International Journal of Selection and Assessment最新文献

Subclinical Versus Clinical Assessment in the Workplace: Evidence Against Equating Performance Risks With Abnormal Personality 工作场所的亚临床与临床评估：反对将绩效风险与异常人格等同的证据

IF 2.4 4区管理学

International Journal of Selection and Assessment Pub Date : 2026-04-06 DOI: 10.1111/ijsa.70063

Michael J. Boudreaux, Alise Dabdoub, Ryne A. Sherman

{"title":"Subclinical Versus Clinical Assessment in the Workplace: Evidence Against Equating Performance Risks With Abnormal Personality","authors":"Michael J. Boudreaux, Alise Dabdoub, Ryne A. Sherman","doi":"10.1111/ijsa.70063","DOIUrl":"10.1111/ijsa.70063","url":null,"abstract":"<div>\u0000 \u0000 <p>Distinguishing between subclinical and clinical personality assessments is essential for their appropriate use across organizational, research, and clinical contexts. Although some workplace measures assess maladaptive tendencies, the extent to which they overlap with clinical instruments remains unclear. Misinterpreting this overlap can result in the inappropriate clinicalization of workplace measures and the misuse of clinical instruments in personnel selection. This study compared a workplace measure, the Hogan Development Survey (HDS), with a clinical instrument, the Personality Inventory for <i>DSM-5</i> (PID-5). Across multiple psychometric criteria, the two measures showed meaningful but nonredundant overlap. The HDS provided limited information at extreme trait levels and more strongly predicted work outcomes, whereas the PID-5 was more informative at the pathological end of the continuum and more strongly associated with mental health indicators. These findings clarify the boundaries between subclinical and clinical personality assessment and inform evaluations of measures with overlapping content but different applications.</p></div>","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"34 2","pages":""},"PeriodicalIF":2.4,"publicationDate":"2026-04-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"147686934","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

From Forbid to Reimagine: Employer Strategies for Responding to Candidate GenAI Use in Assessment 从禁止到重新想象：雇主应对候选人基因在评估中的使用的策略

IF 2.4 4区管理学

International Journal of Selection and Assessment Pub Date : 2026-03-30 DOI: 10.1111/ijsa.70060

Patrick D. Dunlop, Filip Lievens

{"title":"From Forbid to Reimagine: Employer Strategies for Responding to Candidate GenAI Use in Assessment","authors":"Patrick D. Dunlop, Filip Lievens","doi":"10.1111/ijsa.70060","DOIUrl":"10.1111/ijsa.70060","url":null,"abstract":"<p>In this reply to the commentaries by Mirowska (2025), Hickman (2025), and Holtrop and Bronzwaer (2026), we expand on our initial provocation article regarding the effects of candidate use of Generative AI (GenAI) in personnel selection (Lievens and Dunlop, 2025). First, we update the discussion by highlighting recent technological developments (agentic AI and AI-integrated wearables) that accelerate the threat of candidate GenAI use as a substitute for candidate effort. Second, we clarify and build upon our original arguments concerning the effects of candidate GenAI use on construct-related validity and subgroup differences, introducing the concept of “GenAI literacy” as a potential confounding construct. In doing so, we elaborate on the concept of AI-enabled assessment designs. Finally, we integrate the insights from the three commentaries with our own thinking to introduce the FAIR framework (Forbid, Advise, Insulate, Reimagine), which should help employers navigate the complex landscape of candidate GenAI use. The FAIR framework distinguishes between strategies aimed at preventing GenAI misuse and those designed to embrace and integrate GenAI into assessment processes. We conclude that the future of selection lies not in banning candidate GenAI use entirely. Instead, we argue for a strategic shift toward reimagining assessments for an AI-augmented world.</p>","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"34 2","pages":""},"PeriodicalIF":2.4,"publicationDate":"2026-03-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/ijsa.70060","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"147686349","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

What Draws Potential Applicants Towards an Organization? The Importance of Employer Brand Process Attributes and Applicants' Job Search Metacognitive Activities 是什么吸引潜在的申请人进入一个组织？雇主品牌过程属性的重要性与求职者求职元认知活动

IF 2.4 4区管理学

International Journal of Selection and Assessment Pub Date : 2026-03-26 DOI: 10.1111/ijsa.70061

