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İnsan Kaynaklarının Seçiminde Genel Bilişsel Yetenek Testlerinin Uygulanması

Year 2018, Volume: 5 Issue: 9, 153 - 173, 26.12.2018

Abstract

Organizasyonların varlık ve başarılarını sürdürmesinde,
yönetimin en önemli fonksiyonlarından birinin uygun nitelikteki insan
kaynaklarının temini olduğu bilinmektedir. Bir organizasyondaki en önemli
faaliyetlerden biri olan personel alım faaliyetlerinde, iş için gerekli olan
bilgi, beceri ve yeteneklere sahip olan en uygun adayların seçilmesi amacıyla
farklı seçim yöntemleri kullanılmaktadır. Yapılan bu derleme çalışmasında;
yaygın kullanılan seçme yöntemleri tanıtılmış ve bunlar arasında iş
performansını yordamada en yüksek geçerlilik oranına sahip olan genel bilişsel
yetenek testleri, avantaj ve dezavantajları ile incelenmiştir. Çalışmanın sonuç
bölümünde ise, bilişsel yetenek ölçümlerinin kısıtlarını gidermeye ve iş
performansını yordama gücünü artırmaya yönelik bazı önerilerde bulunulmuştur.

References

  • KAYNAKÇAArden, R., Plomin, R. (2006). Sex Differences in Variance of Intelligence Across Childhood, Personality and Individual Differences, 41(1), 39-48. Arthur, W., Jr., Day, E. A. (2011). Assessment Centers, Zedeck, S. (Ed.), APA Handbook of Industrial and Organizational Psychology: Volume 2, Selecting and Developing Members for The Organization, Washington, DC, APA, 205-235.
  • Arthur, W. Jr., Day, E.A., McNelly, T.L., Edens, P.S. (2003). A Meta-Analysis of the Criterion-Related Validity of Assessment Center Dimensions, Personnel Psychology, 56(1), 125-154.
  • Berry, C.M., Gruys, M.L., Sackett, P.R. (2006). Educational Attainment as a Proxy for Cognitive Ability in Selection: Effects on Levels of Cognitive Ability and Adverse Impact, Journal of Applied Psychology, 91(3), 696-705.
  • Carles, S.A. (2006). Applicant Reactions to Multiple Selection Procedures for the Police Force, Applied Psychology: An International Review, 55(2), 145-167.Carstairs, J.R., Myors, B., Shores, A., Fogarty, G. (2006), Influence of Language Background on Tests of Cognitive Abilities: Australian Data, Australian Psychologist, 41(1), 48-54.
  • Chan, D., Schmitt, N., Sacco, J.M., DeShon, R.P. (1998). Understanding Pretest and Posttest Reactions to Cognitive Ability and Personality Tests, Journal of Applied Psychology, 83(3), 471-485.
  • Cook, M. (2004). Personnel Selection: Adding Value Through People, WestSussex, John Wiley & Sons, Ltd.
  • Cronshaw, S.F., Hamilton, L.K., Onyura, B.R., Winston, A.S. (2006). Case for Non-Biased Intelligence Testing Against Black Africans Has Not Been Made: A Comment on Rushton, Skuy, and Bons, International Journal of Selection and Assessment, 14(3), 278-287.
  • Dean, M.A., Russell, C. J. (2005). An Examination of Biodata Theory-Based Constructs in a Field Context, International Journal of Selection and Assessment, 13(2), 143-149.
  • Dobson, P. (2000). An Investigation into the Relationship between Neuroticism, Extraversion and Cognitive Test Performance in Selection, International Journal of Selection and Assessment, 8(3), 99-109.
  • Dye, D.A., Reck, M., McDaniel, M.A. (1993). The Validity of Job Knowledge Measures, International Journal of Selection and Assessment, 1(3), 153-157.Eren, E. (2004). Örgütsel Davranış ve Yönetim Psikolojisi (8’nci Basım), İstanbul, Beta Basım Yayım.
  • Fine, S. & Dover, S. (2005). “Cognitive Ability, Personality, and Low Fidelity Simulation Measures in Predicting Training Performance among Customer Service Representatives”, Applied H.R.M. Research, 10(2), 103-106.
