Care e cea mai potrivită persoană pentru un post de muncă?
Psihologii iau în considerare noi modalităţi de relaţionare a diferenţelor individuale cu succesul la locul de muncă
Keywords:
psychologyAbstract
Testele psihologice şi evaluările au fost utilizate în selecţia de personal începând cu primul război mondial, dar până în anii ’80 s-a considerat că factorii care determină succesul variază puternic de la un post la altul şi de la o organizaţie la alta. În mod particular, a fost larg răspândită convingerea că testele care constituiau predictori eficienţi ai succesului într-un post sau organizaţie s-ar putea dovedi inutile ca predictori ai succesului în alte posturi sau organizaţii similare şi că ar fi necesar să se construiască teste pentru selecţie în cazul fiecărui post sau organizaţie. După câteva decenii de cercetare, psihologii Frank Schmidt şi John Hunter au arătat că această presupunere era incorectă şi că este posibil să se stabilească legături clare, simple şi generalizabile între diferenţele individuale, cum sunt abilităţile cognitive generale sau trăsăturile de personalitate şi succesul într-o varietate de posturi.
Downloads
References
Barrick, M. R., & Mount, M. K. (1991). The Big Five personality dimensions and job performance: A meta analysis. Personnel Psychology, Vol. 44, pp. 1-26.
Murphy, K. (1989). Is the relationship between cognitive ability and job performance stable over time? Human Performance, Vol. 2, pp. 183-200.
Ree, M. J., & Earles, J. A. (1992). Intelligence is the best predictor of job performance. Current Directions in Psychological Science, Vol. 1, pp. 86-89.
Ree, M. J., Earles, J. A., & Teachout, M. S. (1994). Predicting job performance: Not much more than g. Journal of Applied Psychology, Vol. 79, pp. 518-524.
Schmidt, F. L., & Hunter, J. E. (1981). Employment testing: Old theories and new research findings. American Psychologist, Vol. 36, pp. 1128-1137.
Schmidt, F. L. & Hunter, J. E . (1998). The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings. Psychological Bulletin, Vol. 124, pp. 262-274.
Tett, R. P., Jackson, D. N., & Rothstein, M. (1991). Personality measures as predictors of job performance: A meta-analytic review. Personnel Psychology, Vol. 44, pp. 703-742.
Waters, B. K. (1997). Army alpha to CAT-ASVAB: Four-score years of military personnel selection and classification testing. In R. F. Dillon (Ed.), Handbook on testing (pp. 187-203). Westport, CT: Greenwood Press.
Welsh, J. R., Kucinkas, S. K., & Curran, L. T. (1990). Armed Services Vocational Aptitude Battery (ASVAB): Integrative review of validity studies. Brooks Air Force Base.
Downloads
Published
How to Cite
Issue
Section
License
Authors who publish with this journal agree to the following terms:
- Authors retain copyright and grant the journal right of first publication with the work simultaneously licensed under a Creative Commons Attribution License that allows others to share the work with an acknowledgement of the work's authorship and initial publication in this journal,it also allows for use of the work for non-commercial purposes and if others remix, transform or build upon the works found in this journal they must distribute the contributions under the same licence as the original.
- Authors are able to enter into separate, additional contractual arrangements for the non-exclusive distribution of the journal's published version of the work (e.g., post it to an institutional repository or publish it in a book), with an acknowledgement of its initial publication in this journal.
- Authors are permitted and encouraged to post their work online (e.g., in institutional repositories or on their website) prior to and during the submission process, as it can lead to productive exchanges, as well as earlier and greater citation of published work (See: The Effect of Open Access).
