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Choosing job-related personality traits: Developing valid personality-oriented job analysis |
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| Authors: | Richard D Goffin Mitchell G RothsteinMichael J Rieder Amanda PooleHenryk T Krajewski Deborah M PowellR Blake Jelley Allison BoydTracy Mestdagh |
| Institution: | a Department of Psychology, Social Science Centre, University of Western Ontario, London, Ontario, Canada N6A 5C2 b Department of Management and Organization Studies, University of Western Ontario, London, Ontario, Canada N6A 5C2 c Schulich School of Medicine and Dentistry, University of Western Ontario, London, Ontario, Canada N6A 5C1 d The Anderson Group of Leadership Advisors and Researchers, Toronto Board of Trade Tower,1 First Canadian Place, Suite 350, Toronto, Ontario, Canada M5X 1C1 e Department of Psychology, University of Guelph, Guelph, Ontario, Canada N1G 2W f School of Business, University of Prince Edward Island, 550 University Avenue, Charlottetown, Prince Edward Island, Canada C1A 4P3 |
| Abstract: | Although personality assessment has proven utility in pre-employment testing, little is known about how one should choose the personality traits that are most job-related. We developed a Personality-oriented Job Analysis (POJA) process for choosing job-related personality traits. We evaluated this process using 15 expert raters and approximately 330 medical students who each completed six different “jobs” in which their performance was evaluated. There was consistency across experts in POJA ratings of the job-relevance of personality traits. Also, POJA ratings of the personality traits correlated with the actual criterion-validity of the traits. Traits that received the highest POJA ratings tended to predict job performance. To our knowledge, this is the first published work to present evidence of the criterion-validity of POJA. |
| Keywords: | Job performance Employee evaluation Selection tests Personality Job analysis |
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