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: | ; |
|---|---|
| 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 |
| _version_ | 1878735926046228480 |
|---|---|
| author | Rodríguez, Alexander |
| author2 | López-Basterra, Joseba |
| author2_role | author |
| author_browse | López-Basterra, Joseba Rodríguez, Alexander |
| author_facet | Rodríguez, Alexander López-Basterra, Joseba |
| author_role | author |
| collection | Journal of Work and Organizational Psychology |
| description | 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. |
| eu_rights_str_mv | openAccess |
| format | article |
| id | ES_85b3f1ade5ea2fc4e40b5be817e5908a |
| institution | Colegio Oficial de Psicólogos de Madrid |
| instname_str | Colegio Oficial de Psicólogos de Madrid |
| network_acronym_str | ES |
| network_name_str | España |
| oai_identifier_str | oai:journals.copmadrid.org:jwop/art/jwop2018a3 |
| publishDate | 2018 |
| publishDateSort | 2018 |
| publisher | Colegio Oficial de Psicologos de Madrid |
| publisherStr | Colegio Oficial de Psicologos de Madrid |
| reponame_str | Journal of Work and Organizational Psychology |
| spelling | Selection predictors in the public sector: Predictive validity and candidate reactions Predictores Selectivos en el Sector Público: Validez Predictiva y Reacciones de los Candidatos Rodríguez, Alexander López-Basterra, Joseba Personnel Selection, Selection procedures, Predictive validity, Job performance, Procedural justice Selección de personal, Procedimientos selectivos, Validez predictiva, Desempeño laboral, Justicia procedimental 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. Esta investigación ha tenido como objetivo profundizar en el conocimiento sobre el funcionamiento de los procedimientos selectivos en el sector público. Para ello, a partir de los datos del concurso-oposición de 2010 para la selección de auxiliares administrativos en el Gobierno Vasco se estudiaron dos cuestiones: a) la validez predictiva de los predictores empleados y b) la justicia percibida por parte de los auxiliares con respecto al proceso ivo y a las pruebas empleadas y su relación con el resultado en las mismas y el desempeño laboral. Los resultados muestran que la prueba de conocimientos es el mejor predictor del desempeño y que las reacciones de los candidatos presentan una correlación positiva con el desempeño laboral y con el resultado en el test de juicio situacional. Se comentan las limitaciones de la investigación así como las implicaciones prácticas de los resultados. Colegio Oficial de Psicologos de Madrid https://doi.org/10.5093/jwop2018a3 |
| spellingShingle | Selection predictors in the public sector: Predictive validity and candidate reactions Rodríguez, Alexander Personnel Selection, Selection procedures, Predictive validity, Job performance, Procedural justice Selección de personal, Procedimientos selectivos, Validez predictiva, Desempeño laboral, Justicia procedimental |
| title | Selection predictors in the public sector: Predictive validity and candidate reactions |
| title_full | Selection predictors in the public sector: Predictive validity and candidate reactions |
| title_fullStr | Selection predictors in the public sector: Predictive validity and candidate reactions |
| title_full_unstemmed | Selection predictors in the public sector: Predictive validity and candidate reactions |
| title_short | Selection predictors in the public sector: Predictive validity and candidate reactions |
| title_sort | Selection predictors in the public sector: Predictive validity and candidate reactions |
| topic | Personnel Selection, Selection procedures, Predictive validity, Job performance, Procedural justice Selección de personal, Procedimientos selectivos, Validez predictiva, Desempeño laboral, Justicia procedimental |
| topic_facet | Personnel Selection, Selection procedures, Predictive validity, Job performance, Procedural justice Selección de personal, Procedimientos selectivos, Validez predictiva, Desempeño laboral, Justicia procedimental |
| url | https://doi.org/10.5093/jwop2018a3 |