Generational and Job Level Classification Influences on Pre-Employment Personality Testing: Can They Help Predict Employee Job Performance or Turnover?
Given the substantial cost of healthcare in the U.S. economy, healthcare organizations have a social responsibility to actively control their costs of operations. Personnel expenses are the largest component of hospital costs, and personnel selection meaningfully affects the quality of patient care and health outcomes. Among the tools available to assist organizations with the selection of employees, the efficacy of pre-employment personality tests has been studied over many years and throughout many organizations. The literature is replete with examples of the various types of personality tests developed, along with the many iterations of refinements performed to “build a better mousetrap.” This study looks at generational and job level components of the employees hired at The University of Texas M. D. Anderson Cancer Center during the calendar years of 2015 and 2016 in an effort to determine if refinements in its internally-developed personality test can better predict employee job performance and turnover outcomes. The dependent variables in this study are pre-employment personality test score, job performance initial review score, and turnover status. Independent variables in this study are generation, manager or non-manager job level classification, race, and gender. For the continuous dependent variable of job performance initial review score and pre-employment personality test score, correlation and regression analyses were performed. For the binary dependent variable of turnover, logistic regression analysis was conducted. Results indicate weak, but significant, correlations between generation and job level classification with pre-employment tests and job performance initial evaluation scores. No significant relationships were found for employee turnover. This study provides the basis for further research into the value of generational and job level impacts on pre-employment personality testing and employee job performance using a time-lag study of a larger and more geographically-diverse sample.
Behavioral psychology|Occupational psychology|Personality psychology|Quantitative psychology
Harrison, Christian Deanne, "Generational and Job Level Classification Influences on Pre-Employment Personality Testing: Can They Help Predict Employee Job Performance or Turnover?" (2017). Texas Medical Center Dissertations (via ProQuest). AAI10682735.