Thinking Ahead: Assuming Linear Versus Nonlinear Personality-Criterion Relationships in Personnel Selection

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dc.citation.firstpage61en_US
dc.citation.issueNumber1en_US
dc.citation.journalTitleHuman Performanceen_US
dc.citation.lastpage79en_US
dc.citation.volumeNumber27en_US
dc.contributor.authorConverse, Patrick D.en_US
dc.contributor.authorOswald, Frederick L.en_US
dc.date.accessioned2014-07-18T16:55:36Zen_US
dc.date.available2014-07-18T16:55:36Zen_US
dc.date.issued2014en_US
dc.description.abstractRecent studies suggest that the form of some personality-performance relationships may be curvilinear, meaning that traditional top-down selection is inefficient in capitalizing on underlying personality-performance relationships. This study examines how mean performance is affected by how well the selection method is aligned with the nature of personality-criterion relationships. A simulation manipulated the linearity or nonlinear inflection point of predictor-criterion relationships, and several selection approaches were implemented that varied in level of congruence with these relationships. Results indicate that incongruence can produce notable decrements in mean performance under some conditions. Some evidence also suggests that decrements can be greater when linearity is assumed but relationships are nonlinear (vs. when nonlinearity is assumed but relationships are linear), selection ratios are smaller, and a single predictor is used.en_US
dc.identifier.citationConverse, Patrick D. and Oswald, Frederick L.. "Thinking Ahead: Assuming Linear Versus Nonlinear Personality-Criterion Relationships in Personnel Selection." <i>Human Performance,</i> 27, no. 1 (2014) Taylor and Francis: 61-79. http://dx.doi.org/10.1080/08959285.2013.854367.en_US
dc.identifier.doihttp://dx.doi.org/10.1080/08959285.2013.854367en_US
dc.identifier.urihttps://hdl.handle.net/1911/76251en_US
dc.language.isoengen_US
dc.publisherTaylor and Francisen_US
dc.rightsThis is an author's peer-reviewed final manuscript, as accepted by the publisher. The published article is copyrighted by Taylor & Francis.en_US
dc.titleThinking Ahead: Assuming Linear Versus Nonlinear Personality-Criterion Relationships in Personnel Selectionen_US
dc.typeJournal articleen_US
dc.type.dcmiTexten_US
dc.type.publicationpost-printen_US
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