International Journal of Selection and Assessment最新文献

Building on Shaky Foundations: A Critical Review of Criterion Validity Evidence in Personnel Selection 建立在不稳固的基础上：对人员选择标准效度证据的批判性回顾

IF 2.7 4区管理学

International Journal of Selection and Assessment Pub Date : 2026-10-19 DOI: 10.1111/ijsa.70086

A. Susan M. Niessen, Felix Kerscher, Juan C. Arboleda Cardona, Jacob J. Matić, Ilse P. Peringa, Rob R. Meijer, Marvin Neumann

{"title":"Building on Shaky Foundations: A Critical Review of Criterion Validity Evidence in Personnel Selection","authors":"A. Susan M. Niessen, Felix Kerscher, Juan C. Arboleda Cardona, Jacob J. Matić, Ilse P. Peringa, Rob R. Meijer, Marvin Neumann","doi":"10.1111/ijsa.70086","DOIUrl":"https://doi.org/10.1111/ijsa.70086","url":null,"abstract":"<p>We reviewed the most recent meta-analytic literature on the criterion validity of predictors of job performance used in personnel selection. The overreliance on concurrent incumbent studies leads to meta-analytic estimates based on data collected in conditions with non-representative stakes and an inability to estimate and correct for range restriction based on credible information, obstructing the estimation of operational validity in actual selection contexts. Therefore, we argue that we do not need more meta-analyses. First, we need primary studies that actually provide estimates of operational criterion validity. On a positive note, we observed increasing attention in meta-analyses to heterogeneity of results, publication bias and open science. There is room for improvement in terms of attention to the quality and operationalization of predictor and performance measures, and reflection on the quality of the evidence. Given these issues, our stance is that the current body of research does not allow drawing firm conclusions about the criterion validity of predictors of job performance in actual, operational selection settings. To move forward, we provide recommendations for reviewers, editors, and authors of primary studies and meta-analyses on predictors used in personnel selection.</p>","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"34 4","pages":""},"PeriodicalIF":2.7,"publicationDate":"2026-10-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/ijsa.70086","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"149258050","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Executive Selection Has a Criterion Problem: A Perspective on Capability-Centered Assessment Under Strategic Uncertainty 高管选择有一个标准问题：战略不确定性下以能力为中心的评估视角

IF 2.7 4区管理学

International Journal of Selection and Assessment Pub Date : 2026-10-05 DOI: 10.1111/ijsa.70084

Hannu Sehm

引用次数: 0

When Recruiters Meet Algorithms: Advice Taking and Bias in AI-Assisted Recruitment 当招聘人员遇到算法：人工智能辅助招聘中的建议采纳和偏见

IF 2.7 4区管理学

International Journal of Selection and Assessment Pub Date : 2026-10-03 DOI: 10.1111/ijsa.70085

Alain Lacroux, Christelle Martin Lacroux

引用次数: 0

Extended Responses in Asynchronous Video Interviews: Investigating Antecedents, Content, and Consequences 异步视频访谈中的扩展回应：调查前事、内容和后果

IF 2.7 4区管理学

International Journal of Selection and Assessment Pub Date : 2026-09-19 DOI: 10.1111/ijsa.70081

Koralie Orji, Adrian Bangerter, Elisabeth Germanier, Laetitia A. Renier, Marianne Schmid Mast

{"title":"Extended Responses in Asynchronous Video Interviews: Investigating Antecedents, Content, and Consequences","authors":"Koralie Orji, Adrian Bangerter, Elisabeth Germanier, Laetitia A. Renier, Marianne Schmid Mast","doi":"10.1111/ijsa.70081","DOIUrl":"https://doi.org/10.1111/ijsa.70081","url":null,"abstract":"<p>Past-behavior questions prompt interviewees to recount past work experiences as stories. Telling a good story, however, typically relies on feedback from the audience. In asynchronous video interviews (AVIs), which lack real-time interaction, interviewees often produce <i>extended responses</i>, continuing to speak after an identifiable point of closure in their response. This behavior may be influenced by longer response-time limits and the absence of interviewer feedback. Using data from 114 mock AVIs, this study examined the prevalence and antecedents (individual differences) of extended responding, its content (i.e., disfluencies and storytelling), and its consequences for interview evaluations (i.e., performance, engagement, persuasiveness) and honest impression management. Over 75% of participants produced at least one extended response. Emotionality was positively associated with extended responding. Compared with initial responses, extended responses included more pauses but not more fillers. Extended responses contained more utterances about results and values/opinions, whereas initial responses contained more situational and task/action utterances. Extended responding was positively related to honest self-promotion. Performance and persuasiveness ratings were higher for initial responses than for overall (initial + extended) responses. While extended responding is common in AVIs, it appears to provide limited benefits and was associated with less favorable performance and persuasiveness ratings.</p>","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"34 4","pages":""},"PeriodicalIF":2.7,"publicationDate":"2026-09-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/ijsa.70081","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148994655","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Who Gets Selected in Rigid Hierarchies? Early Happiness at Work and Competitive Leadership Selection 谁会在严格的等级制度中被选中？早期工作幸福感与竞争性领导选择

