Personality profiles of managers in former Soviet countries

Cook, Mark; Young, Alison; Taylor, Dean; O’Shea, Amanda; Chitashvili, Marina; Lepeška, V.; Choumentauskas, Gintaras; Ventskovsky, Oleg; Hermochova, Sonja; Uhlar, P.

doi:10.1108/02683949810244947

Cited by 11 publications

(6 citation statements)

References 3 publications

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“…Some published studies have used the term “profile” (i.e. Cook, Young, Taylor, O'Shea, Chitashvili, Lepeska, Choumentauskas, Ventskovsky, Hermochova, & Uhlar, 1998; Detrick & Chibnall, 2006), but none has assessed the viability of selection‐oriented profile matching. Rather, the term profile (as presented in the empirical literature‐base) represents a descriptive reference to several independently validated scales (see, for example, Detrick & Chibnall, 2006), and is therefore concerned with traditional univariate applications and not the procedural use of the term that is the focus of the current article.…”

Section: Introductionmentioning

confidence: 99%

Personality‐Based Profile Matching in Personnel Selection: Estimates of Method Prevalence and Criterion‐Related Validity

Kulas

2012

Applied Psychology

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Profile matching refers to selection based on applicant similarity to a pre‐specified pattern of standing across several mutually considered personality dimensions. Although many investigations support the use of personality data through univariate, linear‐based selection methodologies, there is no evidence within the literature that supports (or refutes) the use of profile matching. Regardless, a phone survey revealed that 62 per cent of consultative vendor organisations implement some form of profile matching. The current study addresses this scientist–practitioner void by investigating the broad, cross‐organisational viability of three different profile matching strategies (profile band specification, profile similarity estimation, and configural scoring). Although some specifications of profile matching came close (empirically) to challenging linear regression cross‐validation estimates, the profile matching strategy is considered to be burdened with additional conceptual concerns (primarily resulting from a lack of formal model specification) as well as practical limitations (for example, the likely creation of an artificial predictor ceiling). Linear regression is presented here as the more effective use of multi‐trait information; however, if practitioners continue to utilise profile matching, it is suggested that they consider either adopting a configural scoring approach or referencing an index of profile similarity rather than retaining and applying desired profile bands.

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Section: Introductionmentioning

confidence: 99%

Personality‐Based Profile Matching in Personnel Selection: Estimates of Method Prevalence and Criterion‐Related Validity

Kulas

2012

Applied Psychology

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“…The advocates of institutions argue that definite institutional environment (measured through property rights, rule of law, corruption, bureaucratic quality and other institutional variables) is the key precondition of economic development (Sachs 2003). They state, that the impact of geography on economic outcomes is only indirect, due to the impact geography makes on institutions, the main source of economic growth and development (Cook 1998). Five indexes were constructed by World Bank to measure the quality of institutional environment: Civil and political freedom index (CPFI), Regulatory and business freedom index (RBFI), Rule of law index (RLI), Corruption index (CI) and Property rights index (PRI).…”

Section: Freedom and Human Rightsmentioning

confidence: 99%

Sustainable Development and Quality of Life in Lithuania Compared to Other Countries

Štreimikienė

Barakauskaitė-Jakubauskienė

2012

Technological and Economic Development of Economy

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The paper presents the definition of quality of life and its relationship with sustainable development. The paper analyses and compares the indicators of quality of life in Lithuania with other countries. A quality of life is an explicit or implicit policy goal. Various measurements and indicators to evaluate a quality of life were proposed during the recent years however there are no widely accepted objective indicators of quality of life able to compare countries. Sustainable development concept proposes new approach to measure quality of life. Therefore the aim of sustainable development is to increase quality of life. Quality of life can be addressed in terms of people health, the state of economy, employment, infrastructure development, crime and environment. All these indicators are interrelated as economic development creates preconditions to maintain public health, develop social and technical infrastructure, to increase employment, to ensure quality of environment, to tackle with crime etc. From the other point of view healthy and satisfied with the quality of life nation have positive impact on stable economic growth.

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“…11. See for example: Analoui (2000); Beer and Katz (2003); Cook et al (1998); Cook and Crossman (2004); Crossman and About-Zaki (2003); Gyula et al (2002); Sanyal and Guvenli (2004). 12.…”

Section: Worker Morale In Russiamentioning

confidence: 99%

Worker morale in Russia: an exploratory study

Linz

Good

Huddleston

2006

Journal of Managerial Psychology

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Despite unanimous agreement in the existing literature that morale influences employee performance, no well-defined measure of morale exists. Our study develops a robust measure of morale and focuses on the factors that influence morale among Russian workers. Survey data were collected from Russian employees at two different points in time, 1995 and 2002, in five Russian cities. Among the workers participating in our study, expectation of receiving a desired reward contributes to high morale, with expected monetary rewards having a larger influence than expected non-monetary rewards, but praise for a job well done and a feeling of accomplishment also contribute positively to employee morale. There is a significant correlation between positive attitudes toward work and morale, and a positive correlation between performance assessment and morale. Demographic characteristics (age and gender) have no discernable influence on morale when controls are included for work experience.

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Personality profiles of managers in former Soviet countries

Cited by 11 publications

References 3 publications

Personality‐Based Profile Matching in Personnel Selection: Estimates of Method Prevalence and Criterion‐Related Validity

Personality‐Based Profile Matching in Personnel Selection: Estimates of Method Prevalence and Criterion‐Related Validity

Sustainable Development and Quality of Life in Lithuania Compared to Other Countries

Worker morale in Russia: an exploratory study

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