Moderator effects of job complexity on the validity of forced-choice personality inventories for predicting job performance

摘要

Recent surveys have shown that personality inventories are popular instruments for making personnel decisions in the United States (US) and the European Union (EU) (Alonso, Moscoso, & Cuadrado, 2015; Tett, Christiansen, Robie, & Simonet, 2011; Zibarras & Woods, 2010) and research on personality at work has also shown they are very useful procedures for predicting important organizational criteria. For example, personality measures predict job performance, training proficiency, counter-productive behaviors, well-being, accidents, productivity data, salary, promotions, and occupational attainment, among other work criteria (Barrick & Mount, 1991; Barrick, Mount, & Judge, 2001; Clarke & Robertson, 2005; Gilar, De Haro, & Castejón, 2015; Ng, Eby, Sorensen, & Feldman, 2005; Ones, Viswesvaran, & Schmidt, 1993; Poropat, 2009; Raman, Sambasiva, & Kumar, 2016; Salgado, 1997, 1998, 2002, 2003; Salgado, Anderson, & Tauriz, 2015; Salgado & Tauriz, 2014). They also predict expatriate cross-cultural adjustment and effectiveness (AlDosiry, Alkhadher, AlAqraa, & Anderson, 2016; Mol, Born, Willemsen, & Van der Molen, 2005; Salgado & Bastida, 2017).