ABSTRACT

The goal of personnel selection is to find predictors that, together, maximize the explained variance in important job outcomes such as Task Performance or Work Engagement. Common predictors include Intelligence and Big Five Personality. Using Person-Organization Fit (P-O Fit) for selection purposes has been discussed, but, beyond Intelligence and Personality, evidence of the incremental predictive validity of P-O Fit in relation to task performance and work engagement is scarce. This study examines the practical utility of indirectly measured P-O Fit as a selection tool in a military setting. Measures of objective P-O Fit were obtained from actual applicants in a military selection setting and combined with self-report measures of Work Engagement upon organizational entry, and supervisor-rated Task Performance approximately two weeks later. P-O Fit predicted both Task Performance ($R^2$ = .041) and Work Engagement ($R^2$ = .038). More importantly, P-O Fit yielded incremental predictive validity in relation to both outcomes, also after controlling for intelligence and personality traits. While our initial models (including age, gender, intelligence, and personality) explained 25.1% and 5.8% of the variance in work engagement and task performance, respectively, this increased to 26.3% and 6.3%, respectively, after the inclusion of P-O Fit. Implications for practical use in selection systems are discussed.

摘要

人员选拔的目的是找到能够使重要工作成果（如任务绩效或工作投入）中所解释的方差最大化的预测变量。常见的预测因素包括智力和五大个性。已经讨论了使用人员-组织契合度（P -O Fit）进行选择的目的，但是，除了智力和人格之外，还缺乏证据表明P- O Fit与任务绩效和工作投入有关的递增预测有效性。这项研究检验了间接测量的P -O Fit在军事环境中作为选择工具的实用性。目标P的度量-O Fit是在军事甄选条件下从实际申请人那里获得的，并在组织进入后与工作参与的自我报告措施以及大约两周后由主管评定的任务绩效相结合。P -O Fit预测了任务绩效（${\mathrm{[R}}^2$ = .041）和工作投入（${\mathrm{[R}}^2$= .038）。更重要的是，在控制了智力和人格特质之后，P -O Fit相对于两种结果都产生了递增的预测效度。虽然我们最初的模型（包括年龄，性别，智力和人格）解释25.1％和工作投入和工作绩效方差的5.8％，分别，这分别提高到26.3％和6.3％，列入后P - O Fit。讨论了在选择系统中实际使用的含义。