What Matters Most? The Perceived Importance of Ability and Personality for Hiring Decisions
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This article examined the emphasis hiring managers placed on general mental ability (GMA) and personality (agreeableness, conscientiousness, emotional stability, and extraversion) when evaluating applicants for jobs.Abstract:
This study examined the emphasis hiring managers placed on general mental ability (GMA) and personality—agreeableness, conscientiousness, emotional stability, and extraversion—when evaluating appli...read more
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References
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A very brief measure of the Big-Five personality domains
TL;DR: In this paper, a 10-item measure of the Big-Five personality dimensions is proposed for situations where very short measures are needed, personality is not the primary topic of interest, or researchers can tolerate the somewhat diminished psychometric properties associated with very brief measures.
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The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings.
Frank L. Schmidt,John E. Hunter +1 more
TL;DR: In this paper, the authors summarized the practical and theoretical implications of 85 years of research in personnel selection and concluded that the most important property of a personnel assessment method is predictive validity: the ability to predict future job performance, job related learning (such as amount of learning in training and development programs), and other criteria.
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Validity and Utility of Alternative Predictors of Job Performance
John E. Hunter,Ronda F. Hunter +1 more
TL;DR: In this article, a meta-analysis of the cumulative research on various predictors of job performance shows that for entry-level jobs there is no predictor with validity equal to that of ability, which has a mean validity of.53.
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A Role Theory Perspective on Dyadic Interactions: The Service Encounter:
TL;DR: In this article, the dyadic interaction between a service provider and a customer is an important determinant of the customer's global satisfaction with the service, based on role theory, and it is shown that dyadic interactions between service providers and customers are important determinants of customer satisfaction.
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Personality and job performance: the Big Five revisited.
Gregory M. Hurtz,John J. Donovan +1 more
TL;DR: A meta-analytic estimate of the criterion-related validity of explicit Big 5 measures for predicting job performance and contextual performance is provided and suggestions for future research aimed at enhancing the validity of personality predictors are provided.