Rozprawy doktorskie: „Personnel selection”

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Lobanova, A., Вікторія Олексіївна Щербаченко, Виктория Алексеевна Щербаченко i Viktoriia Oleksiivna Shcherbachenko. "Personnel Selection System in International Corporations". Thesis, Sumy State University, 2021. https://essuir.sumdu.edu.ua/handle/123456789/87042.

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У роботі проаналізовано сутність поняття управління персоналом. Запропоновано різні підходи до формування політики відбору персоналу в міжнародних компаніях. Визначено критерії відбору працівників та фактори, що впливають на прийняття рішення про найм працівників на роботу.
В работе проанализирована сущность понятия управления персоналом. Предложены разные подходы к формированию политики отбора персонала в международных компаниях. Определены критерии отбора работников и факторы, влияющие на принятие решения о найме работников на работу.
The essence of the concept of personnel management is analyzed in the work. Different approaches to the formation of personnel selection policy in international companies are proposed. The criteria for selecting employees and the factors influencing the decision to hire employees are identified.

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Garrad, Mark, i n/a. "Computer Aided Text Analysis in Personnel Selection". Griffith University. School of Applied Psychology, 2004. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20040408.093133.

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This program of research was aimed at investigating a novel application of computer aided text analysis (CATA). To date, CATA has been used in a wide variety of disciplines, including Psychology, but never in the area of personnel selection. Traditional personnel selection techniques have met with limited success in the prediction of costly training failures for some occupational groups such as pilot and air traffic controller. Accordingly, the overall purpose of this thesis was to assess the validity of linguistic style to select personnel. Several studies were used to examine the structure of language in a personnel selection setting; the relationship between linguistic style and the individual differences dimensions of ability, personality and vocational interests; the validity of linguistic style as a personnel selection tool and the differences in linguistic style across occupational groups. The participants for the studies contained in this thesis consisted of a group of 810 Royal Australian Air Force Pilot, Air Traffic Control and Air Defence Officer trainees. The results partially supported two of the eight hypotheses; the other six hypotheses were supported. The structure of the linguistic style measure was found to be different in this study compared with the structure found in previous research. Linguistic style was found to be unrelated to ability or vocational interests, although some overlap was found between linguistic style and the measure of personality. In terms of personnel selection validity, linguistic style was found to relate to the outcome of training for the occupations of Pilot, Air Traffic Control and Air Defence Officer. Linguistic style also demonstrated incremental validity beyond traditional ability and selection interview measures. The findings are discussed in light of the Five Factor Theory of Personality, and motivational theory and a modified spreading activation network model of semantic memory and knowledge. A general conclusion is drawn that the analysis of linguistic style is a promising new tool in the area of personnel selection.

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Garrad, Mark. "Computer Aided Text Analysis in Personnel Selection". Thesis, Griffith University, 2004. http://hdl.handle.net/10072/367424.

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This program of research was aimed at investigating a novel application of computer aided text analysis (CATA). To date, CATA has been used in a wide variety of disciplines, including Psychology, but never in the area of personnel selection. Traditional personnel selection techniques have met with limited success in the prediction of costly training failures for some occupational groups such as pilot and air traffic controller. Accordingly, the overall purpose of this thesis was to assess the validity of linguistic style to select personnel. Several studies were used to examine the structure of language in a personnel selection setting; the relationship between linguistic style and the individual differences dimensions of ability, personality and vocational interests; the validity of linguistic style as a personnel selection tool and the differences in linguistic style across occupational groups. The participants for the studies contained in this thesis consisted of a group of 810 Royal Australian Air Force Pilot, Air Traffic Control and Air Defence Officer trainees. The results partially supported two of the eight hypotheses; the other six hypotheses were supported. The structure of the linguistic style measure was found to be different in this study compared with the structure found in previous research. Linguistic style was found to be unrelated to ability or vocational interests, although some overlap was found between linguistic style and the measure of personality. In terms of personnel selection validity, linguistic style was found to relate to the outcome of training for the occupations of Pilot, Air Traffic Control and Air Defence Officer. Linguistic style also demonstrated incremental validity beyond traditional ability and selection interview measures. The findings are discussed in light of the Five Factor Theory of Personality, and motivational theory and a modified spreading activation network model of semantic memory and knowledge. A general conclusion is drawn that the analysis of linguistic style is a promising new tool in the area of personnel selection.
Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
School of Applied Psychology (Health)
Full Text

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Kumar, Riya. "The Use of Personality Testing in Personnel Selection". Scholarship @ Claremont, 2019. https://scholarship.claremont.edu/cmc_theses/2038.

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Research has shown that more than 45% of American companies are opting to integrate personality tests in their recruitment processes. Given this surge in personality testing, this thesis examines whether personality testing is a valid predictor of job-fit and performance in the context of personnel selection. A large proportion of this paper is focused upon the Big-Five factor model, its limitations, and derivative tests of the model. The impact of technology upon personality testing is also discussed as an emerging field. By tracing and examining the history of personality testing to current day, I have found that personality tests are best administered when they provide incremental validity over other tools and are matched to specific job-criteria.

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Ramsay, Mark J. "Comparing Five Empirical Biodata Scoring Methods for Personnel Selection". Thesis, University of North Texas, 2002. https://digital.library.unt.edu/ark:/67531/metadc3220/.

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A biodata based personnel selection measure was created to improve the retention rate of Catalog Telemarketing Representatives at a major U.S. retail company. Five separate empirical biodata scoring methods were compared to examine their usefulness in predicting retention and reducing adverse impact. The Mean Standardized Criterion Method, the Option Criterion Correlation Method, Horizontal Percentage Method, Vertical Percentage Method, and Weighted Application Blank Method using England's (1971) Assigned Weights were employed. The study showed that when using generalizable biodata items, all methods, except the Weighted Application Blank Method, were similar in their ability to discriminate between low and high retention employees and produced similar low adverse impact effects. The Weighted Application Blank Method did not discriminate between the low and high retention employees.

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Artiukh, R., i V. Nevliudova. "The system of automating the process of personnel selection". Thesis, НТУ «ХПИ», 2019. http://openarchive.nure.ua/handle/document/8989.

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The paper deals with the issues of automating the process of the business personnel selection since the general management of the organization depends on the right approach to personnel tasks. Personnel selection for an enterprise is a very important and complex process and it should follow the appropriate algorithm.Among current technologies of personnel selection, three basic ones should be distinguished; they are headhunting, recruiting and screening. To find specialists, recruitment officers often use various channels including professional networks, recommendations, and corporate databases. The following stages of the process of personnel selection are proposed: receiving job requisitions; analyzing the labour market; choosing and implementing the techniques of personnel selection methods.

