Personnel Selection and Employee Performance

Abstract

This paper is organized around a model of job performance in which personality and ability constructs (KSASOs) are seen as leading to procedural and declarative knowledge and motivation which, in turn, lead to task proficiency and contextual and adaptive behavior. These latter individual performance variables are thought to have implications for a set of distal variables, many of which can be conceptualized as organizational level constructs (e.g., social responsibility and litigation). Our sense is that job analyses are means of developing performance models. Some important and relatively new developments in this area include the job information tool known as O*NET. Adding distal variables to a performance model means that we must consider levels of analysis issues. Literature on applicant reactions to selection procedures and the implications of those reactions is discussed as is the notion that withdrawal behavior is a general concern that includes tardiness, absenteeism, counterproductive behavior, and turnover. Still other new developments include the use of technology in measurement, use of our procedures in other cultures, and the critical consideration of time in our analyses of the relationship of various variables with individual differences. Finally, the notion that performance itself is multidimensional is being addressed as a result of recent theorizing about its nature.

Modeling the Direct and Indirect Determinants of Different Types of Individual Job Performance

“…Adaptive performance is the proficiency with which a person alters his or her behavior to meet the demands of the environment, an event, or a new situation . Hesketh and Neal (1999), Schmitt, Cortina, Ingerick, and Wiechmann (2003), and Johnson (2003) suggested that adaptive performance is a component of the performance domain that is separate from task and citizenship performance. developed and found support for a taxonomy of adaptive performance consisting of eight dimensions.…”

Personality Profiles of Experienced U.S. Army Aviators Across Mission Platforms

“…The theoretical foundation of this investigation is grounded in the assumption of person-environment (P-E) fit theory. That is, creating perceptions of congruence between individual qualities (e.g., personality traits, interests, abilities) and the inherent characteristics of an occupation or a workplace environment will result in desired work outcomes (e.g., improved performance, higher perceived job satisfaction, tenure) (Assouline & Meir, 1987;Barrick et al, 2003;Edwards, 1996;Kieffer, Schnika, & Curtiss, 2004;Latham & Pinder, 2005;O'Reilly, Chatman, & Caldwell, 1991;Ostroff & Rothausen, 1997;Schneider, 1983;1987;Schmitt, Cortina, Ingerick, & Wiechmann, 2003).…”

Conceptual Framework and Statistical Procedures for Delineating and Testing Multilevel Theories of Homology.

“…Certainly there are some domains where such comparisons are routinely conducted. For example, assessments of differential validity hinge on the ability to make point estimates of the impact of using particular tests for majority and minority candidates (Schmitt, Cortina, Ingerick, & Wiechmann, 2003). Moreover, practitioners are interested in the accuracy of comparisons for gauging the relative utility of interventions or human resource practices.…”