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The goal of this research was to examine how well aptitude and personality measures combined could predict job performance and job satisfaction, for a sample of entry-level police constables. In the first phase, eight job analyses were conducted on various entry-level policing positions using the Position Analysis Questionnaire (PAQ). Upon comparing the resulting eight profiles, using a variety of techniques, it was determined that all jobs analyzed were similar and could be considered as one job for the remainder of the analyses. In the second phase, seven raters were asked to conceptually link the Sixteen Personality Factor Questionnaire (16PF) second-order factors and criterion scales to select PAQ personality attributes. This rating task was completed so that only select personality variables would be used in the analyses. Six of the 19 PAQ personality attributes were linked to select 16PF second-order factors/criterion scales. These six PAQ personality attributes were conceptually related to five of the eight 16PF second-order factors/criterion scales. Only those five 16PF factors/scales were used in subsequent analyses. In the third phase, aptitude, personality, job performance and job satisfaction data were collected. Of the 335 constables who were eligible to participate in the study, 151 (45%) agreed to participate. The researcher was given access to: officers' scores on the General Aptitude Test Battery (GATB) and the 16PF, supervisors' six-month performance evaluation ratings of the officers, officers' employment equity target group (if applicable), the number of months officers had been in their present job(s), and the size of community in which the officers policed. In the fourth phase, supervisors of those officers who agreed to participate in this study were sent a modified job performance instrument to complete. Of the 139 instruments that were sent out, 130 (93.5%) were returned. The data were analyzed using hierarchical multiple regression, correlation analysis and partial correlation analysis. Hierarchical multiple regression was used to determine whether the incremental validity of personality over aptitude was present. The main body of the results section focuses on the findings from the researcher's measure of job performance (hereafter referred to as JPNEW) and the job satisfaction data. The GATB and the 16PF were both good predictors of job performance. As well, both predictors were significantly correlated with some aspects of job satisfaction. Moreover, incremental validity was present for one of the six job performance dimensions, as well as for the overall rating of job performance. (Abstract shortened by UMI.)Dept. of Psychology. Paper copy at Leddy Library: Theses & Major Papers - Basement, West Bldg. / Call Number: Thesis1995 .T65. Source: Dissertation Abstracts International, Volume: 56-11, Section: B, page: 6438. Adviser: Martin Mort. Thesis (Ph.D.)--University of Windsor (Canada), 1995.
Tomini, Brenda A., "The person-job fit: Implications of selecting police personnel on the basis of job dimensions, aptitudes and personality traits." (1995). Electronic Theses and Dissertations. 4156.