93
views
0
recommends
+1 Recommend
1 collections
    0
    shares
      • Record: found
      • Abstract: found
      • Article: found
      Is Open Access

      Translation and adaptation into the Romanian language of the Personality-Related Position Requirements Form (PPRF) Translated title: Traducción y adaptación al rumano del Formulario de Requisitos del Puesto Relativos a Personalidad

      research-article

      Read this article at

      Bookmark
          There is no author summary for this article yet. Authors can add summaries to their articles on ScienceOpen to make them more accessible to a non-specialist audience.

          Abstract

          Abstract The present research aimed at the translation and adaptation from English into the Romanian language of the Personality-Related Position Requirements Form (PPRF), developed by Raymark, Schmit, and Guion. Within it, the job of operational non-commissioned officer (NCO) employed in the mobile structures of the Romanian Gendarmerie was analyzed. Four subsamples of participants were used: two subsamples of subject-matter experts in relation to the analyzed job, 87 job incumbents, and 32 supervisors, one subsample with 133 analyzed job incumbents and one subsample composed of supervisors of the participants from the previously mentioned subsample. The vast majority of reliability coefficients calculated for evaluating the inter-rater agreement had very good values both for the inventory's dimensions and subdimensions. Regarding the concurrent criterion-related validity, acceptable results were found by using the partial- and full-weighting approaches for criterion-related validation of job analysis tools.

          Translated abstract

          Resumen Esta investigación aborda la traducción y adaptación del inglés al rumano del Formulario de Requisitos del Puesto Relativos a la Personalidad desarrollado por Raymark, Schmit y Guion. En este context se analiza el puesto de suboficial operativo en las estructuras de la gendarmería rumana. Se utilizaron cuatro submuestras de participantes: dos de expertos en el puesto analizados, 87 ocupantes del puesto y 32 supervisores, una submuestra con 133 ocupantes de los puestos analizados y otra con supervisors de los participantes de la submuestra previamente mencionada. La mayoría de los coeficientes de fiabilidad calculados para evaluar el acuerdo entre jueces tenia muy buenos valores tanto para las dimensiones como para las subdimensiones del inventario. En lo que respecta a la validez concurrente relacionada con el criterio se obtuvieron resultados aceptables utilizando los métodos de ponderación parcial y complete para la validación relacionada con el criterio de los intrumentos de análisis.

          Related collections

          Most cited references26

          • Record: found
          • Abstract: not found
          • Article: not found

          THE BIG FIVE PERSONALITY DIMENSIONS AND JOB PERFORMANCE: A META-ANALYSIS

            Bookmark
            • Record: found
            • Abstract: not found
            • Article: not found

            PERSONALITY MEASURES AS PREDICTORS OF JOB PERFORMANCE: A META-ANALYTIC REVIEW

              Bookmark
              • Record: found
              • Abstract: found
              • Article: not found

              Personality and job performance: The Big Five revisited.

              Prior meta-analyses investigating the relation between the Big 5 personality dimensions and job performance have all contained a threat to construct validity, in that much of the data included within these analyses was not derived from actual Big 5 measures. In addition, these reviews did not address the relations between the Big 5 and contextual performance. Therefore, the present study sought to provide a meta-analytic estimate of the criterion-related validity of explicit Big 5 measures for predicting job performance and contextual performance. The results for job performance closely paralleled 2 of the previous meta-analyses, whereas analyses with contextual performance showed more complex relations among the Big 5 and performance. A more critical interpretation of the Big 5-performance relationship is presented, and suggestions for future research aimed at enhancing the validity of personality predictors are provided.
                Bookmark

                Author and article information

                Journal
                rpto
                Revista de Psicología del Trabajo y de las Organizaciones
                Rev. psicol. trab. organ.
                Colegio Oficial de la Psicología de Madrid (Madrid, Madrid, Spain )
                1576-5962
                2174-0534
                2017
                : 33
                : 1
                : 13-21
                Affiliations
                [1] orgnameMinistry of Internal Affairs orgdiv1Centre of Psychosociology Romania
                Article
                S1576-59622017000100013 S1576-5962(17)03300100013
                10.1016/j.rpto.2016.10.001
                a6c0bf9f-eecd-48f6-bc56-283b34052658

                This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.

                History
                : 25 July 2016
                : 11 October 2016
                Page count
                Figures: 0, Tables: 0, Equations: 0, References: 30, Pages: 9
                Product

                SciELO Spain

                Categories
                Articles

                Psychological test adaptation,Partial-weighting approach,Full-weighting approach,Personality-Related Position Requirements Form (PPRF),Personality-based job analysis,Adaptación a los tests psicológicos,Método de ponderación parcial,Método de ponderación total,Formulario de Requisitos del Puesto Relativos a la Personalidad,Análisis de puestos basado en la personalidad

                Comments

                Comment on this article