Article

The Social and Organizational Context of Personnel Selection

Robert E. Ployhart and Benjamin Schneider

in The Oxford Handbook of Personnel Assessment and Selection

Published in print March 2012 | ISBN: 9780199732579
Published online November 2012 | | DOI: http://dx.doi.org/10.1093/oxfordhb/9780199732579.013.0004

Series: Oxford Library of Psychology

 The Social and Organizational Context of Personnel Selection

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Selection research tends to occur in a vacuum with a disproportionate emphasis on individual-level validity, seemingly oblivious to the world and context around it. We argue that selection research will be enhanced, and probably will more likely be implemented, if scholars take context seriously. However, doing so requires a change in theory, method, and analysis. We first explain what context is and why it has been neglected in selection research. We then describe theory and research on social and organizational contextual factors relevant to selection. Our argument is not that context will moderate the validity of predictor-performance relationships, but rather that context exerts a strong direct influence on performance and the selection process itself. We conclude with a discussion of implications for research and practice. If one truly cares about the prediction of performance, then one should care about both contextual and individual differences.

Keywords: selection context; social context; organizational context; environment

Article.  14465 words. 

Subjects: Psychology ; Organizational Psychology ; Research Methods in Psychology

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