  • Fruyt, F.D., Aluja, A., Garcı´a, L.F., Rolland, J.P., Jung, S.C. (2006). Positive Presentation Management and Intelligence and the Personality Differentiation by Intelligence Hypothesis in Job Applicants, International Journal Of Selection And Assessment, 14(2), 101-112.
  • Gardner, H. (1993). Zihin Çerçeveleri Çoklu Zekâ Kuramı (2004). (Çev. Ebru Kılıç), İstanbul, Alfa Yayınları.
  • Gordon, H.W., Leighty, R. (1988). Importance of Specialized Cognitive Function in the Selection of Military Pilots, Journal of Applied Psychology, 73(1), 38-45.Gottfredson, L.S. (1997). Mainstream science on intelligence: An editorial with 52 signatories, history and bibliography, Intelligence, 24, 13-23.
  • Hausdorf, P. A., Mireille, M., Chawla, L.A. (2003). Cognitive Ability Testing and Employment Selection: Does Test Content Relate to Adverse Impact?, Applied H.R.M. Research, 7(2), 41-48.
  • Hausknecht, J.P., Halpert, J. A., Di Paolo N.T., Meghan O., Gerrard M. (2007). Retesting in Selection: A Meta-Analysis of Coaching and Practice Effects for Tests of Cognitive Ability, Journal of Applied Psychology, 92(2), 373-385.
  • Hooft, E., Van, A. J., Flier, H., Mine, M. R. (2006). Construct Validity of Multi-Source Performance Ratings: An Examination of the Relationship of Self-Supervisor and Peer-Ratings with Cognitive and Personality Measures, International Journal of Selection and Assessment, 14(1), 67-81.
  • Huffcutt, A.I., Arthur, W.J. (1994). Hunter and Hunter (1984) Revisited: Interview Validity for Entry-Level Job, Journal of Applied Psychology, 79(1),184-190.
  • Hunter, J.E., Hunter, R.F. (1984). Validity and Utility of Alternative Predictors of Job Performance, Psychological Bulletin, 96(11), 72-98.
  • Hülsheger, U.R., Maier, G.W., Stump T. (2007). Validity of General Mental Ability for the Prediction of Job Performance and Training Success in Germany: A Meta-Analysis, International Journal of Selection and Assessment, 15(1), 3-18.
  • Kleiman, L.S., Lounsbury J. W. (1978). Validating Procedures for Selection Social Work Personnel, Social Work, 23(6), 481-85.
  • Kuncel, N.R., Hezlett, S.A. (2010). Fact and Fiction in Cognitive Ability Testing for Admissions and Hiring Decisions, Current Directions in Psychological Science, 19(6) 339-345.
  • Lohman, D.F., Lakin J.M. (2009). Consistencies in Sex Differences on the Cognitive Abilities Test Across Countries, Grades, Test Forms, and Cohorts, British Journal of Educational Psycholog, 79, 389-407.
  • Lubinski, D. (2004).Introduction to the Special Section on Cognitive Abilities: 100 Years After Spearman’s (1904) General Intelligence, Objectively Determined and Measured, Journal of Personality and Social Psychology, 86(1), 96-111.
  • Murpy, K.R., Dzieweczynski, J.L. (2005). Why Don’t Measures of Broad Dimensions of Personality Perform Better as Predictors of Job Performance?, Human Performance, 18(4), 343-357.
  • Neisser, U., Boodoo, G., Bouchard, Jr., Thomas, J., Boykin, A. W., Brody, N., Ceci, S.J., Loehlin, J.C., Perloff, R., Sternberg, R.J., Urbina, S. (1996). Intelligence: Knowns and Unknowns, American Psychologist, 51(2), 77-101.
  • Ones, D. S., Viswesvaran, C., Dilchert, S. (2005). Cognitive Ability in Personnel Selection Decisions, The Blackwell Handbook of Personnel Selection, A. Evers, N. Anderson ve O. Voskuijl (Ed.), London, Blackwell Publishing, 143-173.
