Personalo atranka – tai planingas individo paskyrimas į darbo vietą. Personalo atrankos procesas leidžia surinkti reikiamą informaciją apie kandidatą ir apie jo galimą įtaką organizacijai. Darbo objektas – personalo atrankos metodai. Darbo tikslas – ištirti personalo atrankos metodų taikomų vykdant personalo atranką tarptautinėse įmonėse ypatumus. Darbo struktūra: Darbą sudaro įvadas, 3 dalys ir išvados. Pagrindinė darbo medžiaga aprašyta 8 – 48 puslapiuose, įskaitant 6 lenteles ir 23 paveikslus. Taip pat pateikiami 3 priedai. Panaudotos literatūros sąrašą sudaro 44 šaltiniai. Atrankos procesas turėtų apimti abipusį sprendimą: organizacija sprendžia, siūlyti darbą ar ne ir kaip maloniai tai daryti, o kandidatas į darbuotojus sprendžia, atitinka ar ne organizacija ir siūlomas darbas jo poreikius ir tikslus. Šiame darbe išskiriamos trys pagrindinės dalys. Pirmoje dalyje („Personalo atrankos organizacijose teoriniai aspektai“) siekiama atskleisti teorinius personalo atrankos aspektus. Išskirti pagrindiniai personalo atrankos etapai bei aptartos dažniausiai pasitaikančios personalo atrankos klaidos. Personalo atranką savo darbuose nagrinėjo R. Adamonienė, A. Sakalas, V. Šilingienė, N. Anderson, M. Born, N. Cunningham-Snell, P.A. Iles ir kt. Antroje dalyje („Personalo atrankos organizacijose empirinis ištyrimo lygis“) apžvelgiama kokie tyrimai personalo atrankos srityje jau yra atlikti, taip pat aptarta dabartinė situacija Lietuvoje. Efektyvią personalo atranką savo darbuose... [toliau žr. visą tekstą] / Personnel selection – is planed setting new individual to work place. The process of personnel selection allows getting all information about the candidate and about the influence which he can give to the organization. The object of master paper is methods of personnel selection. The purpose is to make a research of methods which are used in personnel selection ant to create the model of personnel selection. The structure of master paper: Master paper puts of introduction, 3 parts and conclusion. The main material is put in paged No. 8-42 including 6 tables and 23 figures. Also there are 3 additions. There are 45 sources in the list of used literature The process of selection takes both side decisions: organization makes decision whether to propose job place and how attractive it should it should do it; candidate makes decision whether the organization and job proposal satisfy his needs and proposes. There are three basic parts in this master paper. The first part of the paper is analysis of theoretical aspects. In this part are separated the most important stages in personnel selection. Also there are discussed the most frequent mistakes of personnel selection. In the second part of master paper are presented works of other scientist and the researchers they made. Also there are some facts about situation in Lithuania. In the fiord part of master paper are placed the analyses of the research which was made in international companies of Lithuanian market. The research was... [to full text]

The present dissertation consists of two studies that combine personnel selection, safety performance, and job performance literatures to answer an important question: are safe workers better workers? Study 1 tested a predictive model of safety performance to examine personality characteristics (conscientiousness and agreeableness), and two novel behavioral constructs (safety orientation and safety judgment) as predictors of safety performance in a sample of forklift loaders/operators (N = 307). Analyses centered on investigating safety orientation as a proximal predictor and determinant of safety performance. Study 2 replicated Study 1 and explored the relationship between safety performance and job performance by testing an integrative model in a sample of machine operators and construction crewmembers (N = 323). Both Study 1 and Study 2 found conscientiousness, agreeableness, and safety orientation to be good predictors of safety performance. While both personality and safety orientation were positively related to safety performance, safety orientation proved to be a more proximal determinant of safety performance. Across studies, results surrounding safety judgment as a predictor of safety performance were inconclusive, suggesting possible issues with measurement of the construct. Study 2 found a strong relationship between safety performance and job performance. In addition, safety performance served as a mediator between predictors (conscientiousness, agreeableness and safety orientation) and job performance. Together these findings suggest that safe workers are indeed better workers, challenging previous viewpoints to the contrary. Further, results implicate the viability of personnel selection as means of promoting safety in organizations.

The study examines the potential of conjoint analysis to provide and apply quantitative data to situations previously limited to non-quantitative analysis within the selection process. Chapter I presents a brief introduction to the sales force selection process. A discussion of the importance of effective selection to the organization as well as an explanation of the objectives, methodology, research questions, and limitations complete the chapter. Chapter II provides a detailed description of the contemporary sales force selection process. The chapter explains the objective and subjective activities and techniques utilized by management in selection decisions. Chapter III describes the steps involved in conjoint analysis and the specific conjoint measurement technique employed in the study. The questionnaire employed and the source of data are described in Chapter IV. An analysis of the results of the research completes the chapter. Chapter V presents the summary, conclusions, and recommendations of the study.

