Araştırma Makalesi
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PSİKOMETRİK YAKLAŞIM İLE PERSONEL SEÇİM SİSTEMİNİN KURULMASI: İNFAZ VE KORUMA MEMURLARININ ÖRTÜK PROFİL ANALİZİ İLE BELİRLENMESİ

Yıl 2022, Cilt: 24 Sayı: 2, 675 - 692, 20.12.2022
https://doi.org/10.26468/trakyasobed.1187211

Öz

Bu çalışmanın amacı, Adalet Bakanlığı’nda görev yapan infaz koruma ve memurlarının işe alımlarında kullanılacak bilgisayar destekli psikometrik yaklaşım ile bir değerlendirme sistemi kurulmasıdır. Kurulacak değerlendirme sisteminde iş tanımları doğrultusunda işin özelliklerine uygun aday nitelikleri ortaya koyularak bu nitelikleri ölçecek araçlar geliştirilip bilgisayarlı sisteme entegrasyonunun sağlanması hedeflenmiştir. Bu doğrultuda; infaz koruma ve memurluğunun özelliklerine uygun aday niteliklerini ölçecek test bataryası geliştirilerek, geçerlik ve güvenirlik çalışmaları yapılmış ve sisteme entegrasyonu sağlanmıştır. Test bataryası; 3 temel boyut 15 alt test 462 maddeden oluşan infaz koruma memuru adaylarının profil analizlerini ortaya koyacak biçimde ön uygulamaya hazırlanmıştır. 1016 kişi ile gerçekleştirilen ön uygulama ardından yapılan analizler sonrasında beklenilen alt ölçeklerde yer alıp almayan ya da başka faktörlerle binişik maddeler ölçekten çıkarıldıktan sonra ölçek 220 maddelik nihai halini almıştır. Bu uygulama verileri ile 220 maddelik ölçeğin, genel yapı ve uzmanlar tarafından adlandırılan boyutları ölçüp ölçmediğine ilişkin yapı geçerliği çalışması, doğrulayıcı faktör analizi ile yapılmış, temsil edilen modelin uyum indekslerinin uygun olduğu saptanmıştır. Test Bataryasının güvenilirliğine ilişkin Cronbach Alpha iç tutarlık katsayısı belirlenmiş, temel ve alt boyutlarda yer alan maddelerin birbiriyle tutarlı olduğu tespit edilmiştir. Bu çalışma ile amaçlandığı gibi, Adalet Bakanlığı’nda görev yapan infaz ve koruma memurlarının işe alımlarında kullanılacak bilgisayar destekli psikometrik yaklaşım ile bir değerlendirme sistemi kurulup; iş tanımları doğrultusunda işin özelliklerine uygun aday niteliklerinin sağlanıp sağlanmadığını belirlemede geçerli ve güvenilir ölçümler yapabilecek araçlar geliştirilip bilgisayarlı sisteme entegrasyonunun sağlanmıştır.