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Sudaviciute, Simona. "Attitudes towards personnel selection methods in Lithuanian and Swedish samples". Thesis, Växjö University, School of Social Sciences, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:vxu:diva-2193.

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Candidates’ attitudes towards various personnel selection methods get attention of organizational and work psychology specialists because of various reasons. The most important reason is that individuals’ attitudes towards personnel selection methods influence their latter behavior. Although there is a substantial amount of studies carried out in different countries, there is no data from Lithuanian and Swedish samples. The aim of current study was to analyze the attitudes towards personnel selection methods among Lithuanian students, Lithuanian employees and Swedish students. The participants (197 students and 86 employees) filled in a questionnaire, which includes short descriptions of 10 personnel selection methods as well as items about fairness of these methods. According to the results of the study, work-sample tests were ranked as the fairest personnel selection method in the Lithuanian sample. The fairest personnel selection methods in Swedish sample were work-sample tests, interview, resumes, and personal references. Lithuanian students ranked the fairness of written ability test and honesty test more favorably than Swedish students, but Swedish students tended to rank as more favorable interview, resumes, personal references and personal contacts. Personal contacts and graphology were ranked the lowest on fairness dimension in Lithuanian sample, and Swedes ranked only graphology as the least fair personnel selection method. Lithuanian employees ranked personal references, personal contacts and graphology more favorably than Lithuanian students. In Lithuanian students sample, perception of personnel selection method as a scientifically proved, logic and precise or providing an opportunity to show one’s skills, had the strongest connection with favorability ranking of personnel selection method’s fairness. In the Lithuanian employees and the Swedish students samples, perception of the method as logic or providing an opportunity to show one’s skills, had the strongest link with fairness.

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Proença, Rui Pedro Salcedas. "Recrutamento e seleção na Page Personnel". Master's thesis, Instituto Superior de Economia e Gestão, 2014. http://hdl.handle.net/10400.5/7691.

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Mestrado em Gestão de Recursos Humanos
O presente relatório surge no seguimento das atividades desenvolvidas durante o período de estágio curricular na Page Personnel - subsidiária do PageGroup -, empresa de recrutamento e seleção especializados. O estágio teve como enfoque o suporte a diversas equipas, em áreas tão díspares como: Finance, Human Resources, Tax & Legal e Commercial & Marketing, desenvolvendo tarefas de diversa índole, no que ao recrutamento e seleção dizem respeito. Para uma melhor compreensão das temáticas abordadas, propõe-se uma revisão de literatura relativa às técnicas e aos métodos utilizados em cada etapa do processo de recrutamento desenvolvido na Page Personnel. Por fim, é apresentada uma análise das atividades levadas a efeito, confrontando as atividades realizadas com as teorizações literárias, assim como uma apreciação pessoal da experiência de estágio.
This report follows on from the activities developed during a traineeship period at Page Personnel - PageGroup affiliate -, a specialized recruitment and selection company. The traineeship focused the support provided to several teams, in such diverse areas as Finance, Human Resources, Tax & Legal and Marketing & Commerce, carrying out different type of tasks regarding the recruitment and job-seekers selection area. For a clearer understanding of the topics approached, it is firstly proposed a literature review on the techniques and methods applied at each step of the Page Personnel?s recruitment process. At last, an analysis of the activities developed is presented, confronting the practical tasks with the correspondent literary theories, as well as a personal statement on the traineeship experience

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Dissanayake, Chintha. "Personality vs. cognitive ability : unique sources of information to an assessment centre". Thesis, Cranfield University, 1993. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.359539.

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Coombs, Aaron. "Modeling Attrition in a Military Selection Context". Thesis, Virginia Tech, 2020. http://hdl.handle.net/10919/100781.

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Attrition, employee turnover, self-selection, and withdrawal all refer to an employee’s exit from an organization, or from an organization’s recruitment or selection process. When individuals with the desired knowledge, skills, abilities, and other qualities (KSAOs) attrit, it represents lost productivity to an organization (Barrick & Zimmerman, 2009). Therefore, organizations should seek a selection program that screens out unwanted characteristics while minimizing the voluntary withdrawal, or quitting, of those who would be a good organizational fit. A military selection context amplifies these two aims because of the limited number of qualified individuals relative to the organization’s personnel needs, and because of the high potential cost of a bad hire. However, there are few studies of attrition during a selection process, and even fewer in a military context that combines physical, cognitive, and personality components as relevant performance dimensions. The purpose of the study was to model attrition from a military special operations selection through training program to determine what combination of physical abilities, cognitive abilities, and personality scales best predicts success. The study examined archival data from 748 candidate records spanning eight different classes during 2019. Secondary purposes of the study included comparing differences in attrition from the first week of the program to the remaining seven weeks, and comparing the predictive validity of a personality trait profile model to a model using personality scales T-scores. In conducting the analysis and modeling, exploratory factor analysis was conducted on the sample Jackson Personality Inventory-Revised (JPI-R) personality scales, finding both similarities and differences with previous study samples (Detwiler & Ramanaiah, 1996; Paunonen & Jackson, 1996). The result of the study was a logit prediction model with a ROC AUC of .784, and an F1 score of .69, that incorporated three physical predictors, performance IQ, and three personality variables: JPI-R T-score for sociability, and two composites created from the factor analysis—a Conscientiousness Composite and an Openness Composite (negative relationship with candidate success). Models for week 1 attrition and attrition from weeks 2-8 differed from the 8-week attrition model, and from each other in the significance and the importance of the personality variables and of cognitive abilities. Physical predictors: run score, pushups score, and sit-ups score, were significant and strong predictors of success for each of the time periods. Verbal IQ was not significant for any time period, while performance IQ was significant in predicting 8-week success, and for success during the week 2-8 time period. Personality predictors varied the most by timeframe, although some component of Conscientiousness predicted strongly for each timeframe. Whereas Openness-related facets predicted for 8-week success and success from week 1 with a negative relationship, Openness factors were non-significant in weeks 2-8. In contrast, Anxiety, a related sub-facet of Neuroticism, predicted moderately (negative relationship) for success from weeks 2-8, but was non-significant for week 1 and for the 8-week program. Unexpected findings included the sample’s different factor structure on the JPI-R, the dominance of the physical predictors in all models, and the strength of personality predictors relative to cognitive abilities. Implications for military and similar types of selection contexts, where selection through training includes a significant physical component, are discussed.
M.S.
The study analyzed attrition from a military special operations selection program to determine what combination of individual differences measured before the program best predicted attrition during the program. The individual differences measured prior to the program were physical abilities, cognitive abilities, and personality. Archival data from 748 candidate records spanning eight different classes during 2019 was analyzed. Attrition is the departure of an individual from an organization, or from a hiring process. This study dealt with attrition from a hiring, or personnel selection process, which is less commonly studied than attrition from within an organization. Secondary purposes of the study included how attrition from the first week of the program differed from the remaining seven weeks, and determining if a specific broad personality profile best predicted attrition. The study found additional results that were not anticipated, specifically, that the military sample differed meaningfully on important dimensions of the Jackson Personality Inventory-Revised (JPI-R) personality scales, in comparison with previous study samples (Detwiler & Ramanaiah, 1996; Paunonen & Jackson, 1996). The practical result of the study was a mathematical prediction model that incorporated a candidate’s scores on pushups, sit-ups, 2-mile run, performance IQ, and three personality variables, and calculates a candidates’ probability of success. The three personality variables that predicted success were scores for sociability, and two composites—a Conscientiousness Composite and an Openness Composite. Mathematical models for week 1 attrition and attrition from weeks 2-8 differed from the 8-week attrition model, and from each other, suggesting that attrition during different timeframes is due to different reasons. Physical predictors: 2 mile run score, pushups score, and sit-ups score, were strong predictors of success for each of the time periods. Verbal IQ did not predict for any time period, while performance IQ predicted 8-week success, and success during the week 2-8 time period. Personality predictors varied the most by timeframe, although a component of Conscientiousness predicted strongly for each timeframe. Openness-related personality facets predicted for 8-week success and success from week 1 with a negative relationship. In contrast, Anxiety, a related sub-facet of Neuroticism, predicted moderately (negative relationship) for success only from weeks 2-8. Unexpected findings included the military sample’s different factor structure on the JPI-R, the dominance of the physical predictors in all models, and the strength of personality predictors relative to cognitive abilities. Implications for military and similar types of selection contexts, where selection through training includes a significant physical component, such as police or firefighters, are discussed.

