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A Sample Thesis Chapter 1

 

 

 

Chapter 1: Introduction

The idea of personality traits may be as old as human language itself. Aristotle (384–322 BC), writing the Ethics in the fourth century BC, saw dispositions such as vanity, modesty and cowardice as key determinants of moral and immoral behaviour. He also described individual differences in these dispositions, often referring to excess, defect and intermediate levels of each. His student Theophrastus (371–287 BC) wrote a book describing thirty 'characters' or personality types, of which a translator remarked that Theophrastus's title might better be rendered 'traits' (Rusten, Cunningham & Knox, 1993). Basic to his whole enterprise was the notion that individual good or bad traits of character may be isolated and studied separately.  

Studies of human performance provide one of the prime methods for investigating associations between traits and objective indices of behaviour. This concept had led to the development of personality tests, which has long been useful for employees especially in screening out job applicants. For example, in some airlines personality questionnaires are used to screen out applicants who may be vulnerable to mental illness (Dolgin & Gibb, 1989). Specific types of tests like the Big Five model have become increasingly popular as a selection and assessment guide in occupational studies of personality (Matthews, 1997). Many different traits, both broad and narrow, have been studied in relation to performance. These studies in turn had been used by companies or employers to assess their applicants and ensure that their employees will benefit the organisation. 

Purpose of the Study

This research was conducted in order to critically evaluate and examine the status and role of personality questionnaire in the selection, retention and recruitment of employees. This paper explores how personality questionnaire can identify the different abilities and behaviours of job applicants. The role, benefits and downsides of using personality questionnaires are also discussed in this study. The conduction of this research is likely to benefit both employers and applicants. Specifically, this study highlights the important points that employers must consider in order to use personality questionnaires effectively. On the other hand, this paper helps applicant obtain a clearer understanding on the purpose of taking personality tests.  

Thesis Statement

            The researcher aimed to address the following research questions:

  1. What role does personality questionnaires in the recruitment and appraisal of employees?
  2. Can HR personnel rely on personality test’s efficacy and accuracy?
  3. What are the pros and cons of using personality questionnaires in conducting various HR processes?

 

 

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