Publication Date

April 1992

Abstract

Preference reversals, in which one alternative is preferred in a choice task while another alternative is preferred in a judgment task, may occur in personnel selection. If so, the candidate who is assigned the highest predictor score may not be the candidate the selector would have chosen. Previous research does not clearly indicate the rate of preference reversals that are likely to occur in personnel selection. A simulated selection task carried out by 157 managers revealed near-zero levels of preference reversals. Implications for decision theory and personnel selection research are discussed.

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Suggested Citation
Rudin, J. P., & Boudreau, J. W. (1992). Preference reversals in personnel selection (CAHRS Working Paper #92-05). Ithaca, NY: Cornell University, School of Industrial and Labor Relations, Center for Advanced Human Resource Studies.
http://digitalcommons.ilr.cornell.edu/cahrswp/289

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