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Ispas, Dan. "The Role of Rater Motivation in Personnel Selection Validation Studies". Scholar Commons, 2010. http://scholarcommons.usf.edu/etd/3473.

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Personnel selection validation studies are routinely conducted in contemporary organizations for selecting and placing employees. Although numerous studies have been conducted with the goal of identifying new predictors, less research was focused on the criterion side. In the current paper, across three studies and five samples, I examined the role played by rater motivation in validation studies. I proposed that rater motivation would impact criterion-related validity of various predictors, the reliability, and the variance of performance ratings. In Study 1, these hypotheses were tested in two samples with varied operationalizations of predictors and of rater motivation. In Study 2, I developed and tested a theoretically based brief intervention designed to increase rater motivation. Study 3 examined directly the link between rater motivation and accuracy. The results suggest that rater motivation is important and should be considered in validation studies. Rater motivation impacted the criterion related validity of the predictors and the reliability of the ratings. Also, motivated raters showed higher convergence between subjective and objective ratings. The intervention resulted in increased response rates and more reliable ratings. Strengths, limitations and directions for future research are discussed.

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Marcus, Justin. "AGEIST PERCEPTIONS IN PERSONNEL SELECTION DECISIONS: A PREJUDICE-REDUCTION INTERVENTION". Doctoral diss., University of Central Florida, 2010. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/2082.

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The purpose of the current study was to examine whether older job applicants are discriminated against relative to younger job applicants when changing careers, and to investigate whether an intervention designed to reduce stereotyping and prejudice could alleviate such unfair discrimination, if it was found. A between-subjects laboratory experiment with three factors was conducted, including age (young vs. old job applicant), career-transition type (within- vs. between-career transition), and a dual-identity based recategorization intervention (control vs. intervention), totaling 8 experimental conditions. Data were collected and analyzed from 157 undergraduate student participants. Participants were informed that they would be evaluating the viability of using video-resumes as a potential organizational selection tool, and were randomly assigned to watch a video-resume depicting a White male job applicant applying for the job of mechanical engineer. The job applicant was either younger or older and was either making a career change that was more similar to his previous career (i.e., naval architect) or less similar to his previous career (i.e., chiropractor). In the intervention conditions, the job applicant emphasized his age and the fact that he graduated from UCF; in the control conditions, he only emphasized his age and his educational background from a generic university. An actor in his early twenties played the role of the job applicant. Make-up was applied to age his face, and computer software was used to age his voice. After viewing the video-resumes, participants judged his suitability for hire, competence, warmth, loyalty, and suitability for training. A Multivariate Analysis of Covariance (MANCOVA) was conducted and a significant 3-way interaction was found between age, career-transition type, and intervention on both ratings of suitability for hire and on competence ratings. Counter to theory, the older job applicant was negatively impacted relative to the younger applicant when attempting to build a common ingroup identity with the younger decision-maker. These findings were discussed within the context of theories on attribution and impression management, and discussed relative to prior research utilizing the dual-identity based recategorization intervention method. Implications for older workers making career transitions are discussed.
Ph.D.
Department of Psychology
Sciences
Psychology PhD

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Gibbs, Travis Ralph. "The effect of attention to irrelevant information on personnel selection". CSUSB ScholarWorks, 1990. https://scholarworks.lib.csusb.edu/etd-project/776.

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Pireddu, Sara <1985&gt. "Prima Facie: four facets of gender bias in personnel selection". Doctoral thesis, Alma Mater Studiorum - Università di Bologna, 2020. http://amsdottorato.unibo.it/9431/9/PhD%20Teshis_Sara%20Pireddu_2.pdf.

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Recent findings have highlighted a ‘perfection bias’, that is women being evaluated on more criteria than men in the workplace (Moscatelli et al., 2020; Prati et al., 2019). However, these studies have not considered faces as stimuli, even if facial first impressions can affect several real-world outcomes (Todorov et al., 2015). On this basis, the present research aimed to verify the presence of a perfection bias at face perception level, employing for the first time all the four facets of the fundamental dimensions of social judgments (i.e., competence, dominance, morality, sociability; Abele et al., 2016) and attractiveness (Hosoda et al., 2003) as evaluation criteria of applicants’ hireability. Four experiments were conducted (total N = 645), employing a gender-neutral position (Study 1) as well as managerial positions (Study 2, 3, 4) and recruiting Italian and British students (Study 1, 2) as well as British workers (Study 3, 4). Results of Study 1 confirmed that male applicants were evaluated only on their facial competence, while female applicants were evaluated on all the other facial traits. However, the other three studies showed a different and unexpected pattern: besides facial attractiveness and competence considered equally important for both male and female applicants, facial dominance was considered as more important in evaluating women, while facial morality and sociability were considered as more important in evaluating men. Hence, results highlighted a sort of ‘deficit bias’, so that counter stereotypic traits in which men and women are believed weak (Fiske, 1998) were more relevant for their hireability.

