Selection predictors in the public sector: Predictive validity and candidate reactions
The purpose of this research has been to deepen the knowledge about how selection procedures work in the public sector. To this aim two aspects were considered: a) the predictive validity of the predictors employed and b) the perceived justice of the hired workers regarding the ion process and the t...
| Authors: | ; |
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| Format: | Article |
| Publication date: | 2018 |
| Country: | España |
| Institution: | Colegio Oficial de Psicólogos de Madrid |
| Repository: | Journal of Work and Organizational Psychology |
| OAI Identifier: | oai:journals.copmadrid.org:jwop/art/jwop2018a3 |
| Online Access: | https://doi.org/10.5093/jwop2018a3 |
| Access Level: | Open access |
| Keyword: | Personnel Selection, Selection procedures, Predictive validity, Job performance, Procedural justice Selección de personal, Procedimientos selectivos, Validez predictiva, Desempeño laboral, Justicia procedimental |
| Summary: | The purpose of this research has been to deepen the knowledge about how selection procedures work in the public sector. To this aim two aspects were considered: a) the predictive validity of the predictors employed and b) the perceived justice of the hired workers regarding the ion process and the tests used and their relation with test performance and job performance. The results that the job knowledge test is the best predictor of performance and that the reactions of the candidates present a positive correlation with job performance and with the situational judgment test results. The limitations of the research as well as the practical implications of the results are discussed. |
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