IDENTIFYING POTENTIALLY USEFUL PERSONALITY CONSTRUCTS FOR EMPLOYEE SELECTION

Patrick H. Raymark · Mark J. Schmit · Robert M. Guion

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Personality Traits and Psychology Psychological Testing and Assessment Employer Branding and e-HRM

Abstract

The Personality‐Related Position Requirements Form (PPRF), a job analysis form to be used in making hypotheses about personality predictors of job performance, is described. The Big Five personality factors provided an organizing framework for the PPRF. Subsequent development resulted in identifying 12 specific sets of items for facets of each of the Big Five. A study was conducted by gathering job descriptions on 260 different jobs to determine if the PPRF could reliably differentiate jobs; such evidence was found. The PPRF is offered to both researchers and practitioners for use, refinement, and further testing of its technical merits and intended purposes.

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References

1991THE BIG FIVE PERSONALITY DIMENSIONS AND JOB PERFORMANCE: A META‐ANALYSIS 1992An Introduction to the Five‐Factor Model and Its Applications 1990An alternative "description of personality": The Big-Five factor structure.1990Personality Structure: Emergence of the Five-Factor Model 1993Handbook of industrial and organizational psychology 1993The structure of phenotypic personality traits.1980Review of personality and social psychology 1963Toward an adequate taxonomy of personality attributes: Replicated factor structure in peer nomination personality ratings.

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