Dunn W S, Mount M K, Barrick M R, Ones D S
Department of Psychology, Coe College, USA.
J Appl Psychol. 1995 Aug;80(4):500-9. doi: 10.1037/0021-9010.80.4.500.
Eighty-four managers who make hiring decisions in 1 of 6 occupations representative of J. L. Holland's (1973) 6 job typologies (medical technologist, insurance sales agent, carpenter, licensed practical nurse, reporter, and secretary) rated 39 hypothetical job applicants on 2 dependent variables, hirability and counterproductivity. Applicants were described on the Big Five personality factors (Emotional Stability, Extraversion, Openness to Experience, Agreeableness, and Conscientiousness) and on general mental ability. Results showed that general mental ability and conscientiousness were the most important attributes related to applicants' hirability and that Emotional Stability, Conscientiousness, and Agreeableness were the most important attributes related to counterproductivity. In most respects, these results mirror meta-analytic reviews of validity studies, thereby confirming hypotheses.
84位在J. L. 霍兰德（1973）的6种工作类型（医学技术人员、保险销售代理、木匠、执业护士、记者和秘书）所代表的6种职业中做出招聘决策的经理，对39名假设的求职者在两个因变量（可聘用性和反生产力）上进行了评分。根据大五人格因素（情绪稳定性、外向性、经验开放性、宜人性和尽责性）以及一般智力对求职者进行了描述。结果表明，一般智力和尽责性是与求职者可聘用性相关的最重要属性，而情绪稳定性、尽责性和宜人性是与反生产力相关的最重要属性。在大多数方面，这些结果反映了效度研究的元分析综述，从而证实了假设。