IF 2.7 4区管理学

International Journal of Selection and Assessment Pub Date : 2026-09-11 DOI: 10.1111/ijsa.70083

Xyle Ku

{"title":"Who Gets Selected in Rigid Hierarchies? Early Happiness at Work and Competitive Leadership Selection","authors":"Xyle Ku","doi":"10.1111/ijsa.70083","DOIUrl":"https://doi.org/10.1111/ijsa.70083","url":null,"abstract":"<div>\u0000 \u0000 <p>Leadership selection is typically attributed to ability, performance, and dispositional advantage. Yet evaluative processes may also reflect how individuals experience and engage with their work over time. We tested whether early happiness at work prospectively predicts selection into objectively assigned leadership roles under formalized selection and pronounced role scarcity in the Korea Military Academy. First- and second-year cohort cadets (<i>N</i> = 444) reported happiness at work in 2023, and competitive leadership appointments were assessed approximately 2 years later in the fourth year. Leadership positions comprised roughly 4% of each cohort. Penalized logistic regression showed that higher happiness at work predicted a greater likelihood of leadership selection (OR = 1.68, 95% CI [1.04, 2.72]), controlling for baseline cumulative performance score, gender, and cohort. Among the subcomponents, affective organizational commitment significantly predicted leadership selection (OR = 1.77, 95% CI [1.07, 2.94]), whereas engagement (OR = 1.63, 95% CI [1.00, 2.66]) and job satisfaction (OR = 1.34, 95% CI [0.85, 2.14]) did not reach the conventional 0.05 significance threshold. Taken together, the findings suggest that early happiness at work may play a meaningful role in shaping who is ultimately selected into positions of authority, even in systems structured to privilege meritocratic evaluation.</p></div>","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"34 4","pages":""},"PeriodicalIF":2.7,"publicationDate":"2026-09-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148943114","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Wise Moves at Work: Initial Validation of the Dutch Wise Proactivity Scale Among Elderly Care Employees 工作中的明智行动：荷兰智慧主动量表在老年护理员工中的初步验证

IF 2.7 4区管理学

International Journal of Selection and Assessment Pub Date : 2026-09-09 DOI: 10.1111/ijsa.70080

Sait Gürbüz, Annet H. de Lange, Marit Christensen, Siw Tone Innstrand

{"title":"Wise Moves at Work: Initial Validation of the Dutch Wise Proactivity Scale Among Elderly Care Employees","authors":"Sait Gürbüz, Annet H. de Lange, Marit Christensen, Siw Tone Innstrand","doi":"10.1111/ijsa.70080","DOIUrl":"https://doi.org/10.1111/ijsa.70080","url":null,"abstract":"<div>\u0000 \u0000 <p>Wise proactivity refers to employees' change-oriented initiative guided by practical judgment, balancing situational demands (context), stakeholder relationships (others), and self-regulation (self). Although the recently developed Wise Proactivity Scale (WPS) has shown validity across countries, evidence for its applicability in Western European contexts remains limited. This study adapted and validated the short-form WPS in the Netherlands and examined its factorial, discriminant, and incremental validity. To evaluate the psychometric properties and validity of the modified Dutch version of the short-form WPS, a forward-backward translation procedure and expert review were conducted, and data were collected from a sample of 184 Dutch employees working in elderly care. Wise proactivity was assessed alongside related self-regulatory resources (self-leadership, reflective ability, and resilience) and outcomes including job satisfaction and employability. Results supported the hypothesized higher-order structure, with three first-order dimensions (context, others, and self) loading onto a single overarching wise proactivity factor, supporting construct validity. The modified Dutch version of the short-form WPS demonstrated discriminant validity from related constructs and incremental validity by explaining additional variance in job satisfaction and employability beyond demographics and the self-regulatory resources. These findings provide initial evidence supporting the psychometric properties of the modified Dutch version of the short-form WPS in a sample of Dutch elderly care employees.</p></div>","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"34 4","pages":""},"PeriodicalIF":2.7,"publicationDate":"2026-09-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148909949","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

