ABSTRACT

This paper discusses how and why the field of personnel selection has made a long-lasting mark in work and organizational psychology. We start by outlining the importance and relevance of the well-established analytical framework (criterion-related validity, incremental validity, utility) for examining the impact of selection at the individual (job performance) level. We also document the substantive criterion-related validities of most common selection procedures on the basis of cumulative meta-analytic research. Next, we review more recent research that investigated the impact of selection at the more macro organizational (firm performance) level. We show that the positive relationship between selection and performance at the individual-level translates to the organizational-level. Finally, we draw upon a longstanding project on situational judgement tests to exemplify the tradition of implementing interventions for improving the way selection is done in specific settings. We reflect on the reasons for this programme’s impact on the selection process and its decision makers. We end with recommendations to researchers in personnel selection and other fields for increasing the impact of their research projects.

摘要

本文讨论了人才选拔领域如何以及为何在工作和组织心理学中留下了持久的印记。我们首先概述了完善的分析框架（标准相关效度、增量效度、效用）的重要性和相关性，用于检查选择对个人（工作绩效）水平的影响。我们还记录了基于累积元分析研究的最常见选择程序的实质性标准相关有效性。接下来，我们回顾了最近的研究，这些研究调查了选择在更宏观的组织（公司绩效）层面的影响。我们表明，个人层面的选择和绩效之间的积极关系转化为组织层面。最后，我们借鉴了一个关于情境判断测试的长期项目，以举例说明实施干预措施以改进在特定环境中进行选择的方式的传统。我们反思了该计划对选择过程及其决策者产生影响的原因。最后，我们向人员选择和其他领域的研究人员提出建议，以增加其研究项目的影响。