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dc.contributor.authorAnglim, Jeromy
dc.contributor.authorMolloy, Karlyn
dc.contributor.authorDunlop, Patrick
dc.contributor.authorAlbrecht, Simon
dc.contributor.authorLievens, Filip
dc.contributor.authorMarty, Andrew
dc.date.accessioned2021-12-08T06:39:28Z
dc.date.available2021-12-08T06:39:28Z
dc.date.issued2021
dc.identifier.citationAnglim, J. and Molloy, K. and Dunlop, P. and Albrecht, S. and Lievens, F. and Marty, A. 2021. Values assessment for personnel selection: comparing job applicants to non-applicants. European Journal of Work and Organizational Psychology.
dc.identifier.urihttp://hdl.handle.net/20.500.11937/86827
dc.identifier.doi10.1080/1359432X.2021.2008911
dc.description.abstract

Some scholars suggest that organizations could improve their hiring decisions by measuring the personal values of job applicants, arguing that values provide insights into applicants’ cultural fit, retention prospects, and performance outcomes. However, others have expressed concerns about response distortion and faking. The current study provides the first large-scale investigation of the effect of the job applicant context on the psychometric structure and scale means of a self-reported values measure. Participants comprised 7,884 job applicants (41% male; age M = 43.32, SD = 10.76) and a country-, age-, and gender-matched comparison sample of 1,806 non-applicants (41% male; age M = 44.72, SD = 10.97), along with a small repeated-measures, cross-context sample. Respondents completed the 57-item Portrait Values Questionnaire (PVQ) measuring Schwartz’ universal personal values. Compared to matched non-applicants, applicants reported valuing power and self-direction considerably less, and conformity and universalism considerably more. Applicants also reported valuing security, tradition, and benevolence more than non-applicants, and reported valuing stimulation, hedonism, and achievement less than non-applicants. Despite applicants appearing to embellish the degree to which their values aligned with being responsible and considerate workers, invariance testing suggested that the underlying structure of values assessment is largely preserved in job applicant contexts.

dc.subject3507 - Strategy, management and organisational behaviour
dc.titleValues assessment for personnel selection: comparing job applicants to non-applicants
dc.typeJournal Article
dcterms.source.titleEuropean Journal of Work and Organizational Psychology
dc.date.updated2021-12-08T06:39:27Z
curtin.note

This is an accepted manuscript of an article published by Taylor & Francis in European Journal of Work and Organizational Psychology on 7/12/2021 available online at http://www.tandfonline.com/10.1080/1359432X.2021.2008911.

curtin.departmentFuture of Work Institute
curtin.accessStatusOpen access
curtin.facultyFaculty of Business and Law
curtin.contributor.orcidDunlop, Patrick [0000-0002-5225-6409]
curtin.contributor.researcheridDunlop, Patrick [K-6738-2012]
curtin.contributor.scopusauthoridDunlop, Patrick [7005406522]


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