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Dolton, P. J. "Educational signalling : empirical aspects of selection policy and labour hiring". Thesis, University of Cambridge, 1985. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.355018.

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Sheehan, Mary Kathleen. "A test of a multilevel model of personnel selection in a customer service organization". Texas A&M University, 2004. http://hdl.handle.net/1969.1/1556.

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The objective of the current study was to provide an initial empirical test of the Schneider, Smith, and Sipe (2000) multilevel model of personnel selection. The Schneider et al. (2000) model expanded the traditional approach to validating selection systems to include the impact that selection systems have on the broader organizational system. The current project provided an empirical test of this model by extending the traditional individual-differences approach to validation research and including group- and organization-criteria (e.g., unit-level performance and customer satisfaction). Using a quasi-experimental design, archival data from a managerial development and selection program were analyzed to examine several relationships proposed in the Schneider et al. (2000) model. The current study provided limited support for the Schneider et al. (2000) model. There were several limitations in the current study associated with the use of archival data, but the current study provides an initial indication of practical problems associated with empirically testing the model. While intuitively appealing, testing the Schneider et al. model in applied settings may prove to be a practical challenge because of the nature and complexity of the data required to do so. Although the current study provided limited support for the model, there were some interesting findings that warranted additional examination. Findings from the current study may be informative for both researchers and practitioners. Ideas for future research related to the Schneider et al. (2000) multilevel model of personnel selection are also offered.

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Averhart, Veronica. "Ageism in the Workplace: Examining the Influence of Age Conceptualization on the Advancement Opportunities of Older Workers". FIU Digital Commons, 2012. http://digitalcommons.fiu.edu/etd/585.

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This study examined variables that may influence managers’ perceptions of the need for and benefits of training and promoting older workers. Age conceptualization, worker gender, tender-mindedness, openness to values, and emotional intelligence were predicted to affect the relationship between worker age and the probability and perceived benefits of training and promoting older workers. Approximately 500 working professionals read one of four training and promotion vignettes and provided training probability ratings, training benefits ratings, promotion probability ratings, and promotion benefits ratings in order to test twenty-four hypotheses. Results provided evidence that both worker age and the way in which age was conceptualized affected the extent to which workers were recommended for training as well as the perceived benefits of training workers. It was also found that worker age and the way in which age was conceptualized affected the extent to which workers were recommended for promotions and the perceived benefits of doing so. Of the individual characteristics studied, openness to values was found to act as a moderator of the relationship between age conceptualization and the extent to which older workers were recommended for a promotion and the relationship between age conceptualization and the perceived benefits of promoting older workers. Findings from this study suggest that organizations that wish to protect older workers from discrimination should make decision-makers aware of the influence of age conceptualizations on the salience of older worker stereotypes. By being cognizant of individual raters’ levels of the personality characteristics examined in this study, organizations can create decision-making teams that are not only representative in terms of demographic characteristics (i.e. race, gender, age, etc.) but also diverse in terms of personality composition. Additionally, organizations that wish to decrease discrimination against older workers should take care to create guidelines and procedures for training and promotion decisions that systematically reduce the opportunities for older worker stereotypes to influence outcomes.

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Livingston, Carolyn S. "The missing link in the personnel paradigm". CSUSB ScholarWorks, 1988. https://scholarworks.lib.csusb.edu/etd-project/366.

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Kenar, Erdal. "Assessment and selection of personnel for the Turkish Special Forces Command". Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 1998. http://handle.dtic.mil/100.2/ADA350142.

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Thesis (M.S. in Management) Naval Postgraduate School, June 1998.
"June 1998." Thesis advisor(s): Lee Edwards, Mark J. Eitelberg. Includes bibliographical references (p. 59-60). Also available online.

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Cruise, Paula Anika. "The role of culture in organisational and individual personnel selection decisions". Thesis, City University London, 2009. http://openaccess.city.ac.uk/8607/.

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The present consensus in the literature is that the traditional personnel selection paradigm is flawed and as a consequence, it has not readily been adopted into practice (Cascio & Aguinis, 2oo8). This disparity between research and practice has particularly been attributed to researchers' lack of awareness of the complex variables impacting organisational decision-making processes (Herriot & Anderson; 1997; Hodgkinson & Payne, 1998); the conceptualisation of scientific selection along a continuum based strictly on criterion validity indices (Hough & Oswald 2000; Borman, Hanson & Hedge, 1997) and a lack of clarity on the role of culture in selection research (Ryan, McFarland, Baron & Page, 1999; Moscoso & Salgado, 2004). In an attempt to identify the impact of these variables on personnel selection decisions, this thesis examines the landscape of what is generally viewed as scientific personnel selection by taking the discussion to a setting that is atypical of those normally represented in the selection research literature. The current scheme of research utilises samples from Jamaica to examine the role of culture in individual and organisational selection decisions. In so doing, studies throughout this thesis aim to challenge the assumption of universality espoused by the traditional psychometric paradigm in the measurement and understanding of personnel selection outcomes. Through a series of 6 studies quantitative, qualitative and experimental methods were adopted to determine the influence of cultural, internal and external factors on organisational decisions to utilise criterion-based selection techniques, applicant's decisions to pursue a job and selector decisions in a simulated managerial task. Findings revealed: a) Jamaica's colonial history, workermanager relationships and worker expectations influenced perceived personnel challenges, selection decisions and the likelihood of Jamaican organisations using criterion-based selection techniques; b) the cultural history necessitated a fit-based approached to selection and preference for techniques such as structured interviews, references and application forms; c) as represented by a multidimensional perceptual map, factors influencing Jamaican selection decisions are most similar to countries characterised by moderate power distance and masculinity indices (Australia and Canada) and most divergent to cultures characterised by extremely low individualism, high power distances and high long-term orientation (Taiwan and China); d) job and organisational factors influencing applicants' decisions to apply varied across cultures and applicant performing ability. Compared to UK graduates, higher-performing Jamaican applicants were more confident when applying to jobs emphasising performance although they preferred applying to jobs emphasising fit; e) for higher-performing Jamaican applicants, overall perceptions of structured interviews mediated the attractiveness of pay in their decision to pursue a job; f) framing and information order may mediate the process and outcomes of decisions rather than act as predictors of choices in and of themselves; and g) Jamaican selectors make attributions about a candidate's suitability based on perceptions of both functional and psychosocial consequences. Fit-based factors are given priority as fit with the organisation and team is cognitively weighted as better indicators of effective performance. Findings from all six studies emphasise the role of culture in individual and organisational personnel selection decisions and indicate 'scientific' personnel selection is more fit-based and culturally determined than previously suggested. It is therefore proposed that the dominant paradigm of personnel selection be reconceptualised from a psychometric emphasis to an attitudinal-cognitivebehavioural theoretical perspective which takes into account the impact of cultural and social variables on selection decisions. The implications of this alternate approach are discussed in relation to organisational, selector and applicant selection decisions and tackling future selection research agenda.

