International Journal of Selection and Assessment最新文献

{"title":"Validation of the Croatian version of the short form of the Burnout Assessment Tool: Findings from a nationally representative sample","authors":"Jasmina Tomas,&nbsp;Darja Maslić Seršić,&nbsp;Una Mikac,&nbsp;Blaž Rebernjak,&nbsp;Vesna Buško,&nbsp;Hans De Witte","doi":"10.1111/ijsa.12447","DOIUrl":"10.1111/ijsa.12447","url":null,"abstract":"<p>Burnout poses severe health-related and financial risks. However, valid and reliable measurement of this occupational phenomenon has been impeded by the conceptual, psychometric and pragmatical shortcomings of the extant burnout instruments. The Burnout Assessment Tool (BAT) is a new measure of burnout that was developed to overcome these deficiencies. The purpose of this study was to validate the Croatian version of its short form, BAT-12, using a representative sample of the Croatian working population. To do so, we examined the factor structure and measurement invariance of BAT-12 across gender, age, and occupational type, as well as convergent and discriminant data on BAT-12 vis-à-vis an alternative burnout measure, the Oldenburg Burnout Inventory, job resources, job demands and job outcomes. The results obtained on online survey data from 966 employees supported the hierarchical structure of BAT-12, although with slight modifications. We also found comparable loading structure across age, gender, and occupational type, whereas the intercept invariance depended on the moderator. Convergent and discriminant validity was supported in relation to all examined variables. Therefore, the psychometric soundness of the Croatian version of BAT-12 adds new evidence to the current validation process of the BAT-12 and supports the application of this measure on the Croatian working population.</p>","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"32 1","pages":"40-53"},"PeriodicalIF":2.2,"publicationDate":"2023-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45299646","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}

{"title":"Does it fit? The relationships between personality, decision autonomy fit, work engagement, and emotional exhaustion in self-managing organizations","authors":"Maria Doblinger,&nbsp;Janina Class","doi":"10.1111/ijsa.12440","DOIUrl":"https://doi.org/10.1111/ijsa.12440","url":null,"abstract":"<p>The novel organizational form of self-managing organizations decentralizes decision authority, thus promising higher adaptability and sustainability. However, recent practical experiences showed that such organizations struggle with employee turnover and lack of engagement, and thus, levers to improve personnel selection are required. This work investigated the relationship between person-environment fit regarding perceived and ideal decision autonomy and the employee outcomes of work engagement and emotional exhaustion in self-managing organizations. Furthermore, the associations with personality traits were examined. The study relied on cross-sectional survey data from two subsamples of employees working in self-managing and traditional organizations. Group comparison was used to test the elevated level of decision autonomy in self-managing organizations, polynomial regression with response surface analysis was used to investigate the effect of (mis-)fit, and multiple regression analyses evaluated the relationship with personality traits. The findings showed that employees in self-managing organizations experienced higher decision autonomy than those in traditional organizations. Additionally, the fit between ideal and perceived decision autonomy predicted higher work engagement, while extraversion, openness to experience, and low neuroticism predicted higher ideal decision autonomy. As a result, individual person-environment fit regarding decision autonomy and personality requires attention in self-managing organizations to engage employees. The findings imply that the effect of decision autonomy on engagement is not positive per se but depends on the intraindividual characteristics, which must be of concern when decentralizing decision authority organization-wide. Therefore, personnel selection and recruitment processes in self-managing organizations should consider ideal decision autonomy and personality traits as assessment criteria.</p>","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"31 3","pages":"420-442"},"PeriodicalIF":2.2,"publicationDate":"2023-07-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/ijsa.12440","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"50135813","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}

{"title":"Does it fit? The relationships between personality, decision autonomy fit, work engagement, and emotional exhaustion in self‐managing organizations","authors":"Maria Doblinger, Janina Class","doi":"10.1111/ijsa.12440","DOIUrl":"https://doi.org/10.1111/ijsa.12440","url":null,"abstract":"","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"1 1","pages":""},"PeriodicalIF":2.2,"publicationDate":"2023-07-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"62689200","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}

