Hence, the relationship between KSAOs and the criteria could be unstable (Sturman, 2007) and thereby decision-making in personnel ion should also consider fluctuations of criteria over time (Sonnentag & Frese, 2012). Deadrick and Madigan (1990) have defined dynamic criteria as "systematic changes in critical job behaviours or outcomes over time" (p. Interest in dynamic criteria has been growing since the 1960s, when the first studies were undertaken (Sackett & Lievens, 2008). The present paper is focused on the first of these characteristics: the "dynamic criteria". These difficulties, also known as "criterion problem", are due to the dynamic, multidimensional, situation-specific, and multial nature of criteria (Austin & Villanova, 1992). However, despite their undeniable relevance, conceptualising the criteria is still difficult (e.g., García-Izquierdo & García-Izquierdo, 2006 Ones & Viswesvaran, 2002 Sackett & Lievens, 2008). The criteria used to be samples of workers' effectiveness and performance relevant to decision making processes in organizations (Austin & Villanova, 1992). The personnel ion process encompasses the identification, measurement and prediction of knowledge, skills, abilities and other characteristics (KSAOs) that predict the job criteria established by the organization (Chan, 1998). Finalmente, se hacen recomendaciones acerca de la elección de predictores en los procesos de selección de jugadores de baloncesto. Los resultados obtenidos fueron los siguientes: (1) la importancia de los predictores varia a lo largo de la temporada, (2) el principal predictor de las fluctuaciones es el factor de personalidad "apertura a la experiencia", si bien todas las variables salvo el factor "responsabilidad" participan en el modelo predictivo y (3) la experiencia muestra una menor capacidad predictiva que los otros predictores. Los modelos predictivos se realizaron con la formulación de máxima entropía generalizada, utilizando como predictores la personalidad según el modelo de los Big Five, la experiencia, y la motivación intrinseca y como criterio se tomo la eficacia, con medidas objetivas. Con la dinámica de los criterios como marco teórico, se analizaron los resultados de 34 jugadores semi-profesionales durante una temporada deportiva. Finally, some recommendations are made regarding the choice of predictors for the selection of basketball players.Įn el presente artículo se analiza la predicción del rendimiento y de sus fluctuaciones en el ámbito del baloncesto. The predictive models were developed using generalized maximum entropy formulation, and results show that: (1) the relevance of the predictors of effectiveness is different each time they are analysed (2) all variables except conscientiousness predict the fluctuations, and openness to experience is the most influential predictor and (3) job experience is less relevant than personality and motivation. The predictor variables (the Big Five personality factors, job experience and motivation) were obtained by means of self-report, while effectiveness was determined through objective data (statistics of matches). The present study analyses the prediction of the effectiveness and its fluctuations of 34 semi-professional basketball players throughout a sport season using the dynamic criteria as theoretical framework.
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