ABSTRACT
The U.S. workforce is becoming increasingly diverse in terms of a number of individual difference variables, including culture, sex, ethnicity, and sexual orientation (e.g., Konrad, Prasad, & Pringle, 2006; Stockdale & Crosby, 2004). Nevertheless, a review of the human resource management (HRM) literature shows that relatively little attention has been paid to a number of dimensions along which workers vary. For example, relative to other issues considered by the same literature, there is very little research on the degree to which HRM processes and practices (e.g., recruitment, selection, compensation, training) are influenced by the cultural backgrounds of job applicants and job incumbents. Thus, we consider this issue with respect to employee selection. More specifically, we illustrate how selection is influenced by individuals’ responses to personality measures.