{"title":"The influence of situational strength on the relation of personality and situational judgment test performance","authors":"Jan-Philipp Freudenstein,&nbsp;Philipp Schäpers,&nbsp;Nomi Reznik,&nbsp;Talea Stolte,&nbsp;Stefan Krumm","doi":"10.1111/ijsa.12444","DOIUrl":"10.1111/ijsa.12444","url":null,"abstract":"<p>Situational strength theory has been used as a theoretical underpinning of person–situation processes that are linked to job performance. Accordingly, the link between personality traits and job performance increases in weak situations. Building on this research, similar mechanisms have been proposed for simulation-based selection tools, such as Situational Judgment Tests (SJTs), to explain how these measures work as predictors of job performance. However, underlying processes of SJT performance are subject to debate with some scholars arguing in favor of context-independent processes while others maintain that situations play an essential role. This study (<i>N</i> = 707) examined whether the strength of situations in SJT items moderated the relation between personality and SJT performance. Results did not support the notion that personality is more strongly related to SJT performance when situations are weak. In fact, for some traits, the opposite may be true as more situational constraints led to an increase in the relation of extraversion, emotional stability, and SJT performance. The results add to an increasing body of research about psychological processes in SJTs. Limitations and implications for research and practice are discussed.</p>","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"32 1","pages":"1-11"},"PeriodicalIF":2.2,"publicationDate":"2023-07-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/ijsa.12444","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44971545","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}

{"title":"Political advantage? Considering the Political Skill of raters","authors":"David M. Kaplan,&nbsp;Robyn A. Berkley","doi":"10.1111/ijsa.12446","DOIUrl":"10.1111/ijsa.12446","url":null,"abstract":"<p>One of the ways that organizations can improve the selection process is by identifying good judges who can more accurately assess applicants. With this goal in mind, the present study proposed that politically skilled individuals would make good judges. The study focuses on two antecedents of Political Skill, perceptiveness, and control, which have corollaries in the Realistic Accuracy Model. In the present study, these are referenced as perceptiveness and self-assuredness. The study found support for the proposition that a rater's level of Political Skill is related to selection decisions. Further, the study supports in some circumstances that Political Skill mediates the relationship between sources of knowledge and contextual factors with rater selection decisions. Suppression effects were also found indicating further research on the role of Political Skill in selection decisions is needed.</p>","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"32 1","pages":"22-39"},"PeriodicalIF":2.2,"publicationDate":"2023-07-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49288492","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}

{"title":"Diversity and technology—Challenges for the next decade in personnel selection","authors":"Markus Langer,&nbsp;Nicolas Roulin,&nbsp;Janneke K. Oostrom","doi":"10.1111/ijsa.12439","DOIUrl":"10.1111/ijsa.12439","url":null,"abstract":"","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"31 3","pages":"355-360"},"PeriodicalIF":2.2,"publicationDate":"2023-07-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47053687","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}

{"title":"Does it matter whether others are working hard or hardly working? Effects of descriptive norms on attitudes to time theft at work","authors":"Samantha Sinclair","doi":"10.1111/ijsa.12445","DOIUrl":"10.1111/ijsa.12445","url":null,"abstract":"<p>Time theft—time that employees waste or spend not working during their scheduled work hours—poses serious costs to many employers. Although previous research has suggested the importance of social norms for understanding time theft behavior, experimental studies are lacking. This paper presents the results of two preregistered experiments that examined if information about whether most people engage in time theft or not (descriptive norms) has effects on intentions and attitudes to steal time at work. The results confirmed that people are less willing to conduct time theft if they are led to believe that others avoid such behaviors (Experiment 1, <i>N</i> = 170). However, the same norm information did not alter people's moral judgments of coworkers who engage in time theft (Experiment 2, <i>N</i> = 183). The findings tentatively suggest that the less time theft employees see, the less time theft they will commit.</p>","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"32 1","pages":"12-21"},"PeriodicalIF":2.2,"publicationDate":"2023-07-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/ijsa.12445","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46049483","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}

