Browsing by Subject "personnel assessment"

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  • Sokka, Anni (Helsingfors universitet, 2015)
    The aim of this study was twofold: 1) to examine the structure of the job simulation test "Research Budget" and 2) to examine job simulation performance in relation to the extremes of personality traits and cognitive abilities in personnel assessment. Job simulation performance in this context was viewed as performance evaluations provided by the assessors of the simulation test. Previous research indicates that measures of personality and cognitive abilities are the primary correlates for job simulation performance, which supports the setting of this study. The participants (N=224) completed the assignments as a part of their assessment day at a Finnish Personnel Assessment Company. Measures used in this study were a job simulation test concerning decision making, a personality inventory Stress Reaction Styles, measuring the extremes of personality traits and three measures of cognitive abilities; Raven's Advanced Progressive Matrices set II, Verbal Critical Reasoning (VCR) test and Numerical Reasoning (NR) test. All data was gathered from an internal database of the company between years 2013-2014. An explorative factor analysis was conducted to study the structure of the job simulation test. The relationship between, the different measures were examined by Pearson's correlation analyses and by linear regression analyses. The results of this study showed that four SRS-type dimensions of the extremes of personality. Dependent, Avoidant, Paranoid and Borderline and cognitive ability test VCR had moderate but significant correlations with job simulation performance. In addition Dependent and VCR moderately predicted job simulation performance.
  • Starczewski, Hanna (Helsingin yliopisto, 2018)
    Objectives The focus of this study was in the relationship between dark side personality and career choices in the Finnish personnel assessment context. The study was done as a commission for Psycon Corporation. The aim of this study was to fill the research gap concerning the relationship between career anchors and darks side personality features, because there is barely any research done on this topic. In addition, one of the questionnaires used in this study was validated. The relationship between the career anchors and age, gender, the level of the applied job and the dark side personality features was researched without any hypotheses because of the scarcity of previous research. Measures The data was collected between June and September in 2017 in Psycon Corporation. The sample consisted of 137 people taking part in personnel assessment process out of which 56.2% were male and the rest female. The age varied between 23 and 57 years. All the participants answered two questionnaires, one measuring eight career anchors and the other measuring 10 dark side personality features. Both questionnaires are computer-based self-evaluation forms and developed in Psycon Corporation. A Pearson’s correlation analysis was conducted to study the associations between the career anchors and age and gender. Regression models were conducted for each individual career anchors and a canonical correlation analysis was conducted to analyze the relationship between the career anchors, age, gender, the level of the assessment and dark side personality features. Results and conclusions The results of this study showed that career anchors can be predicted with dark side personality features, especially concerning General Managerial Competence. In addition, age and gender of the individual and the level of the applied job influence the career anchor preference. In addition, the results showed that the construct validity of the Career Questionnaire was good and the reliabilities of the scales were also on a good level. In practice, the results of this study can be used the individual and organizational levels for coaching and recruiting purposes in addition to Psycon Corporation’s internal purposes.