The authors, in addition to Pilar Delaney, Michelle Brodke, Bob Hayes, Sandra Martens, Karen Mattimore, Laura Mattimore, and Murray Weaver were the members of the team that developed the instrument we describe in this article; though their tenures in the group varied widely, all of them made significant contributions. Gracious thanks are extended to all the individuals who contributed their time, effort, opinions, or comments on the project.
IDENTIFYING POTENTIALLY USEFUL PERSONALITY CONSTRUCTS FOR EMPLOYEE SELECTION
Article first published online: 7 DEC 2006
Volume 50, Issue 3, pages 723–736, September 1997
How to Cite
RAYMARK, P. H., SCHMIT, M. J. and GUION, R. M. (1997), IDENTIFYING POTENTIALLY USEFUL PERSONALITY CONSTRUCTS FOR EMPLOYEE SELECTION. Personnel Psychology, 50: 723–736. doi: 10.1111/j.1744-6570.1997.tb00712.x
Mark J. Schmit is now with Personnel Decisions International, Minneapolis, MN.
- Issue published online: 7 DEC 2006
- Article first published online: 7 DEC 2006
The Personality-Related Position Requirements Form (PPRF), a job analysis form to be used in making hypotheses about personality predictors of job performance, is described. The Big Five personality factors provided an organizing framework for the PPRF. Subsequent development resulted in identifying 12 specific sets of items for facets of each of the Big Five. A study was conducted by gathering job descriptions on 260 different jobs to determine if the PPRF could reliably differentiate jobs; such evidence was found. The PPRF is offered to both researchers and practitioners for use, refinement, and further testing of its technical merits and intended purposes.