Predicting Job Performance

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Predicting job performance – personality tests
Another often debated, yet empirically well evaluated test-based method of predicting job performance is that of personality tests. The method is based on the theory of personality, which states that there are relatively consistent patterns in human cognitions, emotions and behavior. Many models for how to define, categorize, explain and measure personality has been presented over the last century, and the Five Factor Model, FFM (also known as the Big-5) is undoubtedly the most popular one (Barrick & Mount, 2012). The FFM originates from a lexical approach where adjectives were extracted from a dictionary into questionnaires with quantifiable response alternatives (Allport & Oddbert, 1936). Factor-analytic evidence has concluded that the responses mainly fall into five different categories, laying the foundation for the Big-5. The five factors are conscientiousness, extraversion, openness, agreeableness and neuroticism. Conscientiousness is correlated with self-discipline, being structured and organized, and aiming for achievement as a person. Extraversion is a tendency to have positive emotions, seek stimulation and enjoy the company of others. Openness (or “openness to experience”) is a factor connected to being open for new ideas, being curious and appreciating different forms of art and culture. Agreeableness is correlated with being compassionate towards others, cooperation and being trustful. Neuroticism is a factor
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