Publication Type

Journal Article

Version

acceptedVersion

Publication Date

9-2005

Abstract

Past research on the importance of traits and abilities in supervisors' hirability decisions has ignored the influence of the selection method used to derive information about these traits and abilities. In this study, experienced retail store supervisors (N = 163) rated job applicant profiles that were described on the Big Five and General Mental Ability (GMA) personality dimensions. Contrary to past studies, the supervisors were also informed about the method of assessment used (paper-and-pencil test vs. unstructured interview). Hierarchical linear modelling analyses showed that the importance attached to extraversion and GMA was significantly moderated by the selection method, with extraversion and GMA decreasing in importance when store supervisors knew that scores on extraversion and GMA were derived from a paper-and-pencil test as opposed to from an unstructured interview. Store supervisors with more selection-related experience also attached more importance to GMA. Results are discussed in relation to the practice-science gap and the extant literature on perceptions of selection procedures.

Discipline

Human Resources Management | Organizational Behavior and Theory

Research Areas

Organisational Behaviour and Human Resources

Publication

Journal of Occupational and Organizational Psychology

Volume

78

Issue

3

First Page

453

Last Page

470

ISSN

0963-1798

Identifier

10.1348/096317905X26093

Publisher

Wiley: 12 months

Copyright Owner and License

Authors

Additional URL

https://doi.org/10.1348/096317905X26093

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