Personality and employee selection: Credibility regained

Cynthia D Fisher, Gregory J. Boyle

Research output: Contribution to journalArticleResearchpeer-review

8 Citations (Scopus)
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Abstract

Conceptual and methodological advances on both the predictor and criterion side and several influential meta‐analytic reviews have contributed to a resurgence of credibility for personality as a predictor in employee selection. This paper reviews the prior problems with personality as a predictor, summarizes research findings on the effectiveness of personality in selection, and lays out the circumstances under which personality measures are most likely to be useful. The most consistent findings are that personality measures such as integrity and conscientiousness predict contextual and motivational aspects of performance reasonably well. Suggestions for future research on personality in selection are made, and human resource management implications of personality‐based selection are discussed.
Original languageEnglish
Pages (from-to)26-40
Number of pages15
JournalAsia Pacific Journal of Human Resources
Volume35
Issue number2
DOIs
Publication statusPublished - Jul 1997

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Employee selection
Credibility
Predictors
Layout
Integrity
Conscientiousness
Human resource management

Cite this

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Personality and employee selection : Credibility regained. / Fisher, Cynthia D; Boyle, Gregory J.

In: Asia Pacific Journal of Human Resources, Vol. 35, No. 2, 07.1997, p. 26-40.

Research output: Contribution to journalArticleResearchpeer-review

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