khosro rashid; kambiz karimi; maede ataei; Galavizh Alizadeh
Abstract
Given the dependence of the organizations to the workforces and because most of the hiring process is performed through knowledge-based exams, the lack of focus on personality characteristics in hiring personnel has turned to a fundamental weakness in organizations. One of the most important personality ...
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Given the dependence of the organizations to the workforces and because most of the hiring process is performed through knowledge-based exams, the lack of focus on personality characteristics in hiring personnel has turned to a fundamental weakness in organizations. One of the most important personality traits of employees in organizations is people-orientation. People-orientation has several components which makes it necessary for organizations and institution's hiring system to construct standard tests to measure it. So, the purpose of this study was to construct and standardize the people-orientation test for employees of Maskan Bank. To achieve this goal, a questionnaire with 22 items was constructed. To identify problems, the test was validated by a group of psychologists and specialists, and after evaluating the data, two weak items were deleted. Then the test was piloted on 50 subjects and some of the items were changed, and the final test was prepared. The research was a descriptive survey study and the final subjects were 1176 employees of the Maskan Bank all around Iran, 200 of whom completed the standardized Service-Orientation Test (Rashid, 2012). The findings showed that the constructed people-orientation questionnaire measures three factors: responsibility, empathy, and extraversion. The reliability of the questionnaire by the use of Cronbach's alpha method was 0.85. Also, the questionnaire had a high correlation with Service-Orientation test (0.76). According to the reliability and validity of the questionnaire, it can be said that it is a good tool for assessing people-orientation in employees.
