Onetest Work Preferences Profile Predicts Job Performance and Career Advancement

06 June 2011

Summary

A major federal regulatory authority commissioned a study to evaluate the relationship between the Onetest Work Preferences Profile (OWPP) and various organisational outcomes.

This research identified a direct relationship between applicants’ OWPP scores and subsequent job performance and career advancement.

Business Problem

A major federal regulatory body has used Onetest recruitment assessments since 2004. They commissioned a study to evaluate the relationship between the Onetest Work Preferences Profile (OWPP) and various organisational outcomes in order to demonstrate the effectiveness of psychometric assessments.

Results

Job Performance

OWPP scores achieved during the application process were compared to the performance ratings of 209 employees, derived by assigning numerical values to descriptive ratings. As displayed in the following chart, employees achieving ‘average’ or ‘above average’ scores on the OWPP received job performance ratings (2.7) that were 11% higher than those who were ‘below average’ (2.4).

 
Whilst the OWPP was not designed to directly predict job performance, it was intended to predict job satisfaction which is indirectly related to job performance.
 

Employee Movement

OWPP scores were compared to each role change that 302 employees experienced while at the organisation. Employees were assigned a movement descriptor based on the type of role change:
  • Positive Movement – Promotion and career progression.
  • Negative Movement – Resignation, dismissal, failure of probation, abandonment of employment and unspecified termination.  
As displayed in the following chart, there is a clear relationship between OWPP scores and positive movements, with those scoring ‘above average’ (0.98) receiving 4.5 times more positive movements than those scoring ‘below average’ (0.22).

 

Business Implications

The results of the analysis indicate strong relationships between OWPP scores and employee performance and movement.
 
This study presents strong support for using OWPP as a selection tool in recruitment. By using this psychometric assessment, organisations can expect improvements in various metrics relating to job performance.

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