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Jones, Thomas C. "Certified Ejection Seat Weight Ranges and their Effects on Personnel Selection". Thesis, Monterey, California: Naval Postgraduate School, 2014. http://hdl.handle.net/10945/43804.

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Human Systems Integration Capstone
Approved for public release; distribution is unlimited
Current ejection seat certified aircrew weight ranges (136 to 213 lbs.), such as for the F/A-18, prohibited over one third (38%) of women and (8%) of men from accessing the naval aviation strike pipeline (carrierbased aviation) between 2008 and 2013. This is deleterious to the Naval Aviation Enterprise to restrict access of otherwise qualified and talented applicants to the strike aviation pipeline due to an outdated anthropometric survey based specification. The acceptable level of risk that was utilized by the Naval Aviation Systems Command was overly conservative and needs to be updated to align with current operational risk management principles, actual ejection seat performance mishap data and the naval aviation anthropometric population. This research is a deep exploration of all aspects of this issue and makes recommendations that can be used by Commander of Naval Air Forces in establishing an operational weight limit for all ejection seat aircraft.

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Drakeley, Russell John. "Achievement, background and commitment : classifications of biographical data in personnel selection". Thesis, Birkbeck (University of London), 1988. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.389897.

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Drew, Erica N. "Attorney Decision Making in an Employment Discrimination Dispute Involving Personnel Selection". FIU Digital Commons, 2011. http://digitalcommons.fiu.edu/etd/428.

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A national sample of attorneys (N = 134) was surveyed to investigate how characteristics of a rejected applicant’s claim would affect subsequent claimant outcomes and appraisals. Equal Employment Opportunity Commission (EEOC) merit determinations positively influenced attorney representation decisions and confidence in favorable claimant outcomes. Attorneys found rejected applicant claims more credible when the claimant perceived the selection procedure to be unrelated to the target position and when the applicant was a racial minority. Attorney course of legal action was dependent on the interaction of both EEOC decision and applicant perceptions of job relatedness, such that more claimant supportive actions were observed when the EEOC found merit and the applicant perceived the selection procedures to be job unrelated. The impact of organizational efforts in validation, scoring procedures, and adverse impact reduction were explored in regard to settlement and litigation outcomes. Exploratory analyses identified best practices in regard to these issues.

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Jackson, Alexander Thomas. "Examining factors influencing use of a decision aid in personnel selection". Diss., Kansas State University, 2016. http://hdl.handle.net/2097/32538.

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Doctor of Philosophy
Psychological Sciences
Patrick A. Knight
In this research, two studies were conducted to examine the factors influencing reliance on a decision aid in personnel selection decisions. Specifically, this study examined the effect of feedback, the validity of selection predictors, and the presence of a decision aid on the use of the decision aid in personnel selection decisions. The results of both studies demonstrate that when people are provided with the decision aid, their predictions were significantly more similar to (but not the same as) the predictions made by the aid than people who were not provided with the decision aid. This suggests that when people are provided with an aid, they will use it at least to some degree. This research also shows that when provided with a decision aid that has high validity, people will increase their reliance on the decision aid over multiple decisions. Finally, this research shows that, in general, there are individual differences that influence how participants weight the different selection predictors.

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Woods, S. A., S. Ahmed, I. Nikolaou, Ana-Cristina Costa i Neil Anderson. "Personnel Selection in the Digital Age: A Review of Validity and Applicant Reactions, and Future Research Challenges". Taylor francis Group, 2019. http://hdl.handle.net/10454/17369.

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Yes
We present a targeted review of recent developments and advances in digital selection procedures (DSPs) with particular attention to advances in internet-based techniques. By reviewing the emergence of DSPs in selection research and practice, we highlight five main categories of methods (online applications, online psychometric testing, digital interviews, gamified assessment and social media). We discuss the evidence base for each of these DSP groups, focusing on construct and criterion validity, and applicant reactions to their use in organizations. Based on the findings of our review, we present a critique of the evidence base for DSPs in industrial, work and organizational psychology and set out an agenda for advancing research. We identify pressing gaps in our understanding of DSPs, and ten key questions to be answered. Given that DSPs are likely to depart further from traditional nondigital selection procedures in the future, a theme in this agenda is the need to establish a distinct and specific literature on DSPs, and to do so at a pace that reflects the speed of the underlying technological advancement. In concluding, we, therefore, issue a call to action for selection researchers in work and organizational psychology to commence a new and rigorous multidisciplinary programme of scientific study of DSPs.

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Ingalls, Stephanie Ann. "The Effects of a Blind Selection Process on Gender Discrimination in Applicant Selection". CSUSB ScholarWorks, 2018. https://scholarworks.lib.csusb.edu/etd/715.

