Using biodata as a predictor of errors, tardiness, policy violations, overall job performance, and turnover among nurses

Abstract

The current study examined the use of biographical data to predict errors, tardiness, policy violations, overall job performance, and turnover among nurses. The results of the study indicate that biodata measures are valid selection devices for nurses and effective at predicting nurse errors, tardiness, policy violations, and overall job performance, but the instrument was not an effective predictor of turnover, voluntary or involuntary. Additionally, examination of group differences revealed that White subjects scored significantly higher on the biodata instrument compared to Black subjects but produced group differences considerably smaller than typically found with measures of cognitive ability. Future research directions and implications for practice are discussed.

Developing Biodata for Public Manager Selection Purposes: A Comparison between Fuzzy Logic and Traditional Methods

“…Despite these necessary precautions, recent empirical evidence supports the idea that biodata present low adverse impact (Bradburn & Schmitt, 2019;Breaugh et al, 2014;Prasad et al, 2017), and may even improve the results obtained by means of personality and cognitive tests (Barrick & Zimmerman, 2005;Becton et al, 2012;Oswald et al, 2004;Ployhart & Holtz, 2008). We can therefore conclude that biodata, when carefully developed according with the law and the research, can prevent bias and adverse impact.…”

The Effect of Perceived Organizational Climate on the Performance of Nurses in Private Hospitals

“…Abd El-Megeed and Ahmed also came to the conclusion that ideal morale and association and humane behavior among nurses indicate a light and positive organizational climate (18). Prior researchers have also discovered that organizational support, participatory workplace, and equitable rewards are indexes of a positive perceived organizational climate (19)(20)(21).…”

The Impact of HR Practices and Innovative Work Behavior on Job Performance in Physicians

“…The job performance of healthcare employees consists of punctual initiation of care, evaluation on a daily basis, accessibility, interaction, meaningful descriptions regarding assessments, advice related to one's health, and so on; all of these factors play an important role in the patients' satisfaction (Rahiman & Kodikal, 2017). As such, job performance is considered to be a vital element within the hospital, indeed so important as to aid in the establishment of novel and innovative estimation and consideration techniques in the last decade (Becton et al, 2012;Ghaith et al, 2018). This is also true for proficient workers who are only recently registered (Platis et al, 2015).…”