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Fuzzy sets and personnel selection: Discussion and an application
Author(s) -
Alliger George M.,
Feinzig Sheri L.,
Janak Elizabeth A.
Publication year - 1993
Publication title -
journal of occupational and organizational psychology
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 2.257
H-Index - 114
eISSN - 2044-8325
pISSN - 0963-1798
DOI - 10.1111/j.2044-8325.1993.tb00525.x
Subject(s) - selection (genetic algorithm) , fuzzy logic , fuzzy set , personnel selection , psychology , decision process , artificial intelligence , set (abstract data type) , process (computing) , operations research , machine learning , data mining , management science , computer science , mathematics , statistics , engineering , programming language , operating system
Advances have occurred in incorporating fuzzy sets into decision theory but these advances have not been applied to the personnel selection process. Rating data obtained from employment interview or performance appraisal settings may, in fact, be particularly appropriate for such a fuzzy decision approach since these data are subjective. One fuzzy set decision approach allowing for importance estimates of various dimensions of a decision (Yager, 1981) is described and applied to two sets of employment interview rating data.