A national sample of attorneys (N = 134) was surveyed to investigate how characteristics of a rejected applicant’s claim would affect subsequent claimant outcomes and appraisals. Equal Employment Opportunity Commission (EEOC) merit determinations positively influenced attorney representation decisions and confidence in favorable claimant outcomes. Attorneys found rejected applicant claims more credible when the claimant perceived the selection procedure to be unrelated to the target position and when the applicant was a racial minority. Attorney course of legal action was dependent on the interaction of both EEOC decision and applicant perceptions of job relatedness, such that more claimant supportive actions were observed when the EEOC found merit and the applicant perceived the selection procedures to be job unrelated. The impact of organizational efforts in validation, scoring procedures, and adverse impact reduction were explored in regard to settlement and litigation outcomes. Exploratory analyses identified best practices in regard to these issues.

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Este estudo teve como objetivo investigar se o Teste Wartegg é um instrumento capaz de avaliar a criatividade em seleção de pessoal. Foi realizada uma validade de construto através de estudos correlacionais entre indicadores de criatividade nos protocolos do Wartegg e do Torrance – Forma Figural. Participaram desta pesquisa 68 candidatos de processos seletivos, 47% homens e 52,7% mulheres, com idades entre 18 e 41 anos. Foram observadas evidências de fidedignidade no Wartegg correlacionando-se os itens que compõem as categorias que se acredita estarem relacionadas com a função básica imaginação – criatividade, flexibilidade, visão convencional e rigidez – com seus totais. O melhor indicador no Wartegg para investigar a criatividade foi o somatório da criatividade com a flexibilidade. Além disso, verificou-se uma correlação direta entre o campo 5 do Wartegg e os índices criativos figurais do Torrance (ICF 1 e ICF 2). Ainda que o estudo em questão apresente alguma evidência de validade, novos estudos são necessários. Por fim, constata-se que o objetivo do Wartegg, tanto pelo rapport como pela construção teórica, está muito mais direcionado para o entendimento de questões mais amplas da personalidade do que para a investigação de uma função básica específica. Entretanto, a correlação das funções básicas com testes que investiguem o mesmo construto talvez seja uma das únicas formas de validar o instrumento, tendo em vista a dificuldade de encontrar um teste que avalie as condições de personalidade de maneira tão ampla. / This study it had as objective to investigate if the Wartegg Test is an instrument capable to assess the creativity in personnel selection. A construct validity has been verified through correlation studies between creativity indicators in the protocols of the Wartegg Test and those of the Figural Form of the Torrance Test. Sixty eight candidates for selective processes, 47.0% men and 52.7% women, were involved in this research, ranging from 18 to 41 years of age. Evidences of trustworthiness in the Wartegg Test had been observed correlating items of categories which were assumed to be related with the basic function imagination - creativity, flexibility, conventional vision and rigidity - with its totals. The best Wartegg indicator found to investigate creativity is the sum of creativity plus flexibility. Moreover, a direct correlation was verified between field 5 of the Wartegg and the figural creativity index of the Torrance (ICF 1 e ICF 2). Despite the study presents some evidence of validity, new studies are required. Finally, it is evident the objective of the Wartegg, as much for rapport as for the theoretical construction, is more directed to understanding of ampler questions of personality than to investigation of a specific basic function. However, the correlation between basic functions and tests which investigate the same construct may be the only way to validate the instrument, due the difficulty in finding a test that evaluates conditions of personality in so ampler way.

Este estudo teve como objetivo investigar se o Teste Wartegg é um instrumento capaz de avaliar a criatividade em seleção de pessoal. Foi realizada uma validade de construto através de estudos correlacionais entre indicadores de criatividade nos protocolos do Wartegg e do Torrance – Forma Figural. Participaram desta pesquisa 68 candidatos de processos seletivos, 47% homens e 52,7% mulheres, com idades entre 18 e 41 anos. Foram observadas evidências de fidedignidade no Wartegg correlacionando-se os itens que compõem as categorias que se acredita estarem relacionadas com a função básica imaginação – criatividade, flexibilidade, visão convencional e rigidez – com seus totais. O melhor indicador no Wartegg para investigar a criatividade foi o somatório da criatividade com a flexibilidade. Além disso, verificou-se uma correlação direta entre o campo 5 do Wartegg e os índices criativos figurais do Torrance (ICF 1 e ICF 2). Ainda que o estudo em questão apresente alguma evidência de validade, novos estudos são necessários. Por fim, constata-se que o objetivo do Wartegg, tanto pelo rapport como pela construção teórica, está muito mais direcionado para o entendimento de questões mais amplas da personalidade do que para a investigação de uma função básica específica. Entretanto, a correlação das funções básicas com testes que investiguem o mesmo construto talvez seja uma das únicas formas de validar o instrumento, tendo em vista a dificuldade de encontrar um teste que avalie as condições de personalidade de maneira tão ampla. / This study it had as objective to investigate if the Wartegg Test is an instrument capable to assess the creativity in personnel selection. A construct validity has been verified through correlation studies between creativity indicators in the protocols of the Wartegg Test and those of the Figural Form of the Torrance Test. Sixty eight candidates for selective processes, 47.0% men and 52.7% women, were involved in this research, ranging from 18 to 41 years of age. Evidences of trustworthiness in the Wartegg Test had been observed correlating items of categories which were assumed to be related with the basic function imagination - creativity, flexibility, conventional vision and rigidity - with its totals. The best Wartegg indicator found to investigate creativity is the sum of creativity plus flexibility. Moreover, a direct correlation was verified between field 5 of the Wartegg and the figural creativity index of the Torrance (ICF 1 e ICF 2). Despite the study presents some evidence of validity, new studies are required. Finally, it is evident the objective of the Wartegg, as much for rapport as for the theoretical construction, is more directed to understanding of ampler questions of personality than to investigation of a specific basic function. However, the correlation between basic functions and tests which investigate the same construct may be the only way to validate the instrument, due the difficulty in finding a test that evaluates conditions of personality in so ampler way.