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The purpose of the current study was to examine the effect of a blind selection process on gender discrimination. Due to persistent gender discrimination in selection processes, the intention of the current study was to investigate a blind selection process as a means to decrease gender discrimination against women. A total of 391 individuals were recruited through SONA and convenience sampling to participate in the current study. Materials included a selection scenario, three applicant résumés with applicant names and three with applicant ID numbers, a rank order form, and measures for procedural justice and fairness, modern sexism inventory, and the attitudes towards women scale. Participants were randomly assigned to one of three conditions; one with applicant names, one with applicant ID numbers with no explanation for the ID numbers, and one with applicant ID numbers without an explanation. Results illustrated partial support for hypothesis 1a (H1a) and H2a, such that there was a significant difference in rank orders (H1a) and job suitability scores (H2a) as a function of condition assignment, though in the opposite direction than hypothesized. There was support for H1b, H1c, H2b, and H2c such that in blind conditions, qualified applicants received similar rank orders (H1b) and job suitability scores (H2b), while the unqualified applicant received the lowest rank order (H1c) and job suitability scores (H2c). Procedural justice scores were similar between the two blind conditions, and as such, H3a and H3b was not supported. Participants with an explanation perceived blind conditions as fair and non-blind conditions as unfair, thus H3c was supported. However, H3d was not supported, as participants without an explanation still perceived a blind process as fair and a non-blind process as unfair. Neither H4a nor H4b were supported, as sexism did not serve as a covariate with rank orders as a function of condition assignment. Last, H5 was not supported, as participants across all three conditions were similarly confident in their rank order decisions. Limitations included an imbalanced sample of primarily female (N = 320) psychology students (N = 380). Possible explanations for results obtained include the effects of similarity bias, identification, sophistication and education, and experimenter effects. Results expand the current body of literature in personnel selection processes and create implications for blind selection processes and practical use in organizations to decrease gender discrimination.

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27

Worren, Nicolay A. M. "Organizational characteristics and personnel managers' job applicant preferences". Thesis, McGill University, 1994. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=68148.

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Personnel managers in different firms, industries and countries do not hold the same preferences for job applicant attributes. This research was aimed at understanding the cause of some of these differences. Survey questionnaires were sent to personnel managers in Norway (N = 195) and Quebec (N = 172). The personnel managers were asked to rate: (1) aspects related to their firms' organizational characteristics (business environment, strategy, and structure), and (2) the importance of different personality traits for applicants to managerial and professional positions. Consistent with earlier research (Rynes & Gerhart, 1990) the results indicate that preferences for different applicant attributes represent shared perceptions due to common organizational membership. These preferences are to some degree related to company strategy, organizational structure and national culture. In general, it was found that personnel managers currently seek candidates who can adapt to change and generate new ideas. The results are discussed in light of theories from industrial/organizational and cross-cultural psychology, and suggestions for further research are offered.

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Fernandez, de Cueto Julio E. "Relative Importance of False Positives in the Selection Process". FIU Digital Commons, 2012. http://digitalcommons.fiu.edu/etd/569.

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This study investigated the role of contextual factors in personnel selection. Specifically, I explored if specific job factors such as the wage, training, available applicant pool and security concerns around a job, influenced personnel decisions. Additionally, I explored if the individual differences of decision makers played a role in how the previously mentioned job factors affected their decisions. A policy-capturing methodology was employed to determine the weight participants place on the job factors when selecting candidates for different jobs. Regression and correlational analyses were computed with the beta weights obtained from individual regression analyses. The results obtained from the two samples (student and general population) revealed that specific job characteristics did indeed influence personnel decisions. Participants were more concerned with making mistakes and thus less likely to accept candidates when selecting candidates for jobs having high salary and/or high training requirements.

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Drew, Erica N. "Personnel Selection, Safety Performance, and Job Performance: Are Safe Workers Better Workers?" FIU Digital Commons, 2014. http://digitalcommons.fiu.edu/etd/1231.

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The present dissertation consists of two studies that combine personnel selection, safety performance, and job performance literatures to answer an important question: are safe workers better workers? Study 1 tested a predictive model of safety performance to examine personality characteristics (conscientiousness and agreeableness), and two novel behavioral constructs (safety orientation and safety judgment) as predictors of safety performance in a sample of forklift loaders/operators (N = 307). Analyses centered on investigating safety orientation as a proximal predictor and determinant of safety performance. Study 2 replicated Study 1 and explored the relationship between safety performance and job performance by testing an integrative model in a sample of machine operators and construction crewmembers (N = 323). Both Study 1 and Study 2 found conscientiousness, agreeableness, and safety orientation to be good predictors of safety performance. While both personality and safety orientation were positively related to safety performance, safety orientation proved to be a more proximal determinant of safety performance. Across studies, results surrounding safety judgment as a predictor of safety performance were inconclusive, suggesting possible issues with measurement of the construct. Study 2 found a strong relationship between safety performance and job performance. In addition, safety performance served as a mediator between predictors (conscientiousness, agreeableness and safety orientation) and job performance. Together these findings suggest that safe workers are indeed better workers, challenging previous viewpoints to the contrary. Further, results implicate the viability of personnel selection as means of promoting safety in organizations.

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Persson, Johanna. "Strukturerad- kontra beteendeintervju : Skillnad i mängd och kvalitet på den information som erhålls vid anställningsintervjuer". Thesis, Mälardalen University, School of Sustainable Development of Society and Technology, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-1007.

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According to Barclay (2001), behavioral interviews yield higher quality information, than other interview techniques. This study focused on whether the quality and quantity of information differ between structured interview and behavioral interviewing. Two headhunters held 16 job interviews with the two techniques, 9 behavioral interviews and 7 structured interviews. Both headhunters and candidates have evaluated the interviews quantitatively. Initial and concluding interviews have, as well, been held with the headhunters. No definitive answers were found in the quantitative analysis, but the qualitative results suggest that behavioral interviews give, because of the headhunters opinions, more and higher quality information. Continued development of the technique and themselves are the headhunters next steps in order to improve their recruitment process.

Enligt Barclay (2001) erhålls bättre kvalitet på informationen som insamlas genom beteendeintervjuer, än genom andra intervjutekniker. Denna studie fokuserar på att se om kvaliteten och mängden information skiljer sig mellan strukturerad intervju och beteendeintervju. Två rekryterare har hållit 16 anställningsintervjuer med de två intervjuteknikerna, nio med beteendeintervju och sju med strukturerad intervju. Både rekryterare och kandidater har efteråt utvärderat intervjuerna kvantitativt, inledande och avslutande intervjuer har även hållits med rekryterarna. Inga tydliga svar kunde utläsas utav den kvantitativa analysen, men de kvalitativa resultaten tyder på att beteendeintervju var bättre gällande att rekryterarna totalt sett ansåg sig få mer och säkrare information om kandidaterna genom den tekniken. Att utveckla beteendeintervjumallen och sig själva är rekryterarnas nästa steg i att förbättra sin rekryteringsprocess.

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31

Mills, Timothy. "Contrast and assimilation effects in an operational assessment centre". Thesis, Cranfield University, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.341034.

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Blackburn, Jessica L. "MOTIVATED REASONING: A FRAMEWORK FOR UNDERSTANDING HIRING MANAGERS' INTENTIONS TO USE PERSONNEL SELECTION INSTRUMENTS". Connect to this title online, 2006. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=bgsu1156188913.

