The relationship between personality and work performance has long attracted the attention of both employers and job seekers. Individuals often seek careers that align with their personality, assuming that fit will increase both success and satisfaction. Organizations, on the other hand, attempt to identify personality traits that may predict performance in specific roles. Yet the use of personality tests in recruitment has been consistently debated. A central concern is job relevance : whether the trait being measured is meaningfully connected to actual job requirements (Spector, 1999). Without clear evidence of this connection, personality assessment risks becoming both unfair to candidates and weak in predictive validity for organizations. The issue, therefore, is not whether personality matters. It is whether the specific trait being evaluated genuinely contributes to performance in the role in question. Despite these concerns, personality measures fr...
Reconsidering the psychology of work, learning, and everyday life