Industrial and Organizational Psychology Studies

The Canonical Correlation of Human Resource Competencies and Personality Traits: Application of Situational Judgment Test

Document Type : Research Article

Authors

Abolfazl Ghadami 1
enayatollah zamanpour 2
Jalil Younesi 3
Mahdi Zare Bahramabadi 4

1 1. PhD student, Department of Measurement and Evaluation, Faculty of Educational Sciences and Psychology, Allameh Tabatabaei University, Tehran, Iran

2 Assistant Professor, Department of Measurement and Evaluation, Faculty of Psychology and Educational Sciences, Allameh Tabatabaei University, Tehran, Iran

3 3. Associate Professor, Department of Measurement and Evaluation, Faculty of Psychology and Educational Sciences, Allameh Tabatabaei University, Tehran, Iran

4 Associate Professor, Counseling Department, Faculty of Psychology and Educational Sciences, Allameh Tabatabaei University, Tehran, Iran

https://doi.org/10.22055/jiops.2025.48273.1448
Abstract
Introduction
The rapid advancement of technology across various industries has led to the emergence of new and diverse job roles. In today’s highly competitive business environment, organizations seek sustainable competitive advantages to maintain their market position (Kang & Na, 2020). Given the evolving nature of work, human capital is considered the most valuable asset, requiring organizations to ensure their employees possess the necessary competencies to adapt to these changes (Tripathi & Agrawal, 2014). Competency-based human resource management serves as a strategic approach to addressing these demands. Situational Judgment Tests (SJTs) are widely used tools for assessing employee competencies. Research indicates that SJTs demonstrate strong predictive validity for overall job performance (Christian et al., 2010). This research aims to bridge the existing methodological gaps by examining the canonical correlation between human resource competencies and personality traits, focusing on the effectiveness of SJT within the hiring processes of Iranian organizations.
 
Method
This study is an applied research project utilizing a correlational design. The target population
 comprised non-governmental organization (NGO) staff specialists, from which 150 participants were selected through convenience sampling method. Participants received an online link to the personality questionnaire and SJT assessment, specifically designed to measure two critical competencies: result orientation and effective communication. Data collection was conducted using the 60-item NEO-Short Personality Inventory and a custom-developed SJT comprising two workplace scenarios tailored to the study’s objectives. To develop the SJT, a competency model for the target workforce was first established. Two general competencies, result orientation and effective communication, were selected for assessment. The SJT scenarios were designed to evaluate the extent to which test-takers demonstrated these competencies in response to workplace challenges. The validity of the SJT was established through content validation by ten experts in HR management and psychology, while construct validity was confirmed using confirmatory factor analysis (CFA). Model fit indices, including Comparative Fit Index (CFI), Normed Fit Index (NFI), Goodness-of-Fit Index (GFI), and Adjusted Goodness-of-Fit Index (AGFI), indicated satisfactory model fit, with values exceeding the 0.90 threshold. Reliability analysis, conducted using Cronbach’s alpha coefficient, demonstrated an overall reliability of 0.72, confirming the internal consistency of the instrument.
 
Results
The findings indicated that the first canonical function explained 38% of the variance, while the second function accounted for only 5% of the variance, falling below the interpretability threshold of 10% (Sherry & Henson, 2005). Consequently, the analysis focused on the first canonical function. The study confirms that personality traits play a crucial role in determining competency-driven behavior, reinforcing the utility of SJTs as predictive assessment tools.
 
Discussion
Variability in SJT design impacts both psychometric properties and test-taker responses, making it essential to tailor these assessments to specific organizational contexts. While SJTs have gained widespread recognition as competency measurement tools, further research is needed to refine their construct validity and relative effectiveness in diverse organizational settings. The findings highlight the practical utility of personality-based SJTs in HR selection and development processes. The study suggests that SJTs with personality-driven response formats outperform knowledge-based SJTs in predicting workplace behavior, reinforcing their value in competency-based talent management. Future research should explore the unidimensionality and invariance of SJTs through advanced measurement techniques, addressing limitations related to situational variability and response consistency.

Keywords

Situational judgment test
competency-driven behavior
personality traits
canonical correlation
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Industrial and Organizational Psychology Studies
Volume 12, Issue 1
July 2025
Pages 99-112

  • Receive Date 01 November 2024
  • Revise Date 08 February 2025
  • Accept Date 21 February 2025

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