Why don't measures of broad dimensions of personality perform better as predictors of job performance?

被引：93

作者：

Murphy, KR ^{[1
]}

Dzieweczynski, JL ^{[1
]}

机构：

[1] Penn State Univ, Dept Psychol, University Pk, PA 16802 USA

来源：

HUMAN PERFORMANCE | 2005年 / 18卷 / 04期

关键词：

D O I：

10.1207/s15327043hup1804_2

中图分类号：

B849 [应用心理学];

学科分类号：

040203 ;

摘要：

Despite recent enthusiasm for the use of personality inventories in personnel selection, many of the problems cited in Guion and Gottier's (1965) review have yet to be resolved. The validity of measures of broad personality traits is still low, personality tests used in organizations are still poorly chosen, and links between personality and jobs are poorly understood. Personality measures are unlikely to achieve the degree of acceptance given to cognitive tests because of differences in the domains, differences in the tests, and differences in the environments in which cognitive tests versus personality inventories are developed.

引用

页码：343 / 357

页数：15

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