The rise of interest questionnaires in HR and industrial psychology and their importance for an employee centered HR policy Interest questionnaires have long been neglected in Industrial Psychology. A supposed lack of predictive validity for job performance kept these questionnaires at the sidelines of industrial psychology and HR use. But recently, meta-analytic research has shown that interest questionnaires have a substantial predictive validity for job performance, making it an ideal instrument for an employee centered HRM policy. This article presents a literature review, starting with an historical overview, presenting a dynamic model for interests, combining both situational and dispositional elements. Relations with relevant organizational variables such as performance, motivation, and career success are being discussed, supporting the central role of interests in lifelong learning and development. This central role is illustrated by means of a causal, nomological model, containing both proximal and distal factors. Some recent applications of interests, with a focus on technological, health and green job requirements are discussed, together with an emphasis on client autonomy and career management. These developments show that interest questionnaires are an ideal instrument at the center of HR policy, with a focus on employee driven, culture fair selection and development processes within organizations.
|Translated title of the contribution||The rise of interest questionnaires in HR and industrial psychology and their importance for an employee centered HR policy|
|Number of pages||31|
|Journal||Gedrag & Organisatie|
|Publication status||Published - Mar 2022|
- Interest questionnaires, meta-analysis, predictive validity, Setpoint, worker autonomy, Lifelong learning