Hira Kanwal, Greet Van Hoye

{"title":"What Draws Potential Applicants Towards an Organization? The Importance of Employer Brand Process Attributes and Applicants' Job Search Metacognitive Activities","authors":"Hira Kanwal, Greet Van Hoye","doi":"10.1111/ijsa.70061","DOIUrl":"https://doi.org/10.1111/ijsa.70061","url":null,"abstract":"<div>\u0000 \u0000 <p>What motivates potential applicants to apply to an organization and speak favorably about it are key recruitment questions. To answer these, prior studies have primarily focused on the <i>content</i> of the employer brand, i.e., instrumental attributes (e.g., salary, promotion, job security) and symbolic attributes (e.g., employer warmth, competence) as drivers of applicant attraction. However, this perspective overlooks the fundamental <i>process-</i>based characteristics of the employer brand, which form the crux of employer branding and HRM system strength theory. The process attributes refer to branding-related aspects of the employer brand, i.e., ensuring the organization's distinctiveness against competitors, consistency across multiple images/touchpoints, and shared understanding of the employer image. Accordingly, this study investigates the role and added value of employer brand process attributes (distinctiveness, consistency, and consensus) versus content (instrumental and symbolic attributes) in understanding potential applicants' attraction (job pursuit and word-of-mouth intentions). Additionally, we examine whether the impact of the three process attributes is stronger for those applicants who engage in higher job search metacognitive activities, further exploring applicants' motivations from a job search angle. A two-time survey of 191 US job applicants showed that organizations that are distinctive and consistent as an employer elicit higher job pursuit and word-of-mouth intentions. Moreover, process attributes explain significant incremental value beyond content attributes. Limited moderation effects emerged, with consistency particularly relevant for applicants with high metacognitive activities.</p></div>","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"34 2","pages":""},"PeriodicalIF":2.4,"publicationDate":"2026-03-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"147615341","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

What Draws Potential Applicants Towards an Organization? The Importance of Employer Brand Process Attributes and Applicants' Job Search Metacognitive Activities 是什么吸引潜在的申请人进入一个组织？雇主品牌过程属性的重要性与求职者求职元认知活动

IF 2.4 4区管理学

International Journal of Selection and Assessment Pub Date : 2026-03-26 DOI: 10.1111/ijsa.70061

Hira Kanwal, Greet Van Hoye

{"title":"What Draws Potential Applicants Towards an Organization? The Importance of Employer Brand Process Attributes and Applicants' Job Search Metacognitive Activities","authors":"Hira Kanwal, Greet Van Hoye","doi":"10.1111/ijsa.70061","DOIUrl":"https://doi.org/10.1111/ijsa.70061","url":null,"abstract":"<div>\u0000 \u0000 <p>What motivates potential applicants to apply to an organization and speak favorably about it are key recruitment questions. To answer these, prior studies have primarily focused on the <i>content</i> of the employer brand, i.e., instrumental attributes (e.g., salary, promotion, job security) and symbolic attributes (e.g., employer warmth, competence) as drivers of applicant attraction. However, this perspective overlooks the fundamental <i>process-</i>based characteristics of the employer brand, which form the crux of employer branding and HRM system strength theory. The process attributes refer to branding-related aspects of the employer brand, i.e., ensuring the organization's distinctiveness against competitors, consistency across multiple images/touchpoints, and shared understanding of the employer image. Accordingly, this study investigates the role and added value of employer brand process attributes (distinctiveness, consistency, and consensus) versus content (instrumental and symbolic attributes) in understanding potential applicants' attraction (job pursuit and word-of-mouth intentions). Additionally, we examine whether the impact of the three process attributes is stronger for those applicants who engage in higher job search metacognitive activities, further exploring applicants' motivations from a job search angle. A two-time survey of 191 US job applicants showed that organizations that are distinctive and consistent as an employer elicit higher job pursuit and word-of-mouth intentions. Moreover, process attributes explain significant incremental value beyond content attributes. Limited moderation effects emerged, with consistency particularly relevant for applicants with high metacognitive activities.</p></div>","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"34 2","pages":""},"PeriodicalIF":2.4,"publicationDate":"2026-03-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"147615339","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

Test Motivation and Performance of Older Versus Younger Test-Takers: Does Situational Judgment Test Stimulus Format Matter? 考试动机与考试成绩：情境判断测试刺激形式是否重要？