  • Ones, D.S., Dilchert, S., Visvesvaran, C., Judge, T.A. (2007), In Support of Personality Assessment in Organizational Settings, Personnel Psychology, 60(4), 995-1027.
  • Outtz, J.L. (2002). The Role of Cognitive Ability Tests in Employment Selection, Human Performance, 15(1/2), 161-171.
  • Öner, N. (1997). Türkiye’de Kullanılan Psikolojik Testler (3. Basım), İstanbul, Boğaziçi Üniversitesi Yayınları.
  • Palumbo, M.V., Miller, C.E., Shalin, V.L., Debra S. (2005). The Impact of Job Knowledge in the Cognitive Ability-Performance Relationship, Applied H.R.M. Research, 10(1), 13-20.
  • Raven, J.C. (1960). Guide to the Standard Progressive Matrices, London, H. K. Lewis & Co. Ltd.
  • Reilly, R.R. & Chao, G.T. (1982). Validity and Fairness of Some Alternative Employee Selection Procedures, Personnel Psychology, 35(1), 1-62.Pichot, P. (1965). Psikoloji Alanlarındaki Testler (Çev. Selmin Evrim), İstanbul, Anıl Yayınevi.
  • Roth, P.L., Bobko, P., McFarland, L.A. (2005). A Meta-Analysis of Work Sample Test Validity: Updating and Integrating Some Classical Literature, Personnel Psychology, 58(4), 1009-1037.
  • Sackett, P. R., Shen, W., Myors, B. Lievens, F., Schollaert, E., Van Hoye, G., Cronshaw, S.F.,Onyura, B., Mladinic, A., Rodríguez, V., Steiner, D.D., Rolland, F., Schuler, H., Frintrup, A., Nikolaou, I., Tomprou, M., Subramony, S., Raj, S.B., Tzafrir, S., Bamberger, P., Bertolino, M., Mariani, M., Fraccaroli, F.,Sekiguchi, T., Yang, H., Anderson, N. R., Evers, A., Chernyshenko, O., Englert, P., Kriek, H. J., Joubert, T., Salgado, J. F., König, C. J., Thommen, L.A., Chuang, A., Sinangil, H. K., Bayazit, M., Cook, M., Aguinis H. (2010). Perspectives From Twenty-Two Countries on the Legal Environment for Selection, Handbook of Employee Selection, Farr, J. L., Tippins, N. T. (Ed.), New York, Taylor & Francis Group, 651-676.
  • Schoenemann, P. T., Budinger T. F., Sarich V. M., William S., Wang, Y. (2000). Brain Size Does Not Predict General Cognitive Ability within Families, PNAS, 97(9), 4932-4937.
  • Schmitt, N. (2014). Personality and Cognitive Ability as Predictors of Effective Performance at Work, Annual Review of Organizational Psychology and Organizational Behavior, 1, 45-65.
  • Smith, M., Smith, P. (2005). Testing People at Work: Competencies in Psychometric Testing, London, Blackwell Publishing.Steven L.T., Scroggins, W.A. (2006). Psychological Testing in Personnel Selection: Contemporary Issues in Cognitive Ability and Personality Testing, Journal of Business Inquiry, 5, 28-38.
  • Şemin, R. (1972). Zekânın Değerlendirilmesi, İstanbul, İstanbul Üniversitesi Edebiyat Fakültesi Basımevi.Taylor, J.L., O’Hara, R., Mumenthaler, M.S., Rosen, A.C., Yesavage, J.A. (2005). “Cognitive Ability, Expertise, and Age Differences in Following Air-Traffic Control Instructions”, Psychology and Aging, 20(1), 117-133.
  • Thomas, S.L., Scroggins, W.A. (2006). Psychological Testing in Personnel Selection: Contemporary Issues in Cognitive Ability and Personality Testing, Journal of Business Inquiry, 5, 28-38.
  • Wernimont, P.F., Campbell, J.P. (1968).Signs, Sample, and Criteria, Journal of Applied Psychology, 52(5), 372-376.Witt, L.A., Burke, L.A. (2003). Using Cognitive Ability and Personality to Select Information Technology Professions, Mahmood, M. A. (Ed.), Advanced Topics in End User Computing, Hershey, IGI Publishing, 2003, 1-17.
  • Zeidner, J., Scholarios, D., Johnson C.D. (2003). Evaluating Job Knowledge Criterion Components for Use in Classification Research, Military Psychology, 15(2), 97-116.