{"title":"Feeling safe at work: Development and validation of the Psychological Safety Inventory","authors":"Rachel A. Plouffe,&nbsp;Natalie Ein,&nbsp;Jenny J. W. Liu,&nbsp;Kate St. Cyr,&nbsp;Clara Baker,&nbsp;Anthony Nazarov,&nbsp;J. Don Richardson","doi":"10.1111/ijsa.12434","DOIUrl":"10.1111/ijsa.12434","url":null,"abstract":"<p>Psychological safety, defined as perceptions that an individual within a team is supported and feels safe to take interpersonal risks, voice opinions, and share ideas, is vital for organizational effectiveness. However, there is no consensus on how workplace psychological safety should be measured. We developed the Psychological Safety Inventory (PSI) in response to organizational needs to accurately assess psychological safety. A 70-item version of the PSI was administered to 497 employees from Canada, the United States, and the United Kingdom. Based on factor analytic findings, we reduced the preliminary PSI to a 30-item, five-factor scale. The PSI showed high reliability and correlated as anticipated with convergent measures. Overall, the PSI is a valid and reliable measure of workplace psychological safety.</p>","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"31 3","pages":"443-455"},"PeriodicalIF":2.2,"publicationDate":"2023-05-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/ijsa.12434","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46654572","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}

{"title":"“The interviewer is a machine!” Investigating the effects of conventional and technology-mediated interview methods on interviewee reactions and behavior","authors":"Emmanuelle P. Kleinlogel,&nbsp;Marianne Schmid Mast,&nbsp;Dinesh Babu Jayagopi,&nbsp;Kumar Shubham,&nbsp;Anaïs Butera","doi":"10.1111/ijsa.12433","DOIUrl":"10.1111/ijsa.12433","url":null,"abstract":"<p>Despite the growing number of organizations interested in the use of asynchronous video interviews (AVIs), little is known about its impact on interviewee reactions and behavior. We randomly assigned participants (<i>N</i> = 299) from two different countries (Switzerland and India) to a face-to-face interview, an avatar-based video interview (with an avatar as a virtual recruiter), or a text-based video interview (with written questions) and collected data on a set of self-rated and observer-rated criteria. Overall, we found that whereas participants reported more negative reactions towards the two asynchronous interviews, observer ratings revealed similar performance across the three interviews and lower stress levels in the two AVIs. These findings suggest that despite technology-mediated interview methods still not being well-accepted, interviewees are not at a disadvantage when these methods are used in terms of how well interviewees perform and how stressed they appear to external observers. Implications are discussed.</p>","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"31 3","pages":"403-419"},"PeriodicalIF":2.2,"publicationDate":"2023-05-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/ijsa.12433","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42250329","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}

{"title":"Selecting entrepreneurial employees using a person-group fit perspective","authors":"Roshni Das","doi":"10.1111/ijsa.12431","DOIUrl":"10.1111/ijsa.12431","url":null,"abstract":"<p>As jobs become unstructured and collective endeavor oriented, it is increasingly being realized that work groups must become more autonomous and entrepreneurial. The selection literature is however silent on the predictive mechanisms that may be leveraged to select group members with the desired competencies. The person-group fit perspective enables us to hypothesize and demonstrate that selection instruments geared toward gauging an individual's fit within a group are likely to manifest entrepreneurial competencies and behaviors in the individual. Further, the nature of the job, in terms of the structuredness of work (task formalization) and the repetitiveness of work activities (task routinization), has a moderating impact on the relationship between overall entrepreneurial competence and selection practices. The study has implications for incorporating the principles of person-group fit into the design of job profiles.</p>","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"31 2","pages":"336-346"},"PeriodicalIF":2.2,"publicationDate":"2023-04-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45226188","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}