Developing biodata for public manager selection purposesA comparison between fuzzy logic and traditional methods

  1. Antonio L. García-Izquierdo 1
  2. Pedro J. Ramos-Villagrasa 2
  3. María A. Lubiano 1
  1. 1 Universidad de Oviedo, Spain
  2. 2 Universidad de Zaragoza, Spain
Revista:
Revista de psicología del trabajo y de las organizaciones = Journal of work and organizational psychology

ISSN: 1576-5962

Año de publicación: 2020

Volumen: 36

Número: 3

Páginas: 231-242

Tipo: Artículo

DOI: 10.5093/JWOP2020A22 DIALNET GOOGLE SCHOLAR lock_openAcceso abierto editor

Otras publicaciones en: Revista de psicología del trabajo y de las organizaciones = Journal of work and organizational psychology

Resumen

Los datos biográficos (biodata) se han utilizado en la selección de personal durante mucho tiempo debido, principalmente, a su buena validez predictiva en diferentes contextos, a su bajo falseamiento y a las reacciones positivas de los solicitantes de empleo. No obstante, podemos destacar el posible contenido discriminatorio como su principal desventaja. Por tanto, los objetivos de la presente investigación son, en primer lugar, desarrollar empíricamente ítems válidos y justos para la selección de puestos directivos en la Administración Pública y, en segundo lugar, comprobar la utilidad de la lógica difusa en el desarrollo de escalas con biodata para elegir los mejores ítems en términos de desempeño laboral, equidad y privacidad, de acuerdo con las perspectivas de directivos y de solicitantes de empleo. Los participantes en el estudio evaluaron 26 ítems según reglas tradicionales y difusas, y se obtuvieron 8 ítems altamente efectivos. Posteriormente se compararon ambos enfoques: aunque la lógica difusa demostró cierta eficacia, logró resultados similares a los del enfoque tradicional. Finalmente, se proponen futuros desarrollos de investigación e implicaciones prácticas en esta materia.

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Cite this article as: García-Izquierdo, A. L., Ramos-Villagrasa, P. J. & Lubiano, M. A. (2020). Developing biodata for public manager selection purposes: A comparison between fuzzy logic and traditional methods. Journal of Work and Organizational Psychology, 36(3), 231-242. https://doi.org/10.5093/jwop2020a22 Funding: This research was funded by Ministerio de Economía y Competitividad and Fondos Sociales Europeos (references PSI-2013-44854-R and MTM2015-63971-P); Cátedra Asturias Prevención (reference CATI-04-2018); Universidad de Oviedo (UNOV-12-MC-01) and Consejería de Economía y Empleo del Gobierno del Principado de Asturias and Fondos Europeos de Desarrollo Regional (reference FC-GRUPIN-IDI/2018/000132). Correspondence: angarcia@uniovi.es (A. L. García-Izquierdo)1. ISSN:1576-5962/© 2020 Colegio Oficial de la Psicología de Madrid. This is an open access article under the CC BY-NC-ND license (http://creativecommons.org/licenses/by-nc-nd/4.0/).

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