Selection predictors in the public sector: Predictive validity and candidate reactions

The purpose of this research has been to deepen the knowledge about how selection procedures work in the public sector. To this aim two aspects were considered: a) the predictive validity of the predictors employed and b) the perceived justice of the hired workers regarding the ion process and the t...

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Detalles Bibliográficos
Autores: Rodríguez, Alexander, López-Basterra, Joseba
Tipo de recurso: artículo
Fecha de publicación:2018
País:España
Institución:Colegio Oficial de Psicólogos de Madrid
Repositorio:Journal of Work and Organizational Psychology
OAI Identifier:oai:journals.copmadrid.org:jwop/art/jwop2018a3
Acceso en línea:https://doi.org/10.5093/jwop2018a3
Access Level:acceso abierto
Palabra clave:Personnel Selection, Selection procedures, Predictive validity, Job performance, Procedural justice
Selección de personal, Procedimientos selectivos, Validez predictiva, Desempeño laboral, Justicia procedimental
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oai_identifier_str oai:journals.copmadrid.org:jwop/art/jwop2018a3
network_acronym_str ES
network_name_str España
repository_id_str
dc.title.none.fl_str_mv Selection predictors in the public sector: Predictive validity and candidate reactions
Predictores Selectivos en el Sector Público: Validez Predictiva y Reacciones de los Candidatos
title Selection predictors in the public sector: Predictive validity and candidate reactions
spellingShingle Selection predictors in the public sector: Predictive validity and candidate reactions
Rodríguez, Alexander
Personnel Selection, Selection procedures, Predictive validity, Job performance, Procedural justice
Selección de personal, Procedimientos selectivos, Validez predictiva, Desempeño laboral, Justicia procedimental
title_short Selection predictors in the public sector: Predictive validity and candidate reactions
title_full Selection predictors in the public sector: Predictive validity and candidate reactions
title_fullStr Selection predictors in the public sector: Predictive validity and candidate reactions
title_full_unstemmed Selection predictors in the public sector: Predictive validity and candidate reactions
title_sort Selection predictors in the public sector: Predictive validity and candidate reactions
dc.creator.none.fl_str_mv Rodríguez, Alexander
López-Basterra, Joseba
author Rodríguez, Alexander
author_facet Rodríguez, Alexander
López-Basterra, Joseba
author_role author
author2 López-Basterra, Joseba
author2_role author
dc.subject.none.fl_str_mv Personnel Selection, Selection procedures, Predictive validity, Job performance, Procedural justice
Selección de personal, Procedimientos selectivos, Validez predictiva, Desempeño laboral, Justicia procedimental
topic Personnel Selection, Selection procedures, Predictive validity, Job performance, Procedural justice
Selección de personal, Procedimientos selectivos, Validez predictiva, Desempeño laboral, Justicia procedimental
description The purpose of this research has been to deepen the knowledge about how selection procedures work in the public sector. To this aim two aspects were considered: a) the predictive validity of the predictors employed and b) the perceived justice of the hired workers regarding the ion process and the tests used and their relation with test performance and job performance. The results that the job knowledge test is the best predictor of performance and that the reactions of the candidates present a positive correlation with job performance and with the situational judgment test results. The limitations of the research as well as the practical implications of the results are discussed.
publishDate 2018
dc.date.none.fl_str_mv 2018
dc.type.none.fl_str_mv info:eu-repo/semantics/article
info:eu-repo/semantics/published
format article
dc.identifier.none.fl_str_mv https://doi.org/10.5093/jwop2018a3
url https://doi.org/10.5093/jwop2018a3
dc.language.none.fl_str_mv Español
language_invalid_str_mv Español
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spelling Selection predictors in the public sector: Predictive validity and candidate reactionsPredictores Selectivos en el Sector Público: Validez Predictiva y Reacciones de los CandidatosRodríguez, AlexanderLópez-Basterra, JosebaPersonnel Selection, Selection procedures, Predictive validity, Job performance, Procedural justiceSelección de personal, Procedimientos selectivos, Validez predictiva, Desempeño laboral, Justicia procedimentalThe purpose of this research has been to deepen the knowledge about how selection procedures work in the public sector. To this aim two aspects were considered: a) the predictive validity of the predictors employed and b) the perceived justice of the hired workers regarding the ion process and the tests used and their relation with test performance and job performance. The results that the job knowledge test is the best predictor of performance and that the reactions of the candidates present a positive correlation with job performance and with the situational judgment test results. The limitations of the research as well as the practical implications of the results are discussed.Esta investigación ha tenido como objetivo profundizar en el conocimiento sobre el funcionamiento de los procedimientos selectivos en el sector público. Para ello, a partir de los datos del concurso-oposición de 2010 para la selección de auxiliares administrativos en el Gobierno Vasco se estudiaron dos cuestiones: a) la validez predictiva de los predictores empleados y b) la justicia percibida por parte de los auxiliares con respecto al proceso ivo y a las pruebas empleadas y su relación con el resultado en las mismas y el desempeño laboral. 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