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Predicting work performance through selection interview ratings and psychological assessment.

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dc.contributor.author Nzama, L.
dc.contributor.author De Beer, M.
dc.contributor.author Visser, D.
dc.date.accessioned 2009-08-05T10:23:03Z
dc.date.available 2009-08-05T10:23:03Z
dc.date.issued 2008
dc.identifier.citation 34(3), 39-47. en
dc.identifier.uri http://hdl.handle.net/10210/2948
dc.description.abstract The aim of the study was to establish whether selection interviews used in conjunction with psychological assessments of personality traits and cognitive functioning contribute to predicting work performance. The sample consisted of 102 managers who were appointed recently in a retail organisation. The independent variables were selection interview ratings obtained on the basis of structured competency-based interview schedules by interviewing panels, five broad dimensions of personality defined by the Five Factor Model as measured by the 15 Factor Questionnaire (15FQ+), and cognitive processing variables (current level of work, potential level of work, and 12 processing competencies) measured by the Cognitive Process Profile (CPP). Work performance was measured through annual performance ratings that focused on measurable outputs of performance objectives. Only two predictor variables correlated statistically significantly with the criterion variable, namely interview ratings (r = 0.31) and CPP Verbal Abstraction (r = 0.34). Following multiple regression, only these variables contributed significantly to predicting work performance, but only 17.8% of the variance of the criterion was accounted for. en
dc.language.iso en en
dc.publisher SA Journal of Industrial Psychology en
dc.rights Complies with the rights as specified by the publisher: http://www.sajip.co.za/ & Copyright University of Johannesburg en
dc.subject Work performance en
dc.subject Psychological assessment en
dc.subject Personality traits en
dc.subject Cognitive functioning en
dc.subject Cognitive process profile en
dc.title Predicting work performance through selection interview ratings and psychological assessment. en
dc.type Article en

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