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Wiley-Blackwell: International Journal of Selection & Assessment最新文献

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Dual Relational Model of Perceived Overqualification: Employee's Self‐Concept and Task Performance 员工自我概念与任务绩效的双重关系模型
Wiley-Blackwell: International Journal of Selection & Assessment Pub Date : 2019-12-01 DOI: 10.1111/ijsa.12261
Yi Li, Mengru Wu, Nan Li, Man Zhang
{"title":"Dual Relational Model of Perceived Overqualification: Employee's Self‐Concept and Task Performance","authors":"Yi Li, Mengru Wu, Nan Li, Man Zhang","doi":"10.1111/ijsa.12261","DOIUrl":"https://doi.org/10.1111/ijsa.12261","url":null,"abstract":"Drawing upon self‐representation theory and using a relationship perspective, we constructed a dual‐path‐moderated mediation model to examine the relationship between employees’ perceived overqualification and task performance. We tested this model with data from a sample of 242 subordinate‐supervisor dyads in Shanghai, China. The results suggested that perceived overqualification had a negative indirect effect on task performance through perceived insider status (PIS), and popularity moderated the negative association between perceived overqualification and PIS. In addition, the relationship between perceived overqualification and task performance via organization‐based self‐esteem was positive when supervisor‐subordinate guanxi was high but negative when it was low. The implications, limitations, and future research directions of these findings are discussed.","PeriodicalId":259932,"journal":{"name":"Wiley-Blackwell: International Journal of Selection & Assessment","volume":"4 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"123315120","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 14
Does Interview Anxiety Predict Job Performance and Does it Influence the Predictive Validity of Interviews? 面试焦虑是否能预测工作表现并影响面试的预测效度?
Wiley-Blackwell: International Journal of Selection & Assessment Pub Date : 2019-12-01 DOI: 10.1111/ijsa.12263
L. Schneider, D. Powell, Silvia Bonaccio
{"title":"Does Interview Anxiety Predict Job Performance and Does it Influence the Predictive Validity of Interviews?","authors":"L. Schneider, D. Powell, Silvia Bonaccio","doi":"10.1111/ijsa.12263","DOIUrl":"https://doi.org/10.1111/ijsa.12263","url":null,"abstract":"Interview anxiety is negatively related to interview performance; however, its relation to job performance is unknown. It could correlate negatively with job performance, and it could moderate the interview performance–job performance relation. In a sample of applicants for Residence Assistant positions, interview anxiety had near‐zero correlations with job performance, rated by supervisors and supervisees. It moderated the relation between interview performance and supervisor‐rated facilitating peer and team performance, such that interview performance did not predict this job performance component for anxious applicants. The moderation was not found for supervisor‐rated task proficiency, or for supervisee ratings of either job performance component, suggesting that the impact of interview anxiety depends on rater source and which job performance component is rated.","PeriodicalId":259932,"journal":{"name":"Wiley-Blackwell: International Journal of Selection & Assessment","volume":"126 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"126060636","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 10
Affective Responses to Abuse in the Workplace: The Role of Hope and Affective Commitment 职场虐待的情感反应:希望与情感承诺的作用
Wiley-Blackwell: International Journal of Selection & Assessment Pub Date : 2018-03-01 DOI: 10.1111/ijsa.12203
C. Tillman, Katerina Gonzalez, Wayne S. Crawford, Ericka R. Lawrence
{"title":"Affective Responses to Abuse in the Workplace: The Role of Hope and Affective Commitment","authors":"C. Tillman, Katerina Gonzalez, Wayne S. Crawford, Ericka R. Lawrence","doi":"10.1111/ijsa.12203","DOIUrl":"https://doi.org/10.1111/ijsa.12203","url":null,"abstract":"Affective responses constitute the mechanism by which abusive supervision received is associated with subordinates’ turnover intentions. Using affective events theory (AET) as a theoretical framework, we suggest that abusive supervision is a contextual event that is associated with subordinates’ affective reactions and corresponding evaluative judgment of their workplace, which ultimately leads to increased turnover intentions, a prominent withdrawal outcome. We examine two affective responses as mediators, hope (a goal‐related affective state based on the expectation of positive outcomes) and affective commitment (affect‐based evaluation of the organization). Two samples from a field study (n = 209) and an experiment (n = 427) were analyzed using structural equation modeling. Results supported our proposed chain of relationships, suggesting that subordinates are likely to experience decreased hope and affective commitment after having experienced abuse from a supervisor, which subsequently impact their withdrawal intention to leave the organization.","PeriodicalId":259932,"journal":{"name":"Wiley-Blackwell: International Journal of Selection & Assessment","volume":"935 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2018-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"123293065","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 30
Generalization of Cognitive and Noncognitive Validities Across Personality‐Based Job Families 基于人格的工作家庭认知和非认知效度的概化
Wiley-Blackwell: International Journal of Selection & Assessment Pub Date : 2015-12-01 DOI: 10.1111/ijsa.12117
Charles N. Maclane, Jeffrey M. Cucina
