2017-05-01
Personality, personnel selection, and job performance
Publication
Publication
Job Performance: The term job performance can either refer to the objective or subjective outcomes one achieves in a specific job (e.g., the profit of a sales persons, the number of publications of a scientist, the number of successful operations of a surgeon) or to work-related activities (e.g., writing an article, conducting specific surgical acts). In the majority of research on this topic, job performance as an outcome is used.
Personnel selection: Personnel selection refers to the process of selecting the best employees for specific jobs.
Introduction One major application of personality research is in the area of personnel selection. The key question in this area is to which extent personality can predict how well a candidate will perform on the job he or she is applying for. Most scholars in this area acknowledge that personality has predictive validity for job performance. In line with this, personality assessment is part of the selection procedure in many organizations.
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| doi.org/10.1007/978-3-319-28099-8_790-1, hdl.handle.net/1765/99320 | |
| Organisation | Department of Industrial and Organizational Psychology |
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van der Linden, D., Pelt, D., Dunkel, C., & Born, M. (2017). Personality, personnel selection, and job performance. In Virgil Zeigler-Hill & Todd K. Shackelford (Eds), Encyclopedia of Personality and Individual Differences. Springer 2017 (pp. 1–10). doi:10.1007/978-3-319-28099-8_790-1 |
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