The study was undertaken at a financial institute at which a personality test questionnaire serves as the predictor. The personality questionnaire serves as a selection instrument for new appointed branch managers. The criteria are a performance appraisal rating in terms of how he performs in his job. The selection of employees is a difficult and subjective process. It is, however, of utmost importance for the organisation and the employee that the selection procedure must be effective and scientifically sufficient. It was not clear whether test results could be used to predict work success. Viewed in this context the objective of this study is to determine predictive validity of the OPQ (Occupational Personality Questionnaire) for job success in a financial institution. The literature study was conducted in accordance with guidelines established by Herold (1972:11-15) with emphasis on selection, the criteria for job success and the concept of validation. The theory regarding psychological testing was researched and the rational behind existence and applicability of the predictor was researched. The study was conducted with regard to 94 test cases in four regions, Gauteng North, Gauteng East, Gauteng West and Gauteng South. The statistical processing was performed by means of the SSPS computer software programme. The population and descriptive statistics were researched. It is evident from the results of this study that the OPQ questionnaire is not valid for the use of predicting work success. It is however recommended that the study must be tested on a more normal divided target group. Furthermore it is recommended that the performance measurement process must be revisited.
Dissertation (MCom (Human Resources Management))--University of Pretoria, 2005.