APPLICATION OF COGNITIVE ABILITY TESTS IN PERSONNEL SELECTION

Year 2018, Volume: 5 Issue: 9, 153 - 173, 26.12.2018

Abstract

It is known that human resources are one of the most important functions
of management to continue organizational existence and success. In recruitment
processes, different kinds of selection methods are being used to select most
appropriate candidates who have knowledge, skills and abilities required for
the job. In this literature review, common selection methods were introduced
and the general cognitive ability tests which have the highest level of
validity of prediction power of job performance were examined with their
advantages and disadvantages. In the discussion part of study, some recommendations
were made to overcome the restrictions and increase the predictive power of
cognitive ability measurements.

References

  • KAYNAKÇAArden, R., Plomin, R. (2006). Sex Differences in Variance of Intelligence Across Childhood, Personality and Individual Differences, 41(1), 39-48. Arthur, W., Jr., Day, E. A. (2011). Assessment Centers, Zedeck, S. (Ed.), APA Handbook of Industrial and Organizational Psychology: Volume 2, Selecting and Developing Members for The Organization, Washington, DC, APA, 205-235.
  • Arthur, W. Jr., Day, E.A., McNelly, T.L., Edens, P.S. (2003). A Meta-Analysis of the Criterion-Related Validity of Assessment Center Dimensions, Personnel Psychology, 56(1), 125-154.
  • Berry, C.M., Gruys, M.L., Sackett, P.R. (2006). Educational Attainment as a Proxy for Cognitive Ability in Selection: Effects on Levels of Cognitive Ability and Adverse Impact, Journal of Applied Psychology, 91(3), 696-705.
  • Carles, S.A. (2006). Applicant Reactions to Multiple Selection Procedures for the Police Force, Applied Psychology: An International Review, 55(2), 145-167.Carstairs, J.R., Myors, B., Shores, A., Fogarty, G. (2006), Influence of Language Background on Tests of Cognitive Abilities: Australian Data, Australian Psychologist, 41(1), 48-54.
  • Chan, D., Schmitt, N., Sacco, J.M., DeShon, R.P. (1998). Understanding Pretest and Posttest Reactions to Cognitive Ability and Personality Tests, Journal of Applied Psychology, 83(3), 471-485.
  • Cook, M. (2004). Personnel Selection: Adding Value Through People, WestSussex, John Wiley & Sons, Ltd.
  • Cronshaw, S.F., Hamilton, L.K., Onyura, B.R., Winston, A.S. (2006). Case for Non-Biased Intelligence Testing Against Black Africans Has Not Been Made: A Comment on Rushton, Skuy, and Bons, International Journal of Selection and Assessment, 14(3), 278-287.
  • Dean, M.A., Russell, C. J. (2005). An Examination of Biodata Theory-Based Constructs in a Field Context, International Journal of Selection and Assessment, 13(2), 143-149.
  • Dobson, P. (2000). An Investigation into the Relationship between Neuroticism, Extraversion and Cognitive Test Performance in Selection, International Journal of Selection and Assessment, 8(3), 99-109.
  • Dye, D.A., Reck, M., McDaniel, M.A. (1993). The Validity of Job Knowledge Measures, International Journal of Selection and Assessment, 1(3), 153-157.Eren, E. (2004). Örgütsel Davranış ve Yönetim Psikolojisi (8’nci Basım), İstanbul, Beta Basım Yayım.
  • Fine, S. & Dover, S. (2005). “Cognitive Ability, Personality, and Low Fidelity Simulation Measures in Predicting Training Performance among Customer Service Representatives”, Applied H.R.M. Research, 10(2), 103-106.
