Predicting Job Performance - 1203 Words

Predicting job performance – personality tests Another often debated, yet empirically well evaluated test-based method of predicting job performance is that of personality tests. The method is based on the theory of personality, which states that there are relatively consistent patterns in human cognitions, emotions and behavior. Many models for how to define, categorize, explain and measure personality has been presented over the last century, and the Five Factor Model, FFM (also known as the Big-5) is undoubtedly the most popular one (Barrick Mount, 2012). The FFM originates from a lexical approach where adjectives were extracted from a dictionary into questionnaires with quantifiable response alternatives (Allport Oddbert, 1936). Factor-analytic evidence has concluded that the responses mainly fall into five different categories, laying the foundation for the Big-5. The five factors are conscientiousness, extraversion, openness, agreeableness and neuroticism. Conscientiousness is correlated with self-discipline, being struct ured and organized, and aiming for achievement as a person. Extraversion is a tendency to have positive emotions, seek stimulation and enjoy the company of others. Openness (or â€Å"openness to experience†) is a factor connected to being open for new ideas, being curious and appreciating different forms of art and culture. Agreeableness is correlated with being compassionate towards others, cooperation and being trustful. Neuroticism is a factorShow MoreRelatedEssay on Annotated Bibliography Employee Engagement4499 Words   |  18 Pages 1-20. In this A-rated paper Arrowsmith and Parker first review the literature on EE, HRM and EE as well as HRM values and roles and further use a case study approach of an initiative at New Zealand Post designed to improve the engagement and performance of supervisory staff to understand the meaning of EE for the values and roles of the HRM function. The authors investigate these issues through a case study method based on primary and secondary data and 12 in-depth interviews with HR and line managersRead MoreWhat Does Personality Predicts Employee Performance?1219 Words   |  5 Pagespersonality predicts employee performance. The purpose of this essay is to inform individuals of the extent to which an individual’s personality can affect their performance as an employee. Research on personality has recently shown the versatility of using personality traits for predicting job performance. Proof from Barrick Mount(1991); Hough(1992); Salgado (1997); Tett, Jackson Rothstein (1991) all confirm that personality traits are definitely linked with work performance, with some traits suchRead MorePersonality As Predictor, Personality, And General Knowledge1305 Words   |  6 Pagesperson’s past performance to predict the person’s future performance. 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I completely agree with my results from the PsyCap self-assessment. Efficacy was the highest on my self-assessment. Efficiency can be defined as predicting results before any situation occurs. I apply myself to the greatest ability to produce the best possible outcome. Learning from my experiences over time helps withRead MoreThe Effects Of Personality Assessments On The Workplace1270 Words   |  6 Pagesworkplace has tremendously increased in recent years for the purposes of selection, placement, and development of employees. The rationale for the use of these tests is that personality assessments are useful for explaining and predicting work attitudes, behaviors, and job performance because â€Å"personality includes a wide range of characteristics that people possess; many of them have an impact upon the ways people behave in the workplace† (Boutelle, 2015). However, an increased use of this type of assessments