Many meta-analyses and hundreds of primary studies have been carried out on the criterion-oriented validity of personality measures for predicting job performance. The Five-Factor Model of personality has been used as a frame for analyzing the empirical evidence. However, the research in...

This paper examines the reactions to personnel selection methods in Spain and Portugal using a sample composed of 125 and 104 students, respectively. The results found are very similar in both countries. The best rated and most favorable methods are interviews, resumes and work sample tests,...

New information technology (e.g., Internet) allows some personnel selection procedures to be adapted to or developed with this new framework. However, the process of adaptation or development of new procedures produces new questions for research. This paper has three main objectives. First, to...

Little systematic research on personality measures has been directed at investigating whether the Big Five are predictors of counterproductive behaviors such as absenteeism, accidents, deviant behaviors, and turnover. For example, published meta-analyses did not investigate whether the Big Five...

This article examines the test-retest reliability of supervisory ratings for several dimensions of job performance and for overall job performance. We found that the test-retest reliability of overall job performance is .79 (SD=.08), a value very close to the one found by Viswesvaran, Ones and...