Personnalité et compétences en emploi : comparaison de la capacité prévisionnelle de deux configurations de la personnalité

Recent studies confirm that personality tests are widely used for selection in North American organizations and that their frequency of use continues to grow (Boudrias, Pettersen, Longpre & Plunier 2008; Rothstein & Goffin, 2006 ). However, research shows that the predictive relationship between personality and overall job performance is generally weak and that it remains similar to the initial results on the subject (Morgeson et al, 2007b;. Dzieweczynski & Murphy, 2005). This thesis aims to determine whether an improvement in the predictive relationship between personality and job performance could be achieved by modifying the way data obtained from personality inventories is used and by specifying the criteria to predict. To do so, the predictive ability of an approach centered on the criterion, that is to say, the use of compound variables of personality, is compared with the traditional approach centered on the predictor, in this case, the five factors (Big five). Moreover, job performance is operationalized in terms of job competencies, which makes it possible to differentiate the criteria and to increase its specificity. Hypotheses specifying the personality factors that should predict each competency are tested. In addition, hypotheses specifying the personality traits used to create the compound variables are also tested. Finally, a hypothesis comparing the predictive power of the two approaches is tested. The sample consisted of 225 employees occupying various jobs in a large Quebec organization. These employees have completed a work-contextualized personality inventory through the selection process of the organization. Their immediate supervisor conducted an assessment of their competencies and of their performance at least six (6) months after being hired. Thus, the design of this research is predictive and the method used is based on a confirmatory strategy, which is similar to the normal practices of testing used by industrial and organizational psychologists. Results indicate that the competencies are better predicted by a predictor-centered approach. Indeed, only three hypotheses pertaining to the relationship between personality factors and competencies proved partially supported. The results of additional statistical analyzes, performed in order to better understand the initial results, suggest the presence of moderating variables, including, in particular, the situational characteristics. In conclusion, it seems, at this time, much more likely for researchers to find a structured method for creating compound variables that would provide stronger predictive relationship, than to discover new compound variables that would be predictive of performance in every job and every organization. In addition, we encourage practitioners to pay attention to the way they use personality data. For the moment, it seems that personality factors predict, in part, future job performance. However, empirical evidence on the effectiveness of alternative approaches is relatively rare, and insufficient to accurately guide practitioners through the choice necessary for their use.

Keyphrases: Big Five, Personality, Competencies, personnel selection, Compound variables, Job performance