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Using individual differences to predict job performance: Correcting for direct and indirect restriction of range
Author(s) -
SJÖBERG SOFIA,
SJÖBERG ANDERS,
NÄSWALL KATHARINA,
SVERKE MAGNUS
Publication year - 2012
Publication title -
scandinavian journal of psychology
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 0.743
H-Index - 72
eISSN - 1467-9450
pISSN - 0036-5564
DOI - 10.1111/j.1467-9450.2012.00956.x
Subject(s) - psychology , personality , big five personality traits , job performance , range (aeronautics) , selection (genetic algorithm) , personnel selection , incremental validity , social psychology , applied psychology , econometrics , job satisfaction , statistics , psychometrics , clinical psychology , computer science , test validity , machine learning , mathematics , materials science , composite material
Sjöberg, S., Sjöberg, A., Näswall, K. & Sverke, M. (2012). Using individual differences to predict job performance: Correcting for direct and indirect restriction of range. Scandinavian Journal of Psychology 53, 368–373. The present study investigates the relationship between individual differences, indicated by personality (FFM) and general mental ability (GMA), and job performance applying two different methods of correction for range restriction. The results, derived by analyzing meta‐analytic correlations, show that the more accurate method of correcting for indirect range restriction increased the operational validity of individual differences in predicting job performance and that this increase primarily was due to general mental ability being a stronger predictor than any of the personality traits. The estimates for single traits can be applied in practice to maximize prediction of job performance. Further, differences in the relative importance of general mental ability in relation to overall personality assessment methods was substantive and the estimates provided enables practitioners to perform a correct utility analysis of their overall selection procedure.