  • Fruyt, F.D., Aluja, A., Garcı´a, L.F., Rolland, J.P., Jung, S.C. (2006). Positive Presentation Management and Intelligence and the Personality Differentiation by Intelligence Hypothesis in Job Applicants, International Journal Of Selection And Assessment, 14(2), 101-112.
  • Gardner, H. (1993). Zihin Çerçeveleri Çoklu Zekâ Kuramı (2004). (Çev. Ebru Kılıç), İstanbul, Alfa Yayınları.
  • Gordon, H.W., Leighty, R. (1988). Importance of Specialized Cognitive Function in the Selection of Military Pilots, Journal of Applied Psychology, 73(1), 38-45.Gottfredson, L.S. (1997). Mainstream science on intelligence: An editorial with 52 signatories, history and bibliography, Intelligence, 24, 13-23.
  • Hausdorf, P. A., Mireille, M., Chawla, L.A. (2003). Cognitive Ability Testing and Employment Selection: Does Test Content Relate to Adverse Impact?, Applied H.R.M. Research, 7(2), 41-48.
  • Hausknecht, J.P., Halpert, J. A., Di Paolo N.T., Meghan O., Gerrard M. (2007). Retesting in Selection: A Meta-Analysis of Coaching and Practice Effects for Tests of Cognitive Ability, Journal of Applied Psychology, 92(2), 373-385.
  • Hooft, E., Van, A. J., Flier, H., Mine, M. R. (2006). Construct Validity of Multi-Source Performance Ratings: An Examination of the Relationship of Self-Supervisor and Peer-Ratings with Cognitive and Personality Measures, International Journal of Selection and Assessment, 14(1), 67-81.
  • Huffcutt, A.I., Arthur, W.J. (1994). Hunter and Hunter (1984) Revisited: Interview Validity for Entry-Level Job, Journal of Applied Psychology, 79(1),184-190.
  • Hunter, J.E., Hunter, R.F. (1984). Validity and Utility of Alternative Predictors of Job Performance, Psychological Bulletin, 96(11), 72-98.
  • Hülsheger, U.R., Maier, G.W., Stump T. (2007). Validity of General Mental Ability for the Prediction of Job Performance and Training Success in Germany: A Meta-Analysis, International Journal of Selection and Assessment, 15(1), 3-18.
  • Kleiman, L.S., Lounsbury J. W. (1978). Validating Procedures for Selection Social Work Personnel, Social Work, 23(6), 481-85.
  • Kuncel, N.R., Hezlett, S.A. (2010). Fact and Fiction in Cognitive Ability Testing for Admissions and Hiring Decisions, Current Directions in Psychological Science, 19(6) 339-345.
  • Lohman, D.F., Lakin J.M. (2009). Consistencies in Sex Differences on the Cognitive Abilities Test Across Countries, Grades, Test Forms, and Cohorts, British Journal of Educational Psycholog, 79, 389-407.
  • Lubinski, D. (2004).Introduction to the Special Section on Cognitive Abilities: 100 Years After Spearman’s (1904) General Intelligence, Objectively Determined and Measured, Journal of Personality and Social Psychology, 86(1), 96-111.
  • Murpy, K.R., Dzieweczynski, J.L. (2005). Why Don’t Measures of Broad Dimensions of Personality Perform Better as Predictors of Job Performance?, Human Performance, 18(4), 343-357.
  • Neisser, U., Boodoo, G., Bouchard, Jr., Thomas, J., Boykin, A. W., Brody, N., Ceci, S.J., Loehlin, J.C., Perloff, R., Sternberg, R.J., Urbina, S. (1996). Intelligence: Knowns and Unknowns, American Psychologist, 51(2), 77-101.
  • Ones, D. S., Viswesvaran, C., Dilchert, S. (2005). Cognitive Ability in Personnel Selection Decisions, The Blackwell Handbook of Personnel Selection, A. Evers, N. Anderson ve O. Voskuijl (Ed.), London, Blackwell Publishing, 143-173.
  • Ones, D.S., Dilchert, S., Visvesvaran, C., Judge, T.A. (2007), In Support of Personality Assessment in Organizational Settings, Personnel Psychology, 60(4), 995-1027.
