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JobMatchTalent Scales and Manager-Rated Work Performance

Poster (konferens)
Författare Erica Schütz
Catrin Rappe
Alexander Jimmefors
Trevor Archer
Danilo Garcia
Bengt Jansson
Publicerad i 26th Association for Psychological Science Annual Convention. San Francisco, California, USA
Publiceringsår 2014
Publicerad vid Psykologiska institutionen
Centrum för etik, juridik och mental hälsa
Språk en
Ämnesord Criterion Validity; JobMatchTalent; Personality; Work Performance
Ämneskategorier Psykologi


ABSTRACT We validated the JobMatchTalent scales that predicted supervisor rated productivity, work quality and structure and cooperation at work. Productive behavior was predicted by: Inner Drive, Activity, Drive, Acting, and Communication. Work quality and structure by: Work Structure and Decision Characteristics. Cooperation by: Tolerance, Social Interest, and Communication. SUPPORTING SUMMARY Background The JobMatchTalent test was designed to measure individuals’ work-related personality characteristics in three areas that provide a broad picture of the individual: Stability Patterns, Action Patterns, and Relation Patterns. These three areas are each divided into 10 scales that provide a deeper picture of the worker. Within the occupational psychology field, the JobMatchTalent test is regarded as an instrument for selection, staff development and career planning. More than 25,000 people have done the test since the early 2000s and the test has been continuously developed to best meet the job requirements. One of the theories that form the basis for the JobMatchTalent test is that personality characteristics correspond to different specific requirements in different occupations. The other theoretical basis is "flow"⎯a condition characterized by including intense concentration and an increased level of awareness (Csikszentmihalyi, 1990). Research shows that this condition occurs when individual characteristics match the requirements of a particular activity. The aim of this study was to investigate if and which JobMatchTalent scales predicted employees’ manager ratings on productive behavior, work quality and structure, and cooperation at the work place. Method A total of 95 managers (40 females, 55 males) with an age mean of 47 (sd = 10) were asked to rate employees (N = 258; age mean = 40, sd = 11; 111 females, 147 males) who had been recruited after completing the JobMatchTalent test between 6-24 months earlier. Managers answered to 11 different statements (Likert scale 1 = totally disagree, 7 = totally agree) related to their own employees’ productivity at work, work quality and structure, and cooperation at the work place. Results Productive behavior was associated to scales under Stability Patterns (Inner Drive: r = .20 p < .01), Action Patterns (Activity: r = .36 p < .01, Drive: r = .37 p < .01, and Acting: r = .42 p < .01), and Relation Patterns (Communication: r = .38 p < .01). Rating of work quality and structure were associated to scales under Stability Patterns (Work Structure: r = .49 p < .01 and Decision Characteristics: r = .24 p < .01). Finally, ratings of cooperation at work were associated to Relationship Patterns (Tolerance: r = .42 p < .01, Social Interest: r = .41 p < .01, and Communication: r = -.25 p < .01). Conclusions This study shows that the JobMatchTalent test is a valid instrument in the prediction of work performance related variables. The results also overlap findings showing specific personality dimensions as predictors of performance at work.

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