Original Research

Predicting work Performance through selection interview ratings and Psychological assessment

Liziwe Nzama, Marie de Beer, Delene Visser
SA Journal of Industrial Psychology | Vol 34, No 3 | a750 | DOI: https://doi.org/10.4102/sajip.v34i3.750 | © 2008 Liziwe Nzama, Marie de Beer, Delene Visser | This work is licensed under CC Attribution 4.0
Submitted: 17 September 2008 | Published: 18 November 2008

About the author(s)

Liziwe Nzama, EDCON, South Africa
Marie de Beer, UNISA, South Africa
Delene Visser, UNISA, South Africa

Full Text:



The aim of the study was to establish whether selection interviews used in conjunction with psychological assessments of personality traits and cognitive functioning contribute to predicting work performance. The sample consisted of 102 managers who were appointed recently in a retail organisation. The independent variables were selection interview ratings obtained on the basis of structured competency-based interview schedules by interviewing panels, fve broad dimensions of personality defned by the Five Factor Model as measured by the 15 Factor Questionnaire (15FQ+), and cognitive processing variables (current level of work, potential level of work, and 12 processing competencies) measured by the Cognitive Process Profle (CPP). Work performance was measured through annual performance ratings that focused on measurable outputs of performance objectives. Only two predictor variables correlated statistically signifcantly with the criterion variable, namely interview ratings (r = 0.31) and CPP Verbal Abstraction (r = 0.34). Following multiple regression, only these variables contributed signifcantly to predicting work performance, but only 17.8% of the variance of the criterion was accounted for.


work performance; psychological assessment; personality traits; cognitive functioning; Cognitive Process Profle


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Crossref Citations

1. The validity of the Big Five personality traits for job performance: Meta‐analyses of South African studies
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