{"title":"Generalization of Cognitive and Noncognitive Validities Across Personality‐Based Job Families","authors":"Charles N. Maclane, Jeffrey M. Cucina","doi":"10.1111/ijsa.12117","DOIUrl":"https://doi.org/10.1111/ijsa.12117","url":null,"abstract":"The positive relationship between complexity of work and the validity of general mental ability (GMA) measures across a variety of occupations is well supported by research and provides important practical and theoretical support for cognitive ability measures. However, there is currently no research demonstrating a systematic relationship between the size of the validities of any personality measure and the personality requirements of jobs, thus leaving open to question the predictive and construct validity of personality measures for applicant selection. We compared the validities of two biodata measures – one scored to measure social competence and one to measure GMA – across six job families that varied in social requirements. The validity of the GMA measure generalized at approximately the same level across the job families while the validity of the social competence measure decreased as social requirements diminished.","PeriodicalId":259932,"journal":{"name":"Wiley-Blackwell: International Journal of Selection & Assessment","volume":"11 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2015-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"114197851","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 3
Validity Stability Across Entering College Cohorts: Exploring the Temporal Generalizability of Local Validity Estimates 大学新生群体的效度稳定性:探讨局部效度估计的时间概括性
Wiley-Blackwell: International Journal of Selection & Assessment Pub Date : 2015-09-01 DOI: 10.1111/ijsa.12111
Christopher R. Huber, N. Kuncel, P. Sackett, A. Beatty
{"title":"Validity Stability Across Entering College Cohorts: Exploring the Temporal Generalizability of Local Validity Estimates","authors":"Christopher R. Huber, N. Kuncel, P. Sackett, A. Beatty","doi":"10.1111/ijsa.12111","DOIUrl":"https://doi.org/10.1111/ijsa.12111","url":null,"abstract":"Local validity studies rely on the assumption that validity estimates from one incumbent sample approximate validity for future applicant pools. We test this assumption using SAT scores and high school grades as predictors of first year college grade point average across multiple college applicant pools for over 100 schools. We present evidence for substantial absolute and rank order consistency in validity estimates. However, this consistency is far less than perfect, resulting in potentially meaningful utility differences over time. In addition, observed fluctuations are not fully explained by sampling error alone.","PeriodicalId":259932,"journal":{"name":"Wiley-Blackwell: International Journal of Selection & Assessment","volume":"43 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2015-09-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"115270793","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 4
Video�?Based Testing: A High�?Fidelity Job Simulation that Demonstrates Reliability, Validity, and Utility 视频�?基于测试:高?演示可靠性、有效性和实用性的逼真工作模拟
Wiley-Blackwell: International Journal of Selection & Assessment Pub Date : 2015-09-01 DOI: 10.1111/ijsa.12108
Jeffrey M. Cucina, Chihwei Su, H. Busciglio, P. Thomas, S. T. Peyton
{"title":"Video�?Based Testing: A High�?Fidelity Job Simulation that Demonstrates Reliability, Validity, and Utility","authors":"Jeffrey M. Cucina, Chihwei Su, H. Busciglio, P. Thomas, S. T. Peyton","doi":"10.1111/ijsa.12108","DOIUrl":"https://doi.org/10.1111/ijsa.12108","url":null,"abstract":"A conceptual rationale is presented for the use of a high‐fidelity simulation: a video‐based test (VBT), in which applicants view job‐related scenarios, respond orally, and are later scored on five dimensions by trained raters. Using applicant data, we empirically investigate the criterion‐related validity, reliability, and utility of the VBT. Overall, we found that the VBT predicted performance in training and on the job. In addition, different raters strongly agreed with one another on each applicant's scores. Despite somewhat higher development costs, the VBT demonstrated high utility. We suggest that organizations consider the use of VBTs as a selection instrument for jobs that require the use of applied social and interpersonal skills.","PeriodicalId":259932,"journal":{"name":"Wiley-Blackwell: International Journal of Selection & Assessment","volume":"76 2","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2015-09-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"113967330","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 12
The Influence of Employers' Use of Social Networking Websites in Selection, Online Self‐Promotion, and Personality on the Likelihood of Faux Pas Postings 雇主在招聘、网上自我推销和个性方面使用社交网站对失礼发帖可能性的影响
Wiley-Blackwell: International Journal of Selection & Assessment Pub Date : 2014-03-01 DOI: 10.1111/ijsa.12058
Nicolas Roulin
{"title":"The Influence of Employers' Use of Social Networking Websites in Selection, Online Self‐Promotion, and Personality on the Likelihood of Faux Pas Postings","authors":"Nicolas Roulin","doi":"10.1111/ijsa.12058","DOIUrl":"https://doi.org/10.1111/ijsa.12058","url":null,"abstract":"Employers' selection practices sometimes involve reviewing applicants' profile on social networking websites (SNWs) and invading applicants' privacy (e.g., asking for their passwords). Applicants can be eliminated because of faux pas (i.e., inappropriate content) they post online. Yet, little research has examined factors related to faux pas postings. The present study examines employers' use of SNWs in selection, participants' internet and SNWs use, personality, and SNWs self‐promotion as predictors of the likelihood of faux pas postings. Results show lower likelihood of faux pas postings when participants are informed that a high proportion of employers use SNWs in selection, but mainly when it includes invasion of applicants' privacy. Moreover, participants' age, privacy settings, extraversion, and SNWs self‐promotion are related to faux pas.","PeriodicalId":259932,"journal":{"name":"Wiley-Blackwell: International Journal of Selection & Assessment","volume":"196 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2014-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"114593055","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 36
