International Journal of Selection and Assessment最新文献_第10页

Construct validity of a personality assessment game in a simulated selection situation and the moderating roles of the ability to identify criteria and dispositional insight 模拟选择情境下人格评估游戏的建构效度及标准识别能力和性格洞察力的调节作用

IF 2.2 4区管理学

International Journal of Selection and Assessment Pub Date : 2022-09-13 DOI: 10.1111/ijsa.12404

Ard J. Barends, Reinout E. de Vries

引用次数: 1

Thou Shalt not Lie! Exploring and testing countermeasures against faking intentions and faking in selection interviews 你不应该撒谎！探索和测试在选拔面试中防止伪造意图和伪造的对策

IF 2.2 4区管理学

International Journal of Selection and Assessment Pub Date : 2022-09-08 DOI: 10.1111/ijsa.12402

Benedikt Bill, Klaus G. Melchers

引用次数: 4

Implications of diversity cues in recruitment and assessment materials: Reactions and performance 招聘和评估材料中多样性线索的含义:反应和表现

IF 2.2 4区管理学

International Journal of Selection and Assessment Pub Date : 2022-08-24 DOI: 10.1111/ijsa.12401

Juliya Golubovich, Ann Marie Ryan

{"title":"Implications of diversity cues in recruitment and assessment materials: Reactions and performance","authors":"Juliya Golubovich, Ann Marie Ryan","doi":"10.1111/ijsa.12401","DOIUrl":"10.1111/ijsa.12401","url":null,"abstract":"Cues regarding organizational diversity in recruitment and assessment materials can serve as signals to infer how members of a social group are treated. However, theory on identity–contingency (diversity) cues provides little guidance as to how the interaction of multiple cues impacts performance on selection tools. In an experiment, racial diversity cues in employee testimonials and situational judgment test (SJT) items were manipulated in a simulated selection process to examine implications for individuals' performance and reactions. SJT diversity cues indirectly reduced SJT performance via lower attentiveness. Individuals also evaluated an SJT with diversity cues to be less related to the job than a similar, nondiverse version, whereas perceptions of the assessment's predictive validity and opportunity to perform on it were unaffected. Effects on assessment reactions did not vary as a function of participant race or the presence of diversity cues in employee testimonials. Individuals who watched testimonials with more diverse speakers were subsequently more attracted to the organization if the testimonials were followed by the SJT with more diverse representation in items. Implications for assessment design and recruitment are discussed.","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2022-08-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42860748","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

Reviewer List 评论列表

IF 2.2 4区管理学

International Journal of Selection and Assessment Pub Date : 2022-08-21 DOI: 10.1111/ijsa.12400

引用次数: 0

Consistency matters: The interaction effect of grooming and dress style on hirability 一致性很重要:仪容整洁和着装风格对适足性的相互作用

IF 2.2 4区管理学

International Journal of Selection and Assessment Pub Date : 2022-08-09 DOI: 10.1111/ijsa.12399

Haizhen Wang, Ruoyong Zhang, Lin Ding, Xiaofeng Mei

{"title":"Consistency matters: The interaction effect of grooming and dress style on hirability","authors":"Haizhen Wang, Ruoyong Zhang, Lin Ding, Xiaofeng Mei","doi":"10.1111/ijsa.12399","DOIUrl":"10.1111/ijsa.12399","url":null,"abstract":"Grooming and dress style have both been found to influence the probability of a job applicant being hired. We argue that as these two elements take effect simultaneously during a job application, it is necessary to simultaneously examine the interaction of these two elements of appearance. Based on cue consistency theory, we propose that grooming and a gender-inconsistent dress style weaken the effects of each other, especially when the evaluators are men. We used three samples to progressively test our hypotheses. With Sample 1 (n = 142), we found that masculine dress weakened the positive effect of grooming on the hirability of female applicants. Furthermore, the interaction effect of grooming and dress style was stronger for male than for female evaluators. With Sample 2 (n = 152), we found that perceived competence mediated the two-way interaction effect of grooming and dress style on hirability. We used Sample 3 (n = 155) to further examine whether these findings could be generalized to male applicants and found that the interaction effect of grooming and masculine dress was stronger for male than for female evaluators.","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2022-08-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45775282","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: 1

Understanding, detecting, and deterring faking on interest inventories 理解、发现和阻止在兴趣清单上作假

IF 2.2 4区管理学

International Journal of Selection and Assessment Pub Date : 2022-07-31 DOI: 10.1111/ijsa.12398