Kaynakça

  • Abtahamson, R. L., & Pickle, H. B. (1996). Introduction to Business. Gookyesr Publising Company.
  • AERA, APA, & NCME. (2014). Standards for educational and psychological testing. American Educational Research Association.
  • Akogul, S., & Erisoglu, M. (2017). An approach for determining the number of clusters in a model-based cluster analysis. Entropy, 19(9). https://doi.org/10.3390/e19090452
  • Byars, L. L., & Rue, L. W. (2000). Human Resource Management. Irwin/McGraw-Hill. https://books.google.com.tr/books?id=g9tUnxxU0tUC
  • Carless, S. A. (2009). Psychological testing for selection purposes: A guide to evidence-based practice for human resource professionals. International Journal of Human Resource Management, 20(12), 2517–2532. https://doi.org/10.1080/09585190903363821
  • Cascio, W. F. (2019). Managing human resources : productivity, quality of work life, profits.
  • Chatman, J. A. (1989). Improving interactional organizational research: A model of person-organization fit. In The Academy of Management Review (Vol. 14, Issue 3, pp. 333–349). Academy of Management. https://doi.org/10.2307/258171
  • Daft, R. L. (2014). New era of management.
  • DeCenzo, D. A., & Robbins, S. P. (2007). Human resource management : concepts and practices. John Wiley & Sons.
  • Elfenbein, H. A., & O’Reilly, C. A. (2007). Fitting in: The effects of relational demography and person-culture fit on group process and performance. Group and Organization Management, 32(1), 109–142. https://doi.org/10.1177/1059601106286882
  • Geiser, C., Lehmann, W., & Eid, M. (2006). Separating “Rotators” From “Nonrotators” in the Mental Rotations Test: A Multigroup Latent Class Analysis. Multivariate Behavioral Research, 41(3), 261–293. https://doi.org/10.1207/s15327906mbr4103_2
  • Ghorpade, J. (1988). Job Analysis : a handbook for the human resource director. Prentice Hall.
  • Gomez-Mejia, L. R., Balkin, D. B., Cardy, R. L., & Carson, K. P. (2007). Managing human resources. Pearson/Prentice Hall Upper Saddle River, NJ.
  • Gratton, L., Hope Hailey, V., Stiles, P., & Truss, C. (1999). Strategic Human Resource Management: Corporate Rhetoric and Human Reality. Oxford University Press. https://doi.org/10.1093/acprof:oso/9780198782049.001.0001
  • Heneman, H. G., Judge, T., & Kammeyer-Mueller, J. D. (2003). Staffing organizations. Mendota House Middleton, WI. Jöreskog, K., & Sörbom, D. (2000). LISREL [Computer Software]. Lincolnwood, IL: Scientific Software. Inc. Kline, R. B. (2016). Principles and practice of structural equation modeling. Guilford Press. MacLachlan, D., & Peel, D. (2000). Finite Mixture Models. Wiley.
  • Mathis, R. L., Jackson, J. H., & Valentine, S. R. (2016). Human resource management : essential perspectives. McCormick, E. J., & Ilgen, D. R. (1995). Industrial and organizational psychology. Routledge.
  • McCutcheon, A. L. (2013). Latent class analysis.
  • Mondy, R. W., Noe, R. M., & Premeaux, S. R. (2002). Human Resource Management. Pearson Education International. https://books.google.com.tr/books?id=UCfePgAACAAJ
  • Nylund, K. L., Asparouhov, T., & Muthén, B. O. (2007). Deciding on the number of classes in latent class analysis and growth mixture modeling: A Monte Carlo simulation study. Structural Equation Modeling, 14(4), 535–569. https://doi.org/10.1080/10705510701575396
  • Olivera-Aguilar, M., Rikoon, S. H., & Robbins, S. B. (2017). Using Latent Profile Analysis to Identify Noncognitive Skill Profiles Among College Students. Journal of Higher Education, 88(2), 234–257. https://doi.org/10.1080/00221546.2016.1244413 Palmer, M., & Winters, K. T. (1990). Fundamentals of human resources. American Management Association, Extention Institute.
  • Rosenberg, J. M., van Lissa, C. J., Beymer, P. N., Anderson, D. J., Schell, M. J., & Schmidt, J. A. (2019). tidyLPA: Easily carry out Latent Profile Analysis (LPA) using open-source or commercial software [R package].
  • Rynes, S., & Gerhart, B. (1990). Interviewer assessments of applicant “fit”: An exploratory investigation. Personnel Psychology, 43(1), 13–35.
  • Schmidt, F. L. (2002). The role of general cognitive ability and job performance: Why there cannot be a debate. In Human Performance (Vol. 15, Issues 1–2, pp. 187–210). Lawrence Erlbaum Associates Inc. https://doi.org/10.1207/s15327043hup1501&02_12
  • Schmidt, F. L., Mack, M. J., & Hunter, J. E. (1984). Selection utility in the occupation of US park ranger for three modes of test use. Journal of Applied Psychology, 69(3), 490.
  • Schwarz, G. (1978). Estimating the Dimension of a Model. The Annals of Statistics, 6(2), 461–464. https://doi.org/10.1214/aos/1176344136
  • Uhl-Bien, M., Schermerhorn, J. R., & Osborn, R. N. (2014). Organizational Behavior, 13th Edition. John Wiley & Sons.

A PSYCHOMETRIC APPROACH TO PERSONEL SELECTION: LATENT PROFILE ANALYSIS OF PRISON OFFICER CANDIDATES

Yıl 2022, Cilt: 24 Sayı: 2, 675 - 692, 20.12.2022
https://doi.org/10.26468/trakyasobed.1187211

Öz

Choosing the right candidate for the job is a continuing concern within the public and private sectors. The personnel selection systems are one of the most important factors affecting the efficiency of organizations that has to be considered carefully, which aims to find the best candidate by matching qualifications and requirements of the job. Thus, psychometric assessments are used to employ the most skilled person among applicants. One of the most significant challenges of assessing candidates is the validity of the psychometric test used to assess candidate performances. Lack of evidence on scales and candidate population may mislead recruiters to hire unqualified individuals for the position. A considerable amount of literature has been published on using psychological scales for recruitment. However, much less is known about candidate’s latent profiles. This study highlights the importance of validation of scale in recruitment and seeks to reveal the latent profiles of candidates. The latent profile analysis identified two profiles for Vocational Adjustment, Social Skills, and Self-Control. The study results indicate that advanced and low Vocational Adjustment profiles show no extreme difference in both respects except for the Time management scores. However, higher profiles outperformed on Stress, Emotional Sensitivity, and Emotional Adaptation for the Social Skills domain. Like previous findings, self-consciousness scores are the highest of all subtests among low component profiles for the Self-Control domain