How (Not) to Incorporate Employee Well-Being as a Selection Criterion: Commentary on König et al. (2026) 如何（不）将员工幸福感作为选择标准：对König等人（2026）的评论

IF 2.7 4区管理学

International Journal of Selection and Assessment Pub Date : 2026-09-09 DOI: 10.1111/ijsa.70079

Anna Luca Heimann, Pia V. Ingold

{"title":"How (Not) to Incorporate Employee Well-Being as a Selection Criterion: Commentary on König et al. (2026)","authors":"Anna Luca Heimann, Pia V. Ingold","doi":"10.1111/ijsa.70079","DOIUrl":"https://doi.org/10.1111/ijsa.70079","url":null,"abstract":"<p>In their “Provocation Article,” König and colleagues (2026) make an important contribution by advocating for the explicit inclusion of employee well-being as an outcome in personnel selection. We appreciate this perspective and support the view that fostering a healthy and happy workforce is a central organizational goal that should be more systematically considered in selection practices. At the same time, however, we argue that some of the proposed approaches risk unintentionally fostering discrimination against applicants with reduced well-being or mental health and of intruding into their privacy, given that mental health information is legally protected as sensitive personal data in various jurisdictions. We therefore outline alternative pathways for integrating well-being and mental health into selection systems while mitigating these risks. Specifically, we elaborate on two indirect pathways already noted in the provocation article: (a) the structured assessment of person–environment fit and (b) applicants' potential impact on others' well-being and mental health in the workplace. In addition, we introduce two complementary approaches: (c) assessing how applicants interpret work situations (situation construal) as a cognitive process relevant to well-being and mental health–related outcomes, and (d) selecting for health behaviors as a criterion instead of directly targeting well-being and mental health itself. Together, these approaches demonstrate how employee well-being and mental health can be incorporated as criteria in personnel selection, while safeguarding fairness and minimizing the risk of well-being and mental health-related discrimination and privacy intrusion.</p>","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"34 4","pages":""},"PeriodicalIF":2.7,"publicationDate":"2026-09-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/ijsa.70079","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148909948","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

How Do “Funny” Job Postings Affect Job Seekers' Reactions? Humor and Job Attractiveness “有趣”的招聘广告如何影响求职者的反应？幽默与工作吸引力

IF 2.7 4区管理学

International Journal of Selection and Assessment Pub Date : 2026-08-17 DOI: 10.1111/ijsa.70078

David Cheng, Miaojia Huang, Rajiv Amarnani, Alexander Eapen, Patrick Dunlop

{"title":"How Do “Funny” Job Postings Affect Job Seekers' Reactions? Humor and Job Attractiveness","authors":"David Cheng, Miaojia Huang, Rajiv Amarnani, Alexander Eapen, Patrick Dunlop","doi":"10.1111/ijsa.70078","DOIUrl":"https://doi.org/10.1111/ijsa.70078","url":null,"abstract":"<p>Organizations sometimes embed humor into recruitment materials such as job postings to try to attract talent. Our research investigates the efficacy of humorous job postings. On the one hand, humorous job postings may be beneficial because the use of humor may signal positive organizational attributes. On the other hand, humorous job postings could also inadvertently convey a lack of seriousness in the organization's HR practices. Integrating signaling theory with benign violation theory, we develop and test a theoretical model of the competing signals that humor in job postings might send. We conducted three experiments using single stimulus approaches (Studies 1 and 2) and stimulus sampling approaches (Study 3). Studies 1 and 2 showed a negative effect of humor on job attractiveness, whereas Study 3 showed no statistically significant effect of humor on job attractiveness. Consistently across studies, humorous job postings led potential job seekers to expect the organization to display lower levels of procedural justice. These findings suggest exercising caution when using humor in recruitment materials.</p>","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"34 3","pages":""},"PeriodicalIF":2.7,"publicationDate":"2026-08-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/ijsa.70078","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148784290","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Testing After ChatGPT: Aggregate Change in Applicant Assessment Scores ChatGPT后的测试：申请人评估分数的总变化

