The big five in personnel selection: Factor structure in ap

Recent personnel selection studies have focused on the 5-factor model of personality (Big Five). However, the stability of this factor structure in job applicant populations has not been determined. Conceptual and empirical evidence has suggested that similar factor structures should not be assumed...

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Bibliographic Details
Published in:Journal of applied psychology 1993-12, Vol.78 (6), p.966
Main Authors: Schmit, Mark J, Ryan, Ann Marie
Format: Article
Language:English
Subjects:
Applications
Behavioral sciences
Discriminant analysis
Employment
Personality
Personnel selection
Psychological tests
Social research
Studies
Test methods
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Summary:Recent personnel selection studies have focused on the 5-factor model of personality (Big Five). However, the stability of this factor structure in job applicant populations has not been determined. Conceptual and empirical evidence has suggested that similar factor structures should not be assumed across testing situations that have different purposes or consequences. An analysis uses confirmatory factor analysis to examine the fit of the 5-factor model to NEO 5-Factor Inventory test data from student and applicant samples. The 5-factor structure fit the student data but did not fit the applicant data. The existence of an ideal-employee factor in the applicant sample is suggested. The findings are discussed in terms of both construct validity issues and the use of the Big Five in personnel selection.
ISSN:0021-9010
1939-1854