Developing biodata for public manager selection purposes: A comparison between fuzzy logic and traditional methods

• Antonio L. García-Izquierdo ^[1] ; Pedro J. Ramos-Villagrasa ^[2] ; María A. Lubiano ^[1]
  1. [1] Universidad de Oviedo

     Universidad de Oviedo

     Oviedo, España

     
  2. [2] Universidad de Zaragoza

     Universidad de Zaragoza

     Zaragoza, España

     
• Localización: Revista de psicología del trabajo y de las organizaciones = Journal of work and organizational psychology, ISSN 1576-5962, Vol. 36, Nº 3, 2020, págs. 231-242
• Idioma: inglés
• DOI: 10.5093/jwop2020a22
• Títulos paralelos:
  • El desarrollo de biodata para la selección de personal en puestos directivos de la Administración Pública: Una comparación entre la lógica difusa y los métodos tradicionales
• Enlaces
  • Texto completo (pdf)
• Dialnet Métricas: 6 Citas
• Resumen
  • español

    Los datos biográficos (biodata) se han utilizado en la selección de personal durante mucho tiempo debido, principalmente, a su buena validez predictiva en diferentes contextos, a su bajo falseamiento y a las reacciones positivas de los solicitantes de empleo. No obstante, podemos destacar el posible contenido discriminatorio como su principal desventaja. Por tanto, los objetivos de la presente investigación son, en primer lugar, desarrollar empíricamente ítems válidos y justos para la selección de puestos directivos en la Administración Pública y, en segundo lugar, comprobar la utilidad de la lógica difusa en el desarrollo de escalas con biodata para elegir los mejores ítems en términos de desempeño laboral, equidad y privacidad, de acuerdo con las perspectivas de directivos y de solicitantes de empleo. Los participantes en el estudio evaluaron 26 ítems según reglas tradicionales y difusas, y se obtuvieron 8 ítems altamente efectivos. Posteriormente se compararon ambos enfoques: aunque la lógica difusa demostró cierta eficacia, logró resultados similares a los del enfoque tradicional. Finalmente, se proponen futuros desarrollos de investigación e implicaciones prácticas en esta materia.

  • English

    Biodata have been widely used in personnel selection for a long time, mainly due to their predictive validity in different contexts, low faking, and positive applicant reactions. At the same time, some disadvantages need to be highlighted, with discriminatory content representing a major concern. In order to shed light on these issues, the objectives of the present research are twofold: firstly, we aim to develop biodata items for personnel selection for the provision of managerial positions in Public Administration and, secondly, we aim to test the fuzzy logic method as a valid approach for the development of biodata scales, with a view to choosing the best biodata items in terms of job performance, fairness, and privacy, according with manager and applicant perspectives. Participants assessed 26 items according to traditional and fuzzy rules, resulting in 8 highly effective items. Then, both approaches were compared: fuzzy logic turned out to have similar results as the traditional approach. Finnally, future developments in research an practical implications in the field are suggested.

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