IF 2.7 4区管理学

International Journal of Selection and Assessment Pub Date : 2026-08-10 DOI: 10.1111/ijsa.70077

Alise Dabdoub, Rebecca Pool

{"title":"Testing After ChatGPT: Aggregate Change in Applicant Assessment Scores","authors":"Alise Dabdoub, Rebecca Pool","doi":"10.1111/ijsa.70077","DOIUrl":"https://doi.org/10.1111/ijsa.70077","url":null,"abstract":"<div>\u0000 \u0000 <p>The widespread adoption of large language model (LLM) chatbots has raised concerns about their potential misuse in high-stakes employment contexts, including cheating on pre-employment assessments. Although prior research demonstrates that LLMs can achieve desirable scores on cognitive and personality tests, little evidence exists regarding whether their availability has produced measurable score inflation in real-world selection settings. The present study examines whether mean scores on commonly used pre-employment assessments shifted following the public release of ChatGPT in November 2022. Using large archival samples of job applicants, we analyzed trends in scores on two cognitive assessments and one personality assessment. We also examined age as a moderator given evidence that younger individuals are more frequent users of LLM technologies. Regression and time-trend analyses indicated statistically significant but practically negligible changes in assessment scores following ChatGPT's release. Across cognitive and personality measures, effect sizes were near zero and inconsistent in direction, providing no meaningful support for widespread LLM-assisted cheating. Overall, results suggest that despite concerns about LLM misuse, there is currently little evidence of large-scale score inflation in operational pre-employment testing contexts.</p></div>","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"34 3","pages":""},"PeriodicalIF":2.7,"publicationDate":"2026-08-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148753225","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Faking Does Not Impair the Validity of Construct-Focused Situational Judgment Tests: An Experimental Study 作假不影响建构型情境判断测验的效度：一项实验研究

IF 2.7 4区管理学

International Journal of Selection and Assessment Pub Date : 2026-07-30 DOI: 10.1111/ijsa.70076

Daniel Danner, Lydia Oeljeklaus, Stefan Höft

{"title":"Faking Does Not Impair the Validity of Construct-Focused Situational Judgment Tests: An Experimental Study","authors":"Daniel Danner, Lydia Oeljeklaus, Stefan Höft","doi":"10.1111/ijsa.70076","DOIUrl":"https://doi.org/10.1111/ijsa.70076","url":null,"abstract":"<p>This experimental study examined whether faking affected a construct-focused situational judgment test (SJT) measuring self-organization. Using a within-subjects design, the SJT and a single-statement self-report were administered to employees of a federal agency who were students at a cooperative university affiliated with that agency (<i>N</i> = 256), under two conditions: honest responding and faking good. The SJT used knowledge instructions (“How should one behave?”) and an expert-based scoring method whereby participants' responses were compared with those of subject-matter experts. Construct validity was assessed using correlations with Big Five personality traits; criterion validity was evaluated based on correlations with participants' grade point averages (GPAs). Faking changed scores substantially on the single-statement self-report (<i>d</i> = 1.04) but only modestly on the SJT (<i>d</i> = 0.25). Structural equation modeling revealed that the construct validity of the single-statement self-report was reduced under faking conditions, whereas that of the SJT remained stable, showing consistent associations with Conscientiousness and Agreeableness. The criterion validity of the SJT was unaffected or even slightly enhanced under faking conditions. Supplementary analyses using binary scoring replicated prior findings of stronger effects of faking on single-statement self-report than on SJT scale scores but showed no detrimental impact on validity. These results suggest that construct-focused SJTs are less vulnerable to faking than are single-statement self-reports, thus supporting their application in high-stakes selection contexts.</p>","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"34 3","pages":""},"PeriodicalIF":2.7,"publicationDate":"2026-07-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/ijsa.70076","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148617212","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0