Developing and Testing a Framework for Newcomers’ Selection Based on their Commitment Propensity

This research provides a framework for identifying and prioritizing newcomers to work, based on their pre-entry organizational commitment propensity. For this purpose, two major steps were followed. First, the links between the big five personality factors (extroversion, agreeableness, conscientiousness, neuroticism and openness) and three components of organizational commitment (affective, continues and normative commitment) were examined through structural equation modelling and Lisrel software. Statistical population of this part was ۲۵۰ personnel working permanently in one of the National Iranian Oil Company sub-corporate organizations for five years or more. Results supported that extroversion and openness respectively have positive and negative effects on all three components of organizational commitment. Also, neuroticism relates to affective and continues commitment negatively and conscientiousness effects on continues commitment positively. Then, the results were applied for estimating ۲۱ newcomer's pre-entry organizational commitment. In the second step, newcomers were ranked with the use of TOPSIS and AHP methods. Interviews were conducted with experienced human resource managers and supervisors to use their judgments for computing the relative weights of commitment criteria using AHP and ranking newcomers based on these criteria using TOPSIS method. This framework could be applied in cases where the commitment is a major criterion for HR selection.

کلیدواژه ها:

Big- five personality traits ، Commitment propensity ، Newcomers ، Multi-criteria decision making