A comparison of personality profiles of employees in selected job classification in a textile company

UNCG Author/Contributor (non-UNCG co-authors, if there are any, appear on document)
David Wayne McKinney (Creator)
The University of North Carolina at Greensboro (UNCG )
Web Site: http://library.uncg.edu/
William McGehee

Abstract: For the past five decades, business and industry have used psychological tests as a method of improving employee selection and placement. These tests include those designed to measure such entities as intelligence, aptitude, interest, and personality (Chruden, H. J., and Sherman, A.W. Jr., 1963). The present study is an investigation of the Edwards Personal Preference Schedule (EPPS) as a tool for employee selection and placement. The EPPS measures the relative strength of the following fifteen needs: achievement, deference, order, exhibition, autonomy, affiliation, intraception, succorance, dominance, abasement, nurturance, change, endurance, heterosexuality and aggression. A statement representing each of the fifteen traits is paired twice with statements representative of each of the other fourteen traits in a paired comparison, forced choice technique. If the EPPS is to be of help in employee selection it should differentiate between different groups of employees. Most of the research on the EPPS (Taylor, 1957; Dunnette, 1960; and Gray, 1963) has shown that people in different occupations do differ on several of the EPPS traits.

Additional Information

Language: English
Date: 1971
Employment tests
Textile workers $x Psychological testing

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