PERSONNEL-SELECTION

This chapter reviews literature from approximately mid-1993 through ea rly 1996 in the areas of performance and criteria, validity, statistic al and equal opportunity issues, selection for work groups, person-org anization fit, applicant reactions to selection procedures, and resear ch on predictors, including ability, personality, assessment centers, interviews, and biodata. The review revolves around three themes: (a) attention toward criteria and models of performance, (b) interest in p ersonality measures as predictors of job performance, and (c) work on the person-organization fit selection model. In our judgment, these th emes merge when it is recognized that development of performance model s that differentiate criterion constructs reveal highly interpretable relationships between the predictor domain (i.e. ability, personality, and job knowledge) and the criterion domain (i.e. technical proficien cy, extra-technical proficiency constructs such as prosocial organizat ional behavior, and overall job performance). These and related develo pments are advancing the science of personnel selection and should enh ance selection practices in the future.