  • Outtz, J.L. (2002). The Role of Cognitive Ability Tests in Employment Selection, Human Performance, 15(1/2), 161-171.
  • Öner, N. (1997). Türkiye’de Kullanılan Psikolojik Testler (3. Basım), İstanbul, Boğaziçi Üniversitesi Yayınları.
  • Palumbo, M.V., Miller, C.E., Shalin, V.L., Debra S. (2005). The Impact of Job Knowledge in the Cognitive Ability-Performance Relationship, Applied H.R.M. Research, 10(1), 13-20.
  • Raven, J.C. (1960). Guide to the Standard Progressive Matrices, London, H. K. Lewis & Co. Ltd.
  • Reilly, R.R. & Chao, G.T. (1982). Validity and Fairness of Some Alternative Employee Selection Procedures, Personnel Psychology, 35(1), 1-62.Pichot, P. (1965). Psikoloji Alanlarındaki Testler (Çev. Selmin Evrim), İstanbul, Anıl Yayınevi.
  • Roth, P.L., Bobko, P., McFarland, L.A. (2005). A Meta-Analysis of Work Sample Test Validity: Updating and Integrating Some Classical Literature, Personnel Psychology, 58(4), 1009-1037.
  • Sackett, P. R., Shen, W., Myors, B. Lievens, F., Schollaert, E., Van Hoye, G., Cronshaw, S.F.,Onyura, B., Mladinic, A., Rodríguez, V., Steiner, D.D., Rolland, F., Schuler, H., Frintrup, A., Nikolaou, I., Tomprou, M., Subramony, S., Raj, S.B., Tzafrir, S., Bamberger, P., Bertolino, M., Mariani, M., Fraccaroli, F.,Sekiguchi, T., Yang, H., Anderson, N. R., Evers, A., Chernyshenko, O., Englert, P., Kriek, H. J., Joubert, T., Salgado, J. F., König, C. J., Thommen, L.A., Chuang, A., Sinangil, H. K., Bayazit, M., Cook, M., Aguinis H. (2010). Perspectives From Twenty-Two Countries on the Legal Environment for Selection, Handbook of Employee Selection, Farr, J. L., Tippins, N. T. (Ed.), New York, Taylor & Francis Group, 651-676.
  • Schoenemann, P. T., Budinger T. F., Sarich V. M., William S., Wang, Y. (2000). Brain Size Does Not Predict General Cognitive Ability within Families, PNAS, 97(9), 4932-4937.
  • Schmitt, N. (2014). Personality and Cognitive Ability as Predictors of Effective Performance at Work, Annual Review of Organizational Psychology and Organizational Behavior, 1, 45-65.
  • Smith, M., Smith, P. (2005). Testing People at Work: Competencies in Psychometric Testing, London, Blackwell Publishing.Steven L.T., Scroggins, W.A. (2006). Psychological Testing in Personnel Selection: Contemporary Issues in Cognitive Ability and Personality Testing, Journal of Business Inquiry, 5, 28-38.
  • Şemin, R. (1972). Zekânın Değerlendirilmesi, İstanbul, İstanbul Üniversitesi Edebiyat Fakültesi Basımevi.Taylor, J.L., O’Hara, R., Mumenthaler, M.S., Rosen, A.C., Yesavage, J.A. (2005). “Cognitive Ability, Expertise, and Age Differences in Following Air-Traffic Control Instructions”, Psychology and Aging, 20(1), 117-133.
  • Thomas, S.L., Scroggins, W.A. (2006). Psychological Testing in Personnel Selection: Contemporary Issues in Cognitive Ability and Personality Testing, Journal of Business Inquiry, 5, 28-38.
  • Wernimont, P.F., Campbell, J.P. (1968).Signs, Sample, and Criteria, Journal of Applied Psychology, 52(5), 372-376.Witt, L.A., Burke, L.A. (2003). Using Cognitive Ability and Personality to Select Information Technology Professions, Mahmood, M. A. (Ed.), Advanced Topics in End User Computing, Hershey, IGI Publishing, 2003, 1-17.
  • Zeidner, J., Scholarios, D., Johnson C.D. (2003). Evaluating Job Knowledge Criterion Components for Use in Classification Research, Military Psychology, 15(2), 97-116.
There are 42 citations in total.

