Article
French
ID: <
10670/1.kh9bnz>
Abstract
`titrebSUMMARY`/titreb `!-- 283:'résumé anglais' --bConcerning the use of personality in personnel selection and evaluation, the last decade has seen important advances made in several domains. An important one was the development of the Big Five as a valid framework within which researchers and organizations can pursue their research and applications. The Big Five combined with meta-analytic methods allowed researchers to answer many of the questions left unaddressed for many years. Today, confidence in personality and its measures give a new dynamic both to theory development and applications. Further research will need to show the benefits of linking specific, lower-level facets of the Big Five to specific, lower-level criteria of performance. This paper gives an overview of the use of personality in the prediction of performance and suggests directions for future research.