Objective: The goal of this research was to empirically evaluate the predictive utility of Harrison Assessment Talent Management System (HATS) for use as a selection instrument within organizational settings. Method: This was done by investigating the strength of the relationship between the job fit percentages generated by HATS and the performance ratings (i.e., number of life insurance policies sold within the first 6 months of employment ) of 238 employees (201 men and 37 women) working for a large American insurance company. Results: The correlation between HATS prediction scores and performance ratings yielded significant findings, r(236) = .599, p> .0001, indicating HATS is a useful instrument for predicting employee performance. Ancillary analysis revealed only 7 of 156 predictor variables significantly correlated with performance ratings. Further statistical procedures aimed at exploring the contribution of all 7 variables to performance ratings were conducted using multiple regression techniques. A significant but modest relationship was found between the vector of predictor traits and job performance, R = .395, F(7, 230) = 6.083, p > .001. In addition, the HATS attributes of Systematic (β = .275), Teaching (β = 184), and Planning (β = -.156) were found to be significant predictors of performance, p > .04. Conclusions: HATS was shown to be a significant predictor of job performance. The strength of the correlation coefficient along with its innovative methodology makes it somewhat unique among psychological tests used in organizational settings.
Keywords: Harrison Assessments, Harrison Assessments Talent Management Systems, Psychometric Testing, Predicting Performance, Measuring Performance, Personality, Interests, Intelligence, Person-Environment Fit, Motivation, Mood, and Uncertainty Factors.
|Advisor:||Tori, Christopher D.|
|School:||Alliant International University|
|Department:||Hong Kong, CSPP|
|School Location:||United States -- California|
|Source:||DAI-B 75/04(E), Dissertation Abstracts International|
|Subjects:||Behavioral psychology, Occupational psychology, Quantitative psychology|
|Keywords:||Harrison assessments talent management systems, Intelligence, Interests, Personality, Predicting performance, Psychometric testing|
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