Kaynakça

  • Abtahamson, R. L., & Pickle, H. B. (1996). Introduction to Business. Gookyesr Publising Company.
  • AERA, APA, & NCME. (2014). Standards for educational and psychological testing. American Educational Research Association.
  • Akogul, S., & Erisoglu, M. (2017). An approach for determining the number of clusters in a model-based cluster analysis. Entropy, 19(9). https://doi.org/10.3390/e19090452
  • Byars, L. L., & Rue, L. W. (2000). Human Resource Management. Irwin/McGraw-Hill. https://books.google.com.tr/books?id=g9tUnxxU0tUC
  • Carless, S. A. (2009). Psychological testing for selection purposes: A guide to evidence-based practice for human resource professionals. International Journal of Human Resource Management, 20(12), 2517–2532. https://doi.org/10.1080/09585190903363821
  • Cascio, W. F. (2019). Managing human resources : productivity, quality of work life, profits.
  • Chatman, J. A. (1989). Improving interactional organizational research: A model of person-organization fit. In The Academy of Management Review (Vol. 14, Issue 3, pp. 333–349). Academy of Management. https://doi.org/10.2307/258171
  • Daft, R. L. (2014). New era of management.
  • DeCenzo, D. A., & Robbins, S. P. (2007). Human resource management : concepts and practices. John Wiley & Sons.
  • Elfenbein, H. A., & O’Reilly, C. A. (2007). Fitting in: The effects of relational demography and person-culture fit on group process and performance. Group and Organization Management, 32(1), 109–142. https://doi.org/10.1177/1059601106286882
  • Geiser, C., Lehmann, W., & Eid, M. (2006). Separating “Rotators” From “Nonrotators” in the Mental Rotations Test: A Multigroup Latent Class Analysis. Multivariate Behavioral Research, 41(3), 261–293. https://doi.org/10.1207/s15327906mbr4103_2
  • Ghorpade, J. (1988). Job Analysis : a handbook for the human resource director. Prentice Hall.
  • Gomez-Mejia, L. R., Balkin, D. B., Cardy, R. L., & Carson, K. P. (2007). Managing human resources. Pearson/Prentice Hall Upper Saddle River, NJ.
  • Gratton, L., Hope Hailey, V., Stiles, P., & Truss, C. (1999). Strategic Human Resource Management: Corporate Rhetoric and Human Reality. Oxford University Press. https://doi.org/10.1093/acprof:oso/9780198782049.001.0001
  • Heneman, H. G., Judge, T., & Kammeyer-Mueller, J. D. (2003). Staffing organizations. Mendota House Middleton, WI. Jöreskog, K., & Sörbom, D. (2000). LISREL [Computer Software]. Lincolnwood, IL: Scientific Software. Inc. Kline, R. B. (2016). Principles and practice of structural equation modeling. Guilford Press. MacLachlan, D., & Peel, D. (2000). Finite Mixture Models. Wiley.
  • Mathis, R. L., Jackson, J. H., & Valentine, S. R. (2016). Human resource management : essential perspectives. McCormick, E. J., & Ilgen, D. R. (1995). Industrial and organizational psychology. Routledge.
  • McCutcheon, A. L. (2013). Latent class analysis.
  • Mondy, R. W., Noe, R. M., & Premeaux, S. R. (2002). Human Resource Management. Pearson Education International. https://books.google.com.tr/books?id=UCfePgAACAAJ
  • Nylund, K. L., Asparouhov, T., & Muthén, B. O. (2007). Deciding on the number of classes in latent class analysis and growth mixture modeling: A Monte Carlo simulation study. Structural Equation Modeling, 14(4), 535–569. https://doi.org/10.1080/10705510701575396
  • Olivera-Aguilar, M., Rikoon, S. H., & Robbins, S. B. (2017). Using Latent Profile Analysis to Identify Noncognitive Skill Profiles Among College Students. Journal of Higher Education, 88(2), 234–257. https://doi.org/10.1080/00221546.2016.1244413 Palmer, M., & Winters, K. T. (1990). Fundamentals of human resources. American Management Association, Extention Institute.
  • Rosenberg, J. M., van Lissa, C. J., Beymer, P. N., Anderson, D. J., Schell, M. J., & Schmidt, J. A. (2019). tidyLPA: Easily carry out Latent Profile Analysis (LPA) using open-source or commercial software [R package].
  • Rynes, S., & Gerhart, B. (1990). Interviewer assessments of applicant “fit”: An exploratory investigation. Personnel Psychology, 43(1), 13–35.
  • Schmidt, F. L. (2002). The role of general cognitive ability and job performance: Why there cannot be a debate. In Human Performance (Vol. 15, Issues 1–2, pp. 187–210). Lawrence Erlbaum Associates Inc. https://doi.org/10.1207/s15327043hup1501&02_12
  • Schmidt, F. L., Mack, M. J., & Hunter, J. E. (1984). Selection utility in the occupation of US park ranger for three modes of test use. Journal of Applied Psychology, 69(3), 490.
  • Schwarz, G. (1978). Estimating the Dimension of a Model. The Annals of Statistics, 6(2), 461–464. https://doi.org/10.1214/aos/1176344136
  • Uhl-Bien, M., Schermerhorn, J. R., & Osborn, R. N. (2014). Organizational Behavior, 13th Edition. John Wiley & Sons.
Toplam 26 adet kaynakça vardır.