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33

Ferreira, Joana Cristina Pinto. "Recrutamento e seleção na Page Personnel". Master's thesis, Instituto Superior de Economia e Gestão, 2014. http://hdl.handle.net/10400.5/7493.

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Mestrado em Gestão de Recursos Humanos
Os processos de Recrutamento e Seleção são momentos extremamente importantes na vida das organizações e cada vez mais, os recursos humanos das empresas são vistos como uma fonte de vantagem competitiva. A redefinição das estratégias das organizações e o seu recurso à externalização de alguns sectores tem provocado uma presença cada vez maior das empresas de consultoria no mercado, que atuam nas mais diversas áreas da Gestão de Recursos Humanos. Este Trabalho Final de Mestrado faz uma descrição sobre as atividades desenvolvidas no estágio curricular, componente integrante do Mestrado em Gestão de Recursos Humanos, que realizei no departamento de Retail e Secretarial & Management Support na Page Personnel, marca pertencente à multinacional PageGroup, que atua na área da consultoria de recrutamento. A reflexão sobre as atividades e conhecimentos apreendidos neste estágio é acompanhada por um enquadramento teórico referente aos métodos de Recrutamento e Seleção praticados pela Page Personnel, empresa que me permitiu ter uma participação ativa nas diversas fases dos processos de Recrutamento e Seleção que englobaram a pesquisa e identificação de candidatos através do e-recrutamento e do head-hunting e a sua avaliação baseada na realização de testes, entrevistas e controlo de referências.
The recruitment and selection processes are important moments for organizations and their human resources are seen as a competitive advantage source. The redefinition of organizations strategies and the implementation of outsourcing in some sectors have been increasing the presence of consulting firms in the market, that work in different areas of Human Resources Management. This Final Master Work makes a description of the activities developed during the internship, part of the Master of Human Resources Management, that I realized in Retail and Secretarial & Management Support department at Page Personnel, a brand that belongs to PageGroup, which operates in recruitment consultancy area. The reflection about the activities and knowledge learned at this internship is accompanied by a theoretical framework about the methods of recruitment and selection practiced by Page Personnel, a company that allowed me to take an active part in the various stages of recruitment and selection processes which included research and identifying candidates through e-recruitment and head-hunting and their evaluation based on testing, interviews and references checking.

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34

Kisthardt, Adam M. "Selecting hostage negotiators for the Pennsylvania State Police Special Emergency Response Team an examination of methods of personnel selection /". Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only. Instructions for remote access, 2000. http://www.kutztown.edu/library/services/remote_access.asp.

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Thesis (M.P.A.)--Kutztown University of Pennsylvania, 2000.
Source: Masters Abstracts International, Volume: 45-06, page: 2946. Typescript. Abstract precedes thesis as, preliminary leaves [2-3]. Includes bibliographical references (leaves 89-90).

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35

Coleby, Grant Christopher Paul. "The effects of computer-mediated communication and culture on personnel selection and recruitment". Thesis, University of Sussex, 2002. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.247974.

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Taylor, Mary Anne. "The effects of rater sex, ratee sex, and applicant attire on personnel selection". Thesis, Virginia Polytechnic Institute and State University, 1985. http://hdl.handle.net/10919/101466.

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The impact of attire on assessments of job applicants was investigated by creating three dress conditions for two male and two female rates. A formal, intermediate, and casual condition were portrayed for each of the four stimuli. Stimuli were rated on six dimensions relevant to performance as a retail department store manager in a between-subjects design. Results indicate that the role of attire in estimates of performance depends on the sex of the rater and the sex of the ratee. Dissimilar ratings were obtained from males and females who assessed individuals in a particular dress condition. These results indicated that the hypothesized main effects for dress and rater sex were overly simplistic. The implication of this finding for future research is discussed. Findings also suggested the importance of including a reasonable range and portrayal of attire in studies of this type. The inclusion of an intermediate apparel condition showed that raters prefer this attire over formal wear under certain rating conditions. The importance of this finding for future attire research designs is discussed.
M.S.

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37

Hakulinen, L. (Laura). "Leading organizational culture with recruitment and personnel selection in international growth-stage companies". Master's thesis, University of Oulu, 2019. http://jultika.oulu.fi/Record/nbnfioulu-201906052464.

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Abstract. The goal of this thesis is to find out how international growth-stage companies lead their organizational culture with recruitment and personnel selection. The theoretical framework of the study consists of two main themes, organizational culture and human resource management (HRM). In HRM, the focus is on recruitment and selection functions of the organization. Empirical part of the study is a qualitative study, which was composed from three semi-structured interviews among growing, international companies. The data collected in interviews was analysed by using Gioia methodology and presented in the findings based on the dimensions created by Gioia. The research question of this study is “How international companies facing a growth-stage are leading their organizational culture with recruitment and personnel selection?”. Based on the findings the research question was answered in a following way: In international growth-stage companies, recruitment and personnel selection are used as a tool of preserving the original organizational culture, and companies trust their recruitment personnel’s ability to find the cultural matches among the applicants in the interviews. The main finding of this study is that the focus of leading the organizational culture is on preserving the current culture. Remaining in the same is seen as development instead of trying to change the culture. Features such as openness, agility, empathy and giving responsibility were appreciated in the cultures. Case companies did not use specific methods such as personality tests in selection, but they trusted on interviews and open discussion. Companies were trying to find matches among applicants, who share the similar company values and can cope and enjoy working in the culture of the organization. Growth creates pressure for the recruitment function, but companies are not willing to compromise their culture and values by hiring unsuitable employees. The findings of the study were mainly in line with previous research. The interrelated nature of HRM and organizational culture came up in the theory as well as in the interviews. Interviewees had noticed, that acting according to the company values and culture can lead to improved financial performance, which is a view supported also in the literature. What was new, was discovering that the order of values can guide the culture and how employees make decisions in the organization. The theory and practice do not either match when discussing the best selection method, because in practice, companies seem to prefer less structured, open interviews instead of other, more structured methods.

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38

Dahmer, Barton Lee. "Weighted Application Blanks: An Empirical Approach for the Selection of Delivery Personnel Psychology". TopSCHOLAR®, 1985. https://digitalcommons.wku.edu/theses/2082.

