Standardized tests are commonly used to select individuals in both pre-employment and educational settings. Nevertheless, research has yet to sufficiently explore the relationship between test anxiety (TA) and test performance in selection contexts. The goal of this study was to assess the dimensionality of TA, the relations between TA and test performance, and the impact of gender on TAwithin ...

Due to the increasing competition of globalization and fast technological improvements, world markets demand companies to have quality and professional human resources. This can only be achieved by employing potentially adequate personnel. In this paper, we proposed a personnel selection system based on Fuzzy Analytic Hierarchy Process (FAHP). The FAHP is applied to evaluate the best adequate p...

The traditional assessment of personality based on individual’s self-report suffers from a series of limitations which encumbers the capacity to predict people’s future behavior. On the one hand, it makes equal the information that people offer about themselves and how they really behave. On the other hand, it does not take into account the fact that the behavior of any one person in a structur...

The goal of this manuscript is to provide an efficient approach to the process of the recruitment and selection of candidates in the mining industry. The proposed approach is based on the use of MCDM models for personnel selection in the mining industry; the approach will provide an MCDM model for the personnel selection based on the SWARA ant the MULTIMOORA methods. The efficiency and usabilit...

Despite its rising importance, empirical research about sexual orientation in the workplace is still scarce. This experimental study examined if gay candidates, with the same work-related qualities as heterosexual candidates, would be judged less favorably in a personnel selection context. Written candidate profiles were varied in a 3 × 3 between-subjects factorial design, with candidate qualit...

This article summarizes the practical and theoretical implications of 85 years of research in personnel selection. On the basis of meta-analytic findings, this article presents the validity of 19 selection procedures for predicting job performance and training performance and the validity of paired combinations of general mental ability (GMA) and the 18 other selection procedures. Overall, the ...

Despite its rising importance, empirical research about sexual orientation in the workplace is still scarce. This experimental study examined if gay candidates, with the same work-related qualities as heterosexual candidates, would be judged less favorably in a personnel selection context. Written candidate profiles were varied in a 3 x 3 between-subjects factorial design, with candidate qualit...