Current Directions and Issues in Personnel Selection and Classification

Worklife Across the Lifespan

“…As with American studies, job complexity moderated the relation to both outcomes, in that more cognitively complex positions yielded a stronger relation (Salgado et al, 2003). Job knowledge is also predictive of job performance and training performance, especially in conditions of high job-test similarity (ps = .62, .76) (Borman et al, 2003).…”

“…Cognitive abilities and job knowledge, although seldom researched in counseling psychology, have long been examined as an antecedent of work performance in I/0 psychology (Borman et al, 2003;Hough & Oswald, 2000). The general factor in intelligence, referred to as the g factor, is predictive of job knowledge, job performance, and training performance (e.g., Hunter & Hunter, 1984;Judge et al, 2007;Levine, Spector, Menon, Narayanan, & Cannon-Bowers, 1996;Schmidt & Hunter, 1998) with the influence strongest for high-complexity roles (see Bormon et al, 2003).…”

Evaluation of the Fake Resistance of a Forced-choice Paired-comparison Computer Adaptive Personality Measure

“…At the conclusion of this meeting, the classifier and applicant come to an agreement and a contract is signed guaranteeing the technical training school, basic training start date, and any special addendums (e.g., an enlistment 1 bonus). However, as Borman, Hedge, Ferstl, Kaufman, Farmer, and Bearden (2003) discussed in their review of selection and classification, individuals are more complex and multidimensional than the cognitive abilities assessed by the ASVAB. Beyond cognitive abilities, individuals possess a variety of preferences, interests, and personal characteristics that are predictive of good citizenship, teamwork, job satisfaction, job performance, and continuation behavior.…”

Investigation of Item-Pair Presentation and Construct Validity of the Navy Computer Adaptive Personality Scales (NCAPS)

“…Once a Sailor progresses on to his or her job, other factors such as work related attitudes, which are influenced by personality, determine successful job performance. In their review Borman et al (2003) note that examples of individual difference variables that contribute to overall job performance include person-organization and person-job fit, and attributes such as conscientiousness, emotional stability, extroversion, sociability, personal adaptability, integrity, and strategic career orientation. Being able to better match a recruit's abilities and personality with the needs of the Navy should result in a Sailor who fits better with his or her job and the Navy.…”