IF 2.4 4区管理学

International Journal of Selection and Assessment Pub Date : 2026-03-25 DOI: 10.1111/ijsa.70062

Maaike Schellaert, Janneke K. Oostrom, Barend Koch, Eva Derous

引用次数: 0

Test Motivation and Performance of Older Versus Younger Test-Takers: Does Situational Judgment Test Stimulus Format Matter? 考试动机与考试成绩：情境判断测试刺激形式是否重要？

IF 2.4 4区管理学

International Journal of Selection and Assessment Pub Date : 2026-03-25 DOI: 10.1111/ijsa.70062

Maaike Schellaert, Janneke K. Oostrom, Barend Koch, Eva Derous

引用次数: 0

Development of a Competency Model for Autistic Employment 自闭症患者就业胜任力模型的发展

IF 2.4 4区管理学

International Journal of Selection and Assessment Pub Date : 2026-03-22 DOI: 10.1111/ijsa.70059

Lorne M. Hartman, Samantha Hancock, Samuel L. Plotnick, Tracy Powell-Rudy, Braxton L. Hartman

{"title":"Development of a Competency Model for Autistic Employment","authors":"Lorne M. Hartman, Samantha Hancock, Samuel L. Plotnick, Tracy Powell-Rudy, Braxton L. Hartman","doi":"10.1111/ijsa.70059","DOIUrl":"https://doi.org/10.1111/ijsa.70059","url":null,"abstract":"<p>This short communication reports the development of a competency model for autistic employment, derived directly from autistic employees' accounts of effective workplace performance. Critical Incident Technique interviews were conducted with 15 autistic professionals employed in large corporate and public-sector organizations, yielding 67 critical incidents and approximately 130 behavioral statements. Interview data were thematically coded against an established competency dictionary and refined through consensus, resulting in 12 competencies organized into four clusters: social, motivational, cognitive, and personal, with 89 associated behavioral indicators. The draft model was reviewed and refined through follow-up focus groups with participants to assess clarity, accuracy, and comprehensiveness. Although several competency labels overlap with generic models, their behavioral expressions reflect autistic employees' distinctive strategies for managing communication demands, cognitive load, and workplace expectations. The model is presented as a set of hypothesized competencies intended for subsequent quantitative validation. Planned next steps include psychometric testing with autistic and non-autistic employees to inform the development of more transparent, function-focused selection and management practices.</p>","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"34 2","pages":""},"PeriodicalIF":2.4,"publicationDate":"2026-03-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/ijsa.70059","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"147567783","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

Development of a Competency Model for Autistic Employment 自闭症患者就业胜任力模型的发展

IF 2.4 4区管理学

International Journal of Selection and Assessment Pub Date : 2026-03-22 DOI: 10.1111/ijsa.70059

Lorne M. Hartman, Samantha Hancock, Samuel L. Plotnick, Tracy Powell-Rudy, Braxton L. Hartman

{"title":"Development of a Competency Model for Autistic Employment","authors":"Lorne M. Hartman, Samantha Hancock, Samuel L. Plotnick, Tracy Powell-Rudy, Braxton L. Hartman","doi":"10.1111/ijsa.70059","DOIUrl":"https://doi.org/10.1111/ijsa.70059","url":null,"abstract":"<p>This short communication reports the development of a competency model for autistic employment, derived directly from autistic employees' accounts of effective workplace performance. Critical Incident Technique interviews were conducted with 15 autistic professionals employed in large corporate and public-sector organizations, yielding 67 critical incidents and approximately 130 behavioral statements. Interview data were thematically coded against an established competency dictionary and refined through consensus, resulting in 12 competencies organized into four clusters: social, motivational, cognitive, and personal, with 89 associated behavioral indicators. The draft model was reviewed and refined through follow-up focus groups with participants to assess clarity, accuracy, and comprehensiveness. Although several competency labels overlap with generic models, their behavioral expressions reflect autistic employees' distinctive strategies for managing communication demands, cognitive load, and workplace expectations. The model is presented as a set of hypothesized competencies intended for subsequent quantitative validation. Planned next steps include psychometric testing with autistic and non-autistic employees to inform the development of more transparent, function-focused selection and management practices.</p>","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"34 2","pages":""},"PeriodicalIF":2.4,"publicationDate":"2026-03-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/ijsa.70059","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"147567784","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

