INFLUENCE OF CRITERION-CHANGE ON SUPERVISORY RATING CONCERNING THE FIVE FACTOR MODEL

Abstract

This study was carried out in a Hungarian Telecommunication Inquiry Service, where a new software was introduced in 1996. The objective of my work was to investigate the criterion-changes of the operator job in a six-year period and their reflections in the supervisory ratings of performance. The differences in the supervisory preferences were shown through the operators´ personality profiles. To describe the operators´ personality the Five Factor Model (NEO-PI-R by \sc Costa-McCrae, [2]) was used in this special context. I was interested in the changes of the predictive validity of the personality factors depending on the modifications of the criteria of successful person-job fit. Relations were studied, on the one hand, between the criterion change and the supervisory ratings about the operators´ achievements, on the other hand between the operators´ personality profiles and their supervisory judgements.