Dragoş Iliescu, Lavinia Ţânculescu


The modern tendency in the personnel selection seems to be changing the methodological focus from ability to personality testing, and even further on, to attitude estimates and to cultural gap analysis, to the ability to adapt to the dominant organizational models. Even though not sufficiently documented, this new focus seems to be empirically applied in Romania, thus being a welcome line of analysis. Based on Schneider’s (1987) Attaction-Selection-Attrition model, we demonstrate the general valence of Q Methodology and the specifics of the Organizational Culture Profile (OCP, O’Reilly, Chatman & Caldwell, 1991) when used in personnel selection.


Q Methodology; selection; organizational culture; organizational identity


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