Utilizing Big Data Technologies in Employee Selection: A Systematic Literature Review 大数据技术在员工选拔中的应用：系统文献综述

IF 2.4 4区管理学

International Journal of Selection and Assessment Pub Date : 2026-03-09 DOI: 10.1111/ijsa.70057

Feng Xie, Aini Aman, Dahlia Fernandez, Mohd Fahmi Ghazali

{"title":"Utilizing Big Data Technologies in Employee Selection: A Systematic Literature Review","authors":"Feng Xie, Aini Aman, Dahlia Fernandez, Mohd Fahmi Ghazali","doi":"10.1111/ijsa.70057","DOIUrl":"10.1111/ijsa.70057","url":null,"abstract":"<div>\u0000 \u0000 <p>Research on big data technologies in employee selection has expanded rapidly but remains fragmented. This study presents a systematic literature review of empirical applications of big data technologies in employee selection. The study analyzed 50 publications obtained from the Scopus and Web of Science databases. Specifically, this review synthesizes prior research on the theoretical foundations of big data technologies in employee selection, the data sources used, the analytic approaches applied, and their contributions to employee selection research and practice at theoretical, methodological, and practical levels. Results show limited theoretical anchoring, with only minor links to established theories such as person-environment fit theory, trait theory, needs theory, trait activation theory, and Brunswik's lens model. Most empirical applications are based on field data collected from real selection or human resource management processes, with fewer studies relying on lab data, such as mock interviews or simulated selection tasks, or on mixed data sources. Analytically, researchers have employed a broad range of big data technologies, including supervised machine learning, unsupervised machine learning, natural language processing embeddings, n-gram text mining, large language models, and others, with increasingly multimodal and stage-specific applications across the selection process. Overall, the empirical application of big data technologies in employee selection is promising, but remains contingent on theory and method alignment, transparent targets and labels, and ongoing auditing.</p></div>","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"34 2","pages":""},"PeriodicalIF":2.4,"publicationDate":"2026-03-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"147564439","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

Candidate Generative AI Use in Pre-Hire Employment Assessments: Self-Reported Incidence and the Impact of Warnings 候选人生成人工智能在雇佣前就业评估中的使用：自我报告的发生率和警告的影响

IF 2.4 4区管理学

International Journal of Selection and Assessment Pub Date : 2026-03-09 DOI: 10.1111/ijsa.70056

Chet Robie, Timothy G. Wingate, Nataliya Baytalskaya, Hilary Butera

{"title":"Candidate Generative AI Use in Pre-Hire Employment Assessments: Self-Reported Incidence and the Impact of Warnings","authors":"Chet Robie, Timothy G. Wingate, Nataliya Baytalskaya, Hilary Butera","doi":"10.1111/ijsa.70056","DOIUrl":"10.1111/ijsa.70056","url":null,"abstract":"<p>The rapid rise of generative artificial intelligence (GenAI) poses new challenges for the validity and fairness of pre-hire employment assessments. Across two applied studies using large applicant samples completing a standardized pre-hire assessment (which includes both cognitive and non-cognitive components), we examined the self-reported incidence of GenAI assistance, and the impact of warning statements designed to deter such behavior. In Study 1 (<i>N</i> = 5675), conducted in Q3 2024, fewer than 3% of applicants reported using GenAI, though up to 19% reported using GenAI in combination with algorithmic resources (e.g., search engines). All three warning statements (consequences, educational, and reasoning) reduced reported use relative to the control condition, with limited evidence favoring the consequences-based warning. Study 2 (<i>N</i> = 3356), conducted in Q3 2025, focused exclusively on the consequences-based warning. Self-reported GenAI use increased from 2024 to 2025. Warnings significantly reduced the incidence of GenAI use but did not alter motivations, contexts, perceived effectiveness, or applicant reactions. Finally, analyses of potential job fit scores indicated that GenAI use per se was not systematically related to potential job fit, though stress-related motivations for GenAI use showed a small negative association with lower potential job fit. These findings highlight both the likely growing prevalence of GenAI in selection contexts and the utility of warnings as a potential deterrence strategy.</p>","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"34 2","pages":""},"PeriodicalIF":2.4,"publicationDate":"2026-03-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/ijsa.70056","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"147564447","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