Ayrıntılar

Birincil Dil İngilizce
Bölüm Araştırma Makalesi
Yazarlar

Elif Bengi Ünsal Özberk 0000-0003-3605-3983

Eren Halil Özberk 0000-0003-2136-3081

Erken Görünüm Tarihi 20 Aralık 2021
Yayımlanma Tarihi 20 Aralık 2022
Yayımlandığı Sayı Yıl 2022 Cilt: 24 Sayı: 2

Kaynak Göster

APA Ünsal Özberk, E. B., & Özberk, E. H. (2022). A PSYCHOMETRIC APPROACH TO PERSONEL SELECTION: LATENT PROFILE ANALYSIS OF PRISON OFFICER CANDIDATES. Trakya Üniversitesi Sosyal Bilimler Dergisi, 24(2), 675-692. https://doi.org/10.26468/trakyasobed.1187211
AMA Ünsal Özberk EB, Özberk EH. A PSYCHOMETRIC APPROACH TO PERSONEL SELECTION: LATENT PROFILE ANALYSIS OF PRISON OFFICER CANDIDATES. Trakya University Journal of Social Science. Aralık 2022;24(2):675-692. doi:10.26468/trakyasobed.1187211
Chicago Ünsal Özberk, Elif Bengi, ve Eren Halil Özberk. “A PSYCHOMETRIC APPROACH TO PERSONEL SELECTION: LATENT PROFILE ANALYSIS OF PRISON OFFICER CANDIDATES”. Trakya Üniversitesi Sosyal Bilimler Dergisi 24, sy. 2 (Aralık 2022): 675-92. https://doi.org/10.26468/trakyasobed.1187211.
EndNote Ünsal Özberk EB, Özberk EH (01 Aralık 2022) A PSYCHOMETRIC APPROACH TO PERSONEL SELECTION: LATENT PROFILE ANALYSIS OF PRISON OFFICER CANDIDATES. Trakya Üniversitesi Sosyal Bilimler Dergisi 24 2 675–692.
IEEE E. B. Ünsal Özberk ve E. H. Özberk, “A PSYCHOMETRIC APPROACH TO PERSONEL SELECTION: LATENT PROFILE ANALYSIS OF PRISON OFFICER CANDIDATES”, Trakya University Journal of Social Science, c. 24, sy. 2, ss. 675–692, 2022, doi: 10.26468/trakyasobed.1187211.
ISNAD Ünsal Özberk, Elif Bengi - Özberk, Eren Halil. “A PSYCHOMETRIC APPROACH TO PERSONEL SELECTION: LATENT PROFILE ANALYSIS OF PRISON OFFICER CANDIDATES”. Trakya Üniversitesi Sosyal Bilimler Dergisi 24/2 (Aralık 2022), 675-692. https://doi.org/10.26468/trakyasobed.1187211.
JAMA Ünsal Özberk EB, Özberk EH. A PSYCHOMETRIC APPROACH TO PERSONEL SELECTION: LATENT PROFILE ANALYSIS OF PRISON OFFICER CANDIDATES. Trakya University Journal of Social Science. 2022;24:675–692.
MLA Ünsal Özberk, Elif Bengi ve Eren Halil Özberk. “A PSYCHOMETRIC APPROACH TO PERSONEL SELECTION: LATENT PROFILE ANALYSIS OF PRISON OFFICER CANDIDATES”. Trakya Üniversitesi Sosyal Bilimler Dergisi, c. 24, sy. 2, 2022, ss. 675-92, doi:10.26468/trakyasobed.1187211.
Vancouver Ünsal Özberk EB, Özberk EH. A PSYCHOMETRIC APPROACH TO PERSONEL SELECTION: LATENT PROFILE ANALYSIS OF PRISON OFFICER CANDIDATES. Trakya University Journal of Social Science. 2022;24(2):675-92.
Resim

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