Problem:
Please summarize the following text.
However, while extraversion might be relevant for some jobs, the same study found that the average magnitude of the correlation between extraversion and job performance is quite low (0.06). Similar results have been found in other studies by Hurtz and Donovan (2000) and Salgado (1997). That means that the general correlation between extraversion and job performance is very weak or nonexistent. As Salgado and Táuriz (2014) stated in their study: extraversion, openness to experience, and agreeableness were not generalizable predictors of job performance ratings.Footnote24 People would surely find it unjust to hire based on race or gender, even if there is weak or nonexistent correlation with job performance. Morgeson et al. (2007a) claim that there are many problems with using personality tests in hiring. The main issue with using personality traits as a basis for hiring is their very low validity for predicting job performance. However, that is not the only problem. People can also fake personality tests. Hiring based on personality, in practice, means hiring based on personality test scores (and impression). Even in the best-case scenario, the magnitude of the correlation between various personality tests and job performance is quite low, ranging from - 0.02 to 0.15. Need Assignment Help?