Este estudo teve como objetivo investigar se o Teste Wartegg é um instrumento capaz de avaliar a criatividade em seleção de pessoal. Foi realizada uma validade de construto através de estudos correlacionais entre indicadores de criatividade nos protocolos do Wartegg e do Torrance – Forma Figural. Participaram desta pesquisa 68 candidatos de processos seletivos, 47% homens e 52,7% mulheres, com idades entre 18 e 41 anos. Foram observadas evidências de fidedignidade no Wartegg correlacionando-se os itens que compõem as categorias que se acredita estarem relacionadas com a função básica imaginação – criatividade, flexibilidade, visão convencional e rigidez – com seus totais. O melhor indicador no Wartegg para investigar a criatividade foi o somatório da criatividade com a flexibilidade. Além disso, verificou-se uma correlação direta entre o campo 5 do Wartegg e os índices criativos figurais do Torrance (ICF 1 e ICF 2). Ainda que o estudo em questão apresente alguma evidência de validade, novos estudos são necessários. Por fim, constata-se que o objetivo do Wartegg, tanto pelo rapport como pela construção teórica, está muito mais direcionado para o entendimento de questões mais amplas da personalidade do que para a investigação de uma função básica específica. Entretanto, a correlação das funções básicas com testes que investiguem o mesmo construto talvez seja uma das únicas formas de validar o instrumento, tendo em vista a dificuldade de encontrar um teste que avalie as condições de personalidade de maneira tão ampla. / This study it had as objective to investigate if the Wartegg Test is an instrument capable to assess the creativity in personnel selection. A construct validity has been verified through correlation studies between creativity indicators in the protocols of the Wartegg Test and those of the Figural Form of the Torrance Test. Sixty eight candidates for selective processes, 47.0% men and 52.7% women, were involved in this research, ranging from 18 to 41 years of age. Evidences of trustworthiness in the Wartegg Test had been observed correlating items of categories which were assumed to be related with the basic function imagination - creativity, flexibility, conventional vision and rigidity - with its totals. The best Wartegg indicator found to investigate creativity is the sum of creativity plus flexibility. Moreover, a direct correlation was verified between field 5 of the Wartegg and the figural creativity index of the Torrance (ICF 1 e ICF 2). Despite the study presents some evidence of validity, new studies are required. Finally, it is evident the objective of the Wartegg, as much for rapport as for the theoretical construction, is more directed to understanding of ampler questions of personality than to investigation of a specific basic function. However, the correlation between basic functions and tests which investigate the same construct may be the only way to validate the instrument, due the difficulty in finding a test that evaluates conditions of personality in so ampler way.

Corporate governance models segregate the role of risk manager and risk taker to allow for independent challenge of risk-related decisions. Numerous studies have demonstrated that broad personality traits predict risk-related behaviour. While prospect theory revealed a natural preference towards risk-taking in a negative risk frame, studies have also shown the influence of personality traits on risk preference. We investigated the less reported subject of the potential influence of risk stakeholder personality on risk decision making in the corporate environment. We expected to observe that the personality traits of risk takers and risk managers will differ as a consequence of occupational self-selection. Further, we expected that such personality differences will produce disparate risk preferences between risk takers and risk managers, supporting the governance expectation of independent challenge of risk-related decisions. A sample of investment banking risk stakeholders (n = 100) completed the HEXACO–PI–R as well as a vignette-based risky choice questionnaire involving positively and negatively framed financial risk scenarios. We found homogeneity in personality traits between risk takers and risk managers but observed a noticeable bias toward risk-taking in the negative frame by risk managers. High Honesty–Humility and Conscientiousness scores in both groups may negate the risk of irresponsible risk-taking or undesirable risk behaviour. The results of this study confirm the importance of personality screening for job applicants and should also alert risk practitioners to potential weaknesses in the independent challenge of risk-related decisions as a result of personality homogeneity among risk stakeholders.