Valorisation professionnelle des biais attributifs commis par des candidats à un emploi confrontés aux potentialités d'inférences du Gros Cinq

Abstract : It is of use, in recruiting situation, to characterize the applicants for a job by five dimensions known as personality dimensions. So one frequently uses the psychotechnical tests in which the given answers systematically conduce to assignments, and more precisely to internal assignment, even if they could be often the consequence of external causal factors. Our actual questions are, on the one hand about the possible valorization of these internal inferences, and on the other hand, more extensively, about the possible valorization of the attributive activity. Operationally, we asked to professionals of the recruitment to indicate, facing the items of a big five questionnaire exposing different conducts, the assignments that they should wait from a good (versus a bad) applicant for a job, knowing that missed the information permitting to do rationally any assignment. We observe, on the one hand that the valorization of the internal assignment is not systematic and that it depends notably on the proposed item valence, but especially that some assignments are valorized whereas our questionnaire made any attribution rationally impossible.
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Bernard Gangloff. Valorisation professionnelle des biais attributifs commis par des candidats à un emploi confrontés aux potentialités d'inférences du Gros Cinq. Psychologie du travail et des organisations, Elsevier Masson, 2009, 15 (3), pp.229-246. ⟨10.1016/S1420-2530(16)30171-6⟩. ⟨hal-01052878⟩

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