| Summary: | Includes bibliographical references (leaves 63-70). === The dearth of studies available examining the personality-performance relationship have raised criticisms about the predictive validity of personality assessment in recruitment and selection. The Employment Equity Act (Act No.55 of 1998) stipulates the use of scientifically proven, valid and realiable assessment instruments. This study investigated the validity of the Occupational Personality Questionnaire (OPQ 32i) as a valid predictor of job performance at a large financial services institution in South Africa. The extent to which specific personality dimensions could be correlated with job performance was determined. The sample participants comprised 132 employees, performing different roles, across different grade levels in the Administration and Finance job families. The performance rating was the criterion measure against which the predictive validity of the OPQ 32i was measured. This study produced low indices of validity between the criterion and the predictor. The OPQ 32i subscales produced high internal consistency, demonstrating the reliability of the OPQ 32i as an assessment tool. The results do not support previous findings of specific personality dimensions being valid predictors of performance across job categories. The numerous limitations have however highlighted implications for future research, particularly for the human resource performance appraisal process. The need for identification and measurement of specific personality dimensions during the performance appraisal has been suggested, as well as the use of more than one criterion measure to improve the reliability estimates of the criterion.
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