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The Big Five in Personnel Selection: Factor Structure in Applicant and Nonapplicant Populations
Recent personnel selection studies have focused on the 5-factor model of personality. 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 test...
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| Published in: | Journal of applied psychology 1993-12, Vol.78 (6), p.966-974 |
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| Main Authors: | , |
| Format: | Article |
| Language: | English |
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| container_end_page | 974 |
| container_issue | 6 |
| container_start_page | 966 |
| container_title | Journal of applied psychology |
| container_volume | 78 |
| creator | Schmit, Mark J Ryan, Ann Marie |
| description | Recent personnel selection studies have focused on the 5-factor model of personality. 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. A study was conducted that used confirmatory factor analysis to examine the fit of the 5-factor model to NEO Five-Factor Inventory (
P. T. Costa & R. R. McCrae, 1989
) 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. |
| doi_str_mv | 10.1037/0021-9010.78.6.966 |
| format | article |
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P. T. Costa & R. R. McCrae, 1989
) 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.</description><identifier>ISSN: 0021-9010</identifier><identifier>EISSN: 1939-1854</identifier><identifier>DOI: 10.1037/0021-9010.78.6.966</identifier><identifier>CODEN: JAPGBP</identifier><language>eng</language><publisher>Washington, DC: American Psychological Association</publisher><subject>Biological and medical sciences ; Factor Structure ; Factor structures ; Five factor model ; Fundamental and applied biological sciences. Psychology ; Goodness of Fit ; Human ; Job Applicants ; Occupational psychology ; Orientation. Selection. Evaluation ; Personality ; Personality Measures ; Personality Traits ; Personnel Selection ; Psychology ; Psychology. Psychoanalysis. Psychiatry ; Psychology. Psychophysiology ; Selection ; Stability</subject><ispartof>Journal of applied psychology, 1993-12, Vol.78 (6), p.966-974</ispartof><rights>1993 American Psychological Association</rights><rights>1994 INIST-CNRS</rights><rights>1993, American Psychological Association</rights><lds50>peer_reviewed</lds50><woscitedreferencessubscribed>false</woscitedreferencessubscribed></display><links><openurl>$$Topenurl_article</openurl><openurlfulltext>$$Topenurlfull_article</openurlfulltext><thumbnail>$$Tsyndetics_thumb_exl</thumbnail><link.rule.ids>314,780,784,27923,27924,30999,33223</link.rule.ids><backlink>$$Uhttp://pascal-francis.inist.fr/vibad/index.php?action=getRecordDetail&idt=3851329$$DView record in Pascal Francis$$Hfree_for_read</backlink></links><search><creatorcontrib>Schmit, Mark J</creatorcontrib><creatorcontrib>Ryan, Ann Marie</creatorcontrib><title>The Big Five in Personnel Selection: Factor Structure in Applicant and Nonapplicant Populations</title><title>Journal of applied psychology</title><description>Recent personnel selection studies have focused on the 5-factor model of personality. 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. A study was conducted that used confirmatory factor analysis to examine the fit of the 5-factor model to NEO Five-Factor Inventory (
P. T. Costa & R. R. McCrae, 1989
) 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.</description><subject>Biological and medical sciences</subject><subject>Factor Structure</subject><subject>Factor structures</subject><subject>Five factor model</subject><subject>Fundamental and applied biological sciences. Psychology</subject><subject>Goodness of Fit</subject><subject>Human</subject><subject>Job Applicants</subject><subject>Occupational psychology</subject><subject>Orientation. Selection. Evaluation</subject><subject>Personality</subject><subject>Personality Measures</subject><subject>Personality Traits</subject><subject>Personnel Selection</subject><subject>Psychology</subject><subject>Psychology. Psychoanalysis. 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P. T. Costa & R. R. McCrae, 1989
) 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.</abstract><cop>Washington, DC</cop><pub>American Psychological Association</pub><doi>10.1037/0021-9010.78.6.966</doi><tpages>9</tpages></addata></record> |
| fulltext | fulltext |
| identifier | ISSN: 0021-9010 |
| ispartof | Journal of applied psychology, 1993-12, Vol.78 (6), p.966-974 |
| issn | 0021-9010 1939-1854 |
| language | eng |
| recordid | cdi_proquest_miscellaneous_57768514 |
| source | EBSCOhost Business Source Ultimate; Applied Social Sciences Index & Abstracts (ASSIA); International Bibliography of the Social Sciences (IBSS); PsycARTICLES |
| subjects | Biological and medical sciences Factor Structure Factor structures Five factor model Fundamental and applied biological sciences. Psychology Goodness of Fit Human Job Applicants Occupational psychology Orientation. Selection. Evaluation Personality Personality Measures Personality Traits Personnel Selection Psychology Psychology. Psychoanalysis. Psychiatry Psychology. Psychophysiology Selection Stability |
| title | The Big Five in Personnel Selection: Factor Structure in Applicant and Nonapplicant Populations |
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