‘Good Impression’ as a Moderator in Employment‐Related Assessment “好印象”在就业相关评估中的调节作用
Wiley-Blackwell: International Journal of Selection & Assessment Pub Date : 2014-03-01 DOI: 10.1111/ijsa.12056
R. Lanyon, L. D. Goodstein, Rebecca E. Wershba
{"title":"‘Good Impression’ as a Moderator in Employment‐Related Assessment","authors":"R. Lanyon, L. D. Goodstein, Rebecca E. Wershba","doi":"10.1111/ijsa.12056","DOIUrl":"https://doi.org/10.1111/ijsa.12056","url":null,"abstract":"There is widespread agreement that response bias variables, such as good impression, have little relevance, either as moderators or suppressors, in efforts to improve the accuracy of employment-related predictions based on personality test scores. However, a recent review found that there were relatively few methodologically sound real-life studies of the moderator function. Reported here are four such studies involving the prediction of job performance. As hypothesized, a significant moderator effect was shown in the two studies that utilized ‘transparent’ job-related predictors, with useful prediction only at the lower levels of good impression, but not in the two studies that utilized personality variables as predictors. These results confirm that validity when using transparent items to predict employment-related success can be affected by the operation of good-impression response bias. Further research is needed to delineate other relevant effects of good impression in such situations.","PeriodicalId":259932,"journal":{"name":"Wiley-Blackwell: International Journal of Selection & Assessment","volume":"22 8 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2014-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"124490768","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 12
In‐Basket Validity: A Systematic Review 篮子效度:一项系统评价
Wiley-Blackwell: International Journal of Selection & Assessment Pub Date : 2014-03-01 DOI: 10.1111/ijsa.12057
Deborah L. Whetzel, Paul F. Rotenberry, Michael A. McDaniel
{"title":"In‐Basket Validity: A Systematic Review","authors":"Deborah L. Whetzel, Paul F. Rotenberry, Michael A. McDaniel","doi":"10.1111/ijsa.12057","DOIUrl":"https://doi.org/10.1111/ijsa.12057","url":null,"abstract":"In‐baskets are high‐fidelity simulations often used to predict performance in a variety of jobs including law enforcement, clerical, and managerial occupations. They measure constructs not typically assessed by other simulations (e.g., administrative and managerial skills, and procedural and declarative job knowledge). We compiled the largest known database (k = 31; N = 3,958) to address the criterion‐related validity of in‐baskets and possible moderators. Moderators included features of the in‐basket: content (generic vs. job specific) and scoring approach (objective vs. subjective) and features of the validity studies: design (concurrent vs. predictive) and source (published vs. unpublished). Sensitivity analyses assessed how robust the results were to the influence of various biases. Results showed that the operational criterion‐related validity of in‐baskets was sufficiently high to justify their use in high‐stakes settings. Moderator analyses provided useful guidance for developers and users regarding content and scoring.","PeriodicalId":259932,"journal":{"name":"Wiley-Blackwell: International Journal of Selection & Assessment","volume":"10 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2014-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"129150694","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 13
Alternate Approaches to Understanding the Psychometric Properties of Assessment Centers: An Analysis of the Structure and Equivalence of Exercise Ratings 了解评估中心心理测量特性的替代方法:对运动评分结构和等效性的分析
Wiley-Blackwell: International Journal of Selection & Assessment Pub Date : 2012-03-01 DOI: 10.1111/j.1468-2389.2012.00581.x
Brian J. Hoffman, A. Meade
{"title":"Alternate Approaches to Understanding the Psychometric Properties of Assessment Centers: An Analysis of the Structure and Equivalence of Exercise Ratings","authors":"Brian J. Hoffman, A. Meade","doi":"10.1111/j.1468-2389.2012.00581.x","DOIUrl":"https://doi.org/10.1111/j.1468-2389.2012.00581.x","url":null,"abstract":"The present study uses an alternate analytical framework to examine the degree to which performance is differentiated by dimensions in assessment center (AC) exercises and whether these performance dimensions are rated on the same scale across exercises. Confirmatory factor analysis likelihood ratio tests supported the presence of three broad latent performance dimensions in each of three AC exercises. Additional tests revealed that five of six manifest performance dimensions were rated on the same psychological scale across exercises. Taken together, our results support a multidimensional interpretation of AC exercises and provide empirical support to the notion that differences in AC performance across exercises reflect true performance, rather than a measurement artifact.","PeriodicalId":259932,"journal":{"name":"Wiley-Blackwell: International Journal of Selection & Assessment","volume":"268 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2012-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"122931169","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 11
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