Values assessment for personnel selection: Comparing job applicants to non-applicants

• المؤلفون الرئيسيون: ANGLIM, Jeromy, MOLLOY, Karlyn, DUNLOP, Patrick D., ALBRECHT, Simon L., LIEVENS, Filip, ANDREW, Marty
• التنسيق: text
• اللغة: English
• منشور في: Institutional Knowledge at Singapore Management University 2022
• الموضوعات: Schwartz values; personnel selection; faking; response distortion; personal values; Human Resources Management; Industrial and Organizational Psychology; Organizational Behavior and Theory
• الوصول للمادة أونلاين: https://ink.library.smu.edu.sg/lkcsb_research/6864; https://ink.library.smu.edu.sg/context/lkcsb_research/article/7863/viewcontent/EWO_514.20.R2_Proof_hi__4_.pdf
• المؤسسة: Singapore Management University

Some scholars suggest that organizations could improve their hiring decisions by measuring the personal values of job applicants, arguing that values provide insights into applicants’ cultural fit, retention prospects, and performance outcomes. However, others have expressed concerns about response...