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JobMatch: An Instrument for Work Force Recruitment. International Society for the Study of Individual Differences Meeting

Winge, Henrik (författare)
Archer, Trevor, 1949- (författare)
Göteborgs universitet, Psykologiska institutionen, Gothenburg University, Department of Psychology
Garcia, Danilo, 1973- (författare)
Göteborgs universitet, Psykologiska institutionen, Centrum för etik, juridik och mental hälsa, Gothenburg University, Department of Psychology, Centre for Ethics, Law, and Mental Health
Göteborgs universitet Samhällsvetenskapliga fakulteten. Psykologiska institutionen. 
Göteborgs universitet Sahlgrenska akademin. Centrum för etik, juridik och mental hälsa. 
Ingår i: International Society for the Study of Individual Differences Meeting. Barcelona, Spain.
  • Konferensbidrag (övrigt vetenskapligt)
Abstract Ämnesord
  • Background: Organizational psychology often focuses on how personal characteristics match vocational choices. Nevertheless, while people may choose their work place, companies try to decide who is the best woman or man for the job. We detail the development, provide distributions and investigate the reliability of JobMatch, an instrument that measures work-relevant characteristics and experiences in relation to different types of jobs. Method: JobMatch was based on the ‘Big Five’ model of personality and semi-structured interviews with recruitment experts (e.g., human resources personnel, company leaders). A total of 18,002 individuals have completed JobMatch in real recruitment settings. Results: 10 scales, with 3 sub-scales in each, were identified as measures of important work-related individual characteristics and competence. These scales were verified through factor analysis. The Cronbach’s alphas varied between .74-.86. Conclusions: JobMatch is suggested as a promising framework in the prediction of suitability of individuals’ characteristics and competence against particular occupational positions.


SAMHÄLLSVETENSKAP  -- Psykologi (hsv//swe)
SOCIAL SCIENCES  -- Psychology (hsv//eng)


Big Five

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