An Empirical Note on the Interaction of Personality and Aptitude in Personnel Selection
研究了人格特质（如自尊、控制点）与能力测试结合使用时，能否提高对工作绩效的预测效果，发现两者存在交互作用，对人员选拔实践有参考价值。
The purpose of this research is to test whether measures of personality traits, widely recognized as poor predictors of job performance, might indeed serve as useful screening devices under certain circumstances. In particular, the possibility that personality variables have utility when used in conjunction with aptitude tests was empirically tested in two field settings. The results indicated that self-esteem interacted with aptitude to predictfuture performance of a sample of life insurance salespersons and that locus of control interacted with aptitude to predict performance for a sample of college students. The implications of these results for the study of personality traits in personnel selection are discussed.