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The purpose of this study was to develop and validate a biographically weighted application blank for use in selecting delivery personnel. The England (1971) procedure for weighting biographical information was utilized. The criterion was a ratio of planned work time to actual work time. It was hypothesized that (a) significant derivation and cross-validities would be obtained, and (b) significant practical benefits in terms of correct placement of workers in the high and low criterion groups would result. The first hypothesis was partially supported in that a significant derivation validity was obtained (r = -.56, P < .05). However, the cross-validity (r = -.12) was not significant. Thus, the second hypothesis was not supported. A discussion of the results and recommendations for the implementation of the weighted application blank are provided.

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39

Al-Ammaj, Bader H. "Administration in traditional society : the case of recruitment and selection in public sector employment in Saudi Arabia". Thesis, University of Southampton, 1993. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.239419.

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Vormann, Claus Christian. "Decision making in personnel selection A policy-capturing analysis in emerging German IT-firms /". kostenfrei, 2009. http://www.opus-bayern.de/uni-bamberg/volltexte/2009/163/.

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Nuckolls, Ida Jeanette Thomas Clayton F. "Practices used in Illinois school districts for recruitment, selection, and assignment of instructional personnel". Normal, Ill. Illinois State University, 1993. http://wwwlib.umi.com/cr/ilstu/fullcit?p9323739.

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Thesis (Ed. D.)--Illinois State University, 1993.
Title from title page screen, viewed February 15, 2006. Dissertation Committee: Clayton F. Thomas (chair), Ronald L. Laymon, Patricia A. O'Connell, Jeffrey B. Hecht, Leslie L. O'Melia. Includes bibliographical references (leaves 122-132) and abstract. Also available in print.

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42

Dürr, Daniel [Verfasser]. "Predictors and Consequences of Faking in Personnel Selection : A Dual-Process Perspective / Daniel Dürr". Gießen : Universitätsbibliothek, 2019. http://d-nb.info/1199811726/34.

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d'Oliveira, Teresa. "Distinction between static and dynamic spatial abilities : predictive values and implications for personnel selection". Thesis, Cranfield University, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.323817.

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Cai, Minjie. "How do social connections affect personnel selection decision-making in the Chinese banking sector?" Thesis, Cranfield University, 2016. http://dspace.lib.cranfield.ac.uk/handle/1826/12163.

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Guanxi, the Chinese term for social connections, has long been a key subject of interest in Chinese management research. Despite the conceptual and empirical efforts of earlier studies to address the nature, instrumentality, and managerial implications of guanxi, the extent to and the ways in which guanxi is deployed in the actual decision-making process in contemporary Chinese organisations remains ambiguous. Cont/d...

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Wrenn, Kimberly Andrews. "The big five as predictors of procedural justice perceptions". Diss., Available online, Georgia Institute of Technology, 2005, 2005. http://etd.gatech.edu/theses/available/etd-10142005-164431/.

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Thesis (Ph. D.)--Psychology, Georgia Institute of Technology, 2006.
Feldman, Jack, Committee Chair ; Maurer, Todd, Committee Co-Chair ; James, Lawrence, Committee Member ; Parsons, Charles, Committee Member ; Kirkman, Bradley, Committee Member. Includes bibliographical references.

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46

Barca, Tara Brook. "Predicting Maritime Pilot Selection with Personality Traits". ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7459.

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Maritime pilots provide a vital service in facilitating the safe and efficient passage of vessels into and out of ports and waterways worldwide. Lack of effective selection of maritime pilots can jeopardize the welfare of people, property, and marine ecosystems. Based on Edwards' conceptualization of person-job fit theory, this quantitative, ex post facto study was an examination of whether personality traits, as measured by the Personality Research Form E (PRF-E), could predict maritime pilot selection. The research questions were: (a) Is there a significant relationship between respondents' PRF-E scale ratings and selection for a maritime pilot job and (b) How significant is the relationship between each of the 22 PRF-E scale ratings and selection for a maritime pilot job. Using a sample of 328 maritime pilot applicants, binary logistic regression was conducted to determine if any of the PRF-E variables were significant predictors of pilot selection. The results of the logistic regression analysis illustrated a significant predictive relationship between 9 of the 22 PRF-E scales and maritime pilot selection, specifically the traits of abasement, achievement, change, cognitive structure, dominance, harmavoidance, sentience, desirability, and infrequency. Future research should examine the relationship between selected maritime pilots' personality traits and job performance. Potential contributions to positive social change include improving the capability of maritime pilot commissions and associations to make more informed and effective selection decisions. The continued assessment of maritime pilot candidates' personality traits could support the prevention of future vessel accidents, ecological damage, human injuries, and fatalities.

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Green-Ivey, Starla Lynn. "Workplace competencies (SCANS) of job applicants as reported by human resource personnel /". free to MU campus, to others for purchase, 2002. http://wwwlib.umi.com/cr/mo/fullcit?p3055238.

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Shelton, Matthew Larrence. "The use of personality profiles in personnel selection: an exploration of issues encountered in practical applications". Texas A&M University, 2004. http://hdl.handle.net/1969.1/1220.

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The purpose of this study was to explore the issues that are typically encountered when using personality instruments for personnel selection. Cattell's Sixteen Personality Factor Questionnaire (16PF) was used in the study to predict job performance in a small team-based manufacturing organization. Issues including the utility of the 16PF in this setting, the bandwidth fidelity argument (to use narrow or broad traits), and whether job-specific versus company-wide profiles provide better prediction success were addressed. The usefulness of the organization's current selection process of using the 16PF to generate interview questions was also investigated. Results indicate that the 16PF can be a useful tool for personnel selection in this setting and that the 16PF was able to correctly classify if an applicant was going to be successful over 86% of the time. Evidence for using narrow factors instead of broad factors was also presented, and the benefits of using job specific profiles were discussed. The limitations of this study were addressed, which included conducting this type of research with relatively small sample sizes. Additionally, this study provides suggestions for additional research in the future.

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Karas, Melissa M. "Recruitment and retention from a to z variables for all organizations to consider /". Instructions for remote access. Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only, 2005. http://www.kutztown.edu/library/services/remote_access.asp.

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Thesis (M.P.A. )--Kutztown University of Pennsylvania, 2005.
Source: Masters Abstracts International, Volume: 45-06, page: 2945. Typescript. Abstract precedes thesis as 1 leaf ( iii ). Includes bibliographical references (leaves 70-72 ).

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Meyer, Kevin D. "Refinements to ASA research : shifting the focus to focal traits /". Access abstract and link to full text, 2008. http://0-wwwlib.umi.com.library.utulsa.edu/dissertations/fullcit/3305717.

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