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2015•Procedia - Social and Behavioral SciencesOpen access

Improving Personnel Selection through Frame of Reference Effect on Personality Inventory: Predictive and Incremental Validity over Cognitive Ability and Job Knowledge

Ovidiu Stroescu

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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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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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Available 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.

Key concepts: Predictive validity, Incremental validity, Personnel selection, Psychology, Personality, Context (archaeology), Criterion validity, Selection (genetic algorithm)

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