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Contributing to the same issue of personality and Job performance, Tett & Jackson (1991) conducted a meta-analysis that intended to examine the conflicts of the previous research findings on personality and Job performance.

One of their goals was to evaluate the soundness of using personality to forecast Job performance. In their findings, Tett & Jackson disputed the previous research findings such as those of Guion and Gottier (1965) that showed apparent difficulty in reaching a decisive conclusion on the application of personality measures in the employment decision-making process. They concluded that personality measures are relevant and applicable in the selection and recruitment process, and they have a significant impact on the performance. However, they added that it is difficult to establish which trait aligns with a certain job requirements, thus there still a room for further research to minimize the challenge for the human resource personnel.

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