Abstract
This study aimed to investigate the predictive validity of academic grades and G-36 scores in personnel selection. The sample was compose by 83 individuals from public organization with mean age of 22.01 (SD=2.99) years old, being 81.9% males and 91.6% with eleven years of education (High School at least). Pearson correlation and regression analysis were used to verify the association between training performance and both predictors. Significant correlations were observed between variables range. Linear regression indicated a shared variance of 23.0% between G-36 and theoretical disciplines results. New research could be development to investigate the contribution of knowledge tests to personnel selection.
Highlights
This study aimed to investigate the predictive validity of academic grades and G-36 scores in personnel selection
Results indicated that individuals with higher general cognitive ability had higher scores in training measures
That results obtained by Schimdt and Hunter (1998) indicate that 31% of the variance of performance at a training program was explained by general cognitive ability, a higher value than the one obtained in present study
Summary
This study aimed to investigate the predictive validity of academic grades and G-36 scores in personnel selection. According to Brazilian Federal Constitution, selection processes for public office should happen based on written tests of knowledge and titles so as to guarantee the democratization of accessibility to these jobs In this sense, the application of objective psychological and knowledge tests in public contests meets the underlying constitutional principles relating to the legality, impersonality, administrative morality and publicity (Brasil, 1998; 2009). The application of objective psychological and knowledge tests in public contests meets the underlying constitutional principles relating to the legality, impersonality, administrative morality and publicity (Brasil, 1998; 2009) These resources are often used simultaneously in order to assess the cognitive capacity of candidates’ for a certain job or position. Greater importance is given to knowledge tests and it is assumed that good performance in these tests is related to applicants with greatest potential to carry out tasks at work (Queiroga, 2009)
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