Lauren J. Wegmeyer, Andrew B. Speer

{"title":"Understanding, detecting, and deterring faking on interest inventories","authors":"Lauren J. Wegmeyer, Andrew B. Speer","doi":"10.1111/ijsa.12398","DOIUrl":"10.1111/ijsa.12398","url":null,"abstract":"Three recent meta-analyses have found that interests, regardless of scoring method (e.g., summative or congruence) are valid predictors of performance in employment contexts. As these inventories gain popularity as a prehire assessment, it is important to understand whether interest assessments are susceptible to faking (i.e., applicant response distortion) similar to how personality assessments are. Thus, the purpose of this study was to investigate whether interest inventories are susceptible to faking and whether faking can be detected and prevented using similar methods as what is commonly used for faking of personality assessments. Measures of forced-choice and single-stimulus interests, personality, general mental ability (GMA), and impression management (IM) were collected from 236 participants across honest and faked instructions. Findings suggest that individuals were capable of faking interest inventories, but surprisingly, the effect did not vary greatly as a function of format or scoring method. Further, GMA was not strongly related to faking interests, whereas faking of personality scales was. In efforts to detect interest faking, IM scores outperformed covariances indices in distinguishing between honest and faked scores.","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2022-07-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45306621","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: 4

Once the best student always the best student? Predicting graduate study success using undergraduate academic indicators: Evidence from research masters’ programs in the Netherlands 曾经是最好的学生永远是最好的学生吗?使用本科学术指标预测研究生学习成功:来自荷兰研究硕士项目的证据

IF 2.2 4区管理学

International Journal of Selection and Assessment Pub Date : 2022-07-27 DOI: 10.1111/ijsa.12397

Anastasia Kurysheva, Nivard Koning, Christine M. Fox, Harold V. M. van Rijen, Gönül Dilaver

引用次数: 5

LinkedIn-based assessments of applicant personality, cognitive ability, and likelihood of organizational citizenship behaviors: Comparing self-, other-, and language-based automated ratings 基于领英的申请人个性、认知能力和组织公民行为可能性评估：比较基于自我、他人和语言的自动评分

IF 2.2 4区管理学

International Journal of Selection and Assessment Pub Date : 2022-07-15 DOI: 10.1111/ijsa.12396

Nicolas Roulin, Rhea Stronach

{"title":"LinkedIn-based assessments of applicant personality, cognitive ability, and likelihood of organizational citizenship behaviors: Comparing self-, other-, and language-based automated ratings","authors":"Nicolas Roulin, Rhea Stronach","doi":"10.1111/ijsa.12396","DOIUrl":"10.1111/ijsa.12396","url":null,"abstract":"We compared self-reports or test-based assessments of personality, cognitive ability, and likelihood or tendencies to engage in organizational citizenship behaviors (OCB) from experienced workers (targets, N = 154) with one approach to rate these traits based on LinkedIn profiles using hiring professionals (panel raters, N = 200), graduate students in Industrial-Organizational Psychology (I-O raters, N = 6), and automated assessments with the language-based tool Receptiviti (for personality only). We also explored the potential for adverse impact associated with this approach of LinkedIn profile assessments and how profile elements are associated with ratings. Results demonstrated that raters can reliably assess personality, cognitive ability, and OCB with one-item measures. LinkedIn showed little promise for valid assessments of personality (except some weak evidence for honesty-humility) and OCB tendencies for all data sources. And, we only found modest evidence of convergent validity for cognitive ability. Automated assessments of personality with Receptiviti were more consistent with raters' assessments than targets' self-reports. LinkedIn-based hiring recommendations did also not differ on the basis of gender, race, or age. Finally, in terms of profile content, longer LinkedIn profiles with more professional connections, more skills listed, or including a professional picture were viewed more positively by both types of raters. But these content elements were largely unrelated to targets' self-reports or test scores. Thus, organizations should be careful when relying on LinkedIn-based assessments of applicants' traits.","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2022-07-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47927898","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: 3

Response to a crisis and applicant attraction: Signaling employer brand personality and organizational trust through warm and competent COVID-19 responses 危机应对和应聘者吸引力:通过热情和称职的COVID-19应对，传达雇主品牌个性和组织信任

IF 2.2 4区管理学

International Journal of Selection and Assessment Pub Date : 2022-07-15 DOI: 10.1111/ijsa.12394

Hira Kanwal, Greet Van Hoye, Eveline Schollaert

引用次数: 1

Being busy, feeling poor: The scale development and validation of perceived time poverty 忙碌、感觉贫穷：感知时间贫困的规模发展和验证

IF 2.2 4区管理学

International Journal of Selection and Assessment Pub Date : 2022-07-12 DOI: 10.1111/ijsa.12395

Xingshan Zheng, Qi Zhang, Xinxin Li, Bingqing Wu

引用次数: 1