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Originalia

Intelligenz, Persönlichkeit, Einkommen und Fremdbeurteilungen der Leistung in sozialen Berufen

Eine Validierungsstudie

Published Online:December 21, 2011https://doi.org/10.1026/0932-4089/a000070

Abstract

Soziale Berufe (sensu KldB 92, Vh 86; Statistisches Bundesamt, 1992, S. 51) bilden ein wesentliches Segment des Arbeitsmarktes in Deutschland. Gleichwohl liegen bisher keine Befunde dazu vor, wie Intelligenz und Persönlichkeitsmerkmale mit Leistungsbeurteilungen und Einkommen in diesem Bereich zusammenhängen. Dies wurde in der vorliegenden Studie bei 142 erwerbstätigen Personen aus sozialen Berufen untersucht. Die Leistung wurde auf den Dimensionen aufgabenbezogene Leistung, Arbeitseinsatz und Sozialverhalten durch Vorgesetzte oder Kollegen beurteilt. Kontrolliert wurden Alter, Geschlecht und Bildung. Die Allgemeine Intelligenz stand in Beziehung zum Einkommen, nicht aber zur aufgabenbezogenen Leistung. Gewissenhaftigkeit stand in Beziehung zur aufgabenbezogenen Leistung und zum Arbeitseinsatz. Das Sozialverhalten sowie der Arbeitseinsatz standen in Beziehung zum Persönlichkeitsmerkmal Verträglichkeit. Diese Befunde liefern Hinweise darauf, dass Persönlichkeitstests bei der Personalauswahl auch in diesem Berufsbereich nutzbringend eingesetzt werden können. Für Intelligenztests konnte dies nicht nachgewiesen werden. Weitere theoretische und praktische Implikationen der Befunde sowie Stärken und Grenzen der Studie werden diskutiert.


Intelligence, personality, income, and job performance assessments by others in social welfare jobs: A validation study

Social welfare jobs form an important segment of the German labour market. However, there are yet no empirical data on how intelligence and personality relate to job performance and income in this labour market segment. 142 social welfare workers participated in this study. Job performance was assessed on three dimensions by supervisors or peers: task performance, job dedication, and interpersonal facilitation. We controlled for age, gender, and educational level. General Intelligence associated with income but not with task performance. Conscientiousness associated with task performance and job dedication. Agreeableness associated with interpersonal facilitation. These results indicate that contrary to intelligence tests personality tests can improve personnel decision making in this job segment. Additional theoretical and practical implications and strengths and limitations are discussed.

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