Studies Of Predictive Validity Of Cattell's 16PF In The Job Performance Of Enterprise Managers

The personality consists of some stable and unique patterns of the psychology and behaviors of people and it is closely related to the ways of thinking and behavioral styles of people in the work. More and more studies showed that personalistic traits can effectively predict the job performance of people, therefore, the personalistic measurements are widely used in the selection of all kinds of occupations gradually. The personalistic measurements are hoped to select the high-quality and high-performance staff accurately. The 16PF is one of the most popular scale of the personalistic measurements in the Chinese enterprises, but the number of study about the predictive validity of 16 PF in the Chinese enterprises is rare, in the same way, the study of 16 PF on the relationship between the personality traits and job performance is lacking.Present study investigated managers of a large state-owned enterprise by the quality and quantity method combining to explore the predictive validity of 16 PF in testing the job performance of the middle-level managers of enterprises and analysis the relationship between the personality traits and job performance. It is hoped that the analysis and exploring of present study can give some reference to the application of 16 PF in the enterprise selection and enrich the studies of the relationship between the personality traits and job performance in our country.Questionnaire was used in Study One. After the personality test, collecting job performance evaluations of their superiors, subordinates, business personnel departments and peers to explore the predictive validity of 16 PF test 1-3 years later.Interviews were used in Study Two. Typical cases were selected to know their job performance, their personality traits and the influence that their personality traits works on their job performance through interviews with subjects'superiors, subordinates, business personnel departments and peers to have a detailed view to the working ways that personality traits affect job performance in practical work. The major findings of these two studies are as follows:1. In the evaluation of superiors, Factor Q3 (follows own urges: socially controlled) and X1(anxiety) can predict the task performance of enterprise middle-level managers effectively; X1 (anxiety) and X2 (extraversion) can predict interpersonal facilitation effectively; Factor I (tough-minded: emotionally sensitive ), Factor L (trusting: suspicious), Factor Q3 (follows own urges: socially controlled), and Factor Q4 (relaxed: tense) can forecast adapting performance effectively. Four special formula can predict the performance of a certain role.2. In the evaluation of personnel department, subordinates and peers, Factor C (emotionally less stable: emotionally stable) can predict part of the evaluation of these three aspects of performance; managers with higher Factor N (forthright: shrewd) get praise of personnel departments and peers more easily; and managers with higher Factor A (reserved: outgoing) get praise of subordinates and peers more easily; Factor B (less intelligent: more intelligent) and Factor M (practical: imaginative) can partly forecast the job performance of subordinates, Factor Q3 (follows own urges: socially controlled)and Factor I (tough-minded: emotionally sensitive) can partly predict the job performance of the peers.3. Predictive validity of 16PF in job performance evaluation of superiors is higher than the evaluation of the other three aspects.4. In the four dimensions of job performance, predictive validity of 16PF to adapting performance is the highest. The interpersonal facilitation followed, predictive validity of the task performance is lower and the predictive validity of job dedication is the least.