Details

Primary Language Turkish
Journal Section Makaleler
Authors

Metin Ocak 0000-0002-1142-3661

Murat Güler 0000-0001-7370-2976

Rıza Bayrak 0000-0002-7397-2295

Publication Date December 26, 2018
Acceptance Date December 26, 2018
Published in Issue Year 2018 Volume: 5 Issue: 9

Cite

APA Ocak, M., Güler, M., & Bayrak, R. (2018). İnsan Kaynaklarının Seçiminde Genel Bilişsel Yetenek Testlerinin Uygulanması. Toros Üniversitesi İİSBF Sosyal Bilimler Dergisi, 5(9), 153-173.
AMA Ocak M, Güler M, Bayrak R. İnsan Kaynaklarının Seçiminde Genel Bilişsel Yetenek Testlerinin Uygulanması. Toros Üniversitesi İİSBF Sosyal Bilimler Dergisi. December 2018;5(9):153-173.
Chicago Ocak, Metin, Murat Güler, and Rıza Bayrak. “İnsan Kaynaklarının Seçiminde Genel Bilişsel Yetenek Testlerinin Uygulanması”. Toros Üniversitesi İİSBF Sosyal Bilimler Dergisi 5, no. 9 (December 2018): 153-73.
EndNote Ocak M, Güler M, Bayrak R (December 1, 2018) İnsan Kaynaklarının Seçiminde Genel Bilişsel Yetenek Testlerinin Uygulanması. Toros Üniversitesi İİSBF Sosyal Bilimler Dergisi 5 9 153–173.
IEEE M. Ocak, M. Güler, and R. Bayrak, “İnsan Kaynaklarının Seçiminde Genel Bilişsel Yetenek Testlerinin Uygulanması”, Toros Üniversitesi İİSBF Sosyal Bilimler Dergisi, vol. 5, no. 9, pp. 153–173, 2018.
ISNAD Ocak, Metin et al. “İnsan Kaynaklarının Seçiminde Genel Bilişsel Yetenek Testlerinin Uygulanması”. Toros Üniversitesi İİSBF Sosyal Bilimler Dergisi 5/9 (December 2018), 153-173.
JAMA Ocak M, Güler M, Bayrak R. İnsan Kaynaklarının Seçiminde Genel Bilişsel Yetenek Testlerinin Uygulanması. Toros Üniversitesi İİSBF Sosyal Bilimler Dergisi. 2018;5:153–173.
MLA Ocak, Metin et al. “İnsan Kaynaklarının Seçiminde Genel Bilişsel Yetenek Testlerinin Uygulanması”. Toros Üniversitesi İİSBF Sosyal Bilimler Dergisi, vol. 5, no. 9, 2018, pp. 153-7.
Vancouver Ocak M, Güler M, Bayrak R. İnsan Kaynaklarının Seçiminde Genel Bilişsel Yetenek Testlerinin Uygulanması. Toros Üniversitesi İİSBF Sosyal Bilimler Dergisi. 2018;5(9):153-7.