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Student Number 954207006
Author Ya-ning Tseng(´¿¶®¹ç)
Author's Email Address No Public.
Statistics This thesis had been viewed 2342 times. Download 11 times.
Department Graduate Institute of Human Resource Management
Year 2008
Semester 2
Degree Master
Type of Document Master's Thesis
Language English
Title Utility analysis of the Big Five personality inventory by using Taylor-Russell model, Naylor-Shine model and Brogden-Cronbach-Gleser model
Date of Defense 2009-07-06
Page Count 77
Keyword
  • big five personalities
  • utility analysis
  • Abstract Previous research of Big Five measures drew attention to their validity to job performance, but their economic value remained rarely discussed. The present study adopts three utility analysis models, Taylor-Russell model, Naylor-Shine model, and Brogden-Cronbach-Gleser model, to estimate the utility of using Big Five personality inventory as a selection device. The estimation process demonstrates how the utility analysis models could be used to capture the utility information of selection devices such as Big Five personality inventory in order to improve the decision making. The utility of using Big Five personality inventory would be calculated in terms of success ratio, standardized performance score, and dollar value, for the three utility analysis models respectively. These results of utility analysis and their practical implication are discussed.
    Table of Content CHAPTER ONE INTRODUCTION 1
    CHAPTER TWO LITERATURE REVIEW 4
    2-1 Personalities4
    2-2 Big Five Taxonomy of Personality 7
    2-3 Big Five Personalities and Job Performance 11
    2-4 The Economic Gain of Better Performance by Selection 14
    2-5 Utility Analysis and Models 17
    2-5-1 Taylor-Russell Model 20
    2-5-2 Naylor-Shine Model 21
    2-5-3 Brogden-Cronbach-Gleser Model 22
    2-6 Criterion-Related Validity and Utility Analysis 24
    2-7 Estimation of the Economic Value of Job Performance (SDy) 25
    CHAPTER THREE METHOD 30
    3-1 Research Design 30
    3-1-1Taylor-Russell Model 31
    3-1-2Naylor-Shine Model 32
    3-1-3Brogden-Cronbach-Gleser Model 33
    3-2 Sample 33
    3-3 Measures 35
    3-3-1 Job Performance 36
    3-3-2 Big Five Personalities 36
    3-3-3 Control Variables 38
    3-3-4 Criterion-Related Validity 39
    3-3-5 Economic Value of Job Performance (SDy) 40
    3-3-6 Cost 42
    CHAPTER FOUR RESULTS 44
    4-1 Descriptive Analysis 44
    4-2 Regression Analysis 46
    4-3 Utility Analysis 49
    4-3-1Taylor-Russell Model 49
    4-3-2Naylor-Shine Model 51
    4-3-3Brogden-Cronbach-Gleser Model 53
    4-3-4Break-Even Analysis for Brogden-Cronbach-Gleser Model 56
    CHAPTER FIVE DISCUSSION 59
    5-1Discussion of Results 59
    5-2Implications 64
    5-3Future Research 67
    5-4Conclusions 68
    REFERENCE 70
    LIST OF FIGURES
    Figure 1 Regression Analysis Design 30
    Figure 2 Expected Success Ratios Under Taylor-Russell Model 51
    Figure 3 Expected Average Increase in Job Performance Under Naylor-Shine
    Model 53
    Figure 4 Increased Utility Under Brogden-Cronbach-Gleser Model 55
    LIST OF TABLES
    Table 1 The Big Five Dimensions and Sub-dimensions 9
    Table 2 Example of Productivity Estimation 42
    Table 3 Means, Standard Deviations, and Correlations 45
    Table 4 Results of Regression Analysis of Supervisor-Rated Performance and Self-Rated Performance 48
    Table 5 Hypothetical Calculations of Utility for Taylor-Russell Model (Supervisor-Rated Performance as Criterion) 49
    Table 6 Utility Calculation Under Brogden-Cronbach-Gleser Model (Supervisor-Rated Performance as Criterion) 54
    Table 7 Break-Even Analysis for Brogden-Cronbach-Gleser Model (Supervisor-Rated Performance as Criterion) 57
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  • Mei-yu Fang(©Ğ¬ü¥É)
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    Date of Submission 2009-07-18

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