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

“The interviewer is a machine!” Investigating the effects of conventional and technology-mediated interview methods on interviewee reactions and behavior “面试官就是一台机器!”调查传统和技术介导的访谈方法对受访者反应和行为的影响

IF 2.2 4区管理学

International Journal of Selection and Assessment Pub Date : 2023-05-08 DOI: 10.1111/ijsa.12433

Emmanuelle P. Kleinlogel, Marianne Schmid Mast, Dinesh Babu Jayagopi, Kumar Shubham, Anaïs Butera

{"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, Marianne Schmid Mast, Dinesh Babu Jayagopi, Kumar Shubham, Anaïs Butera","doi":"10.1111/ijsa.12433","DOIUrl":"10.1111/ijsa.12433","url":null,"abstract":"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 (N = 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.","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}

引用次数: 0

Selecting entrepreneurial employees using a person-group fit perspective 使用个人-群体匹配视角选择创业型员工

IF 2.2 4区管理学

International Journal of Selection and Assessment Pub Date : 2023-04-17 DOI: 10.1111/ijsa.12431

Roshni Das

引用次数: 0

IF 2.2 4区管理学

International Journal of Selection and Assessment Pub Date : 2023-04-10 DOI: 10.1111/ijsa.12430

Joseph D. Abraham, Dawn D. Lambert, Michael C. Mihalecz, Monica D. Elcott, Hannah S. Asbury, Penelope C. Palmer

引用次数: 0

Intentional response distortion during the COVID-19 pandemic 2019冠状病毒病大流行期间的故意反应扭曲

IF 2.2 4区管理学

International Journal of Selection and Assessment Pub Date : 2023-04-07 DOI: 10.1111/ijsa.12432

Sydney L. Reichin, Danielle M. Tarantino, Rustin D. Meyer

{"title":"Intentional response distortion during the COVID-19 pandemic","authors":"Sydney L. Reichin, Danielle M. Tarantino, Rustin D. Meyer","doi":"10.1111/ijsa.12432","DOIUrl":"10.1111/ijsa.12432","url":null,"abstract":"COVID-19 has abruptly and unexpectedly transformed nearly every aspect of work, including but not limited to increased unemployment rates and uncertainty regarding future job prospects. Response distortion has always been a concern given that many organizations rely on information that is self-reported by applicants regarding their potential employability (e.g., responses to self-reported personality instruments, resumes, interview responses). Drawing from the Valence-Instrumentality-Expectancy (VIE) theory of motivation, we propose that the uncertainty surrounding jobs may lead to amplified distorted responses on these measures in areas where COVID-19 was most salient. In a sample of 213 working adults [~50% female, age M = 38.48], the present study shows that increases in response distortion on a measure of conscientiousness were more pronounced as a function of (a) local COVID positivity rates and (b) job type, such that frontline workers distorted their responses the most. Findings are discussed in the context of VIE theory, personality measurement, and challenges with maintaining effective selection procedures.","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"31 3","pages":"456-468"},"PeriodicalIF":2.2,"publicationDate":"2023-04-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/ijsa.12432","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49507454","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

Faking resistance of a quasi-ipsative RIASEC occupational interest measure 准负性RIASEC职业兴趣测量的抗伪造性

IF 2.2 4区管理学

International Journal of Selection and Assessment Pub Date : 2023-04-01 DOI: 10.1111/ijsa.12427

Sabah Rasheed, Chet Robie

引用次数: 3

Automatic identification of storytelling responses to past-behavior interview questions via machine learning 通过机器学习自动识别对过去行为面试问题的讲故事反应

IF 2.2 4区管理学

International Journal of Selection and Assessment Pub Date : 2023-03-29 DOI: 10.1111/ijsa.12428

Adrian Bangerter, Eric Mayor, Skanda Muralidhar, Emmanuelle P. Kleinlogel, Daniel Gatica-Perez, Marianne Schmid Mast

{"title":"Automatic identification of storytelling responses to past-behavior interview questions via machine learning","authors":"Adrian Bangerter, Eric Mayor, Skanda Muralidhar, Emmanuelle P. Kleinlogel, Daniel Gatica-Perez, Marianne Schmid Mast","doi":"10.1111/ijsa.12428","DOIUrl":"10.1111/ijsa.12428","url":null,"abstract":"Structured interviews often feature past-behavior questions, where applicants are asked to tell a story about past work experience. Applicants often experience difficulties producing such stories. Automatic analyses of applicant behavior in responding to past-behavior questions may constitute a basis for delivering feedback and thus helping them improve their performance. We used machine learning algorithms to predict storytelling in transcribed speech of participants responding to past-behavior questions in a simulated selection interview. Responses were coded as to whether they featured a story or not. For each story, utterances were also manually coded as to whether they described the situation, the task/action performed, or results obtained. The algorithms predicted whether a response features a story or not (best accuracy: 78%), as well as the count of situation, task/action, and response utterances. These findings contribute to better automatic identification of verbal responses to past-behavior questions and may support automatic provision of feedback to applicants about their interview performance.","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"31 3","pages":"376-387"},"PeriodicalIF":2.2,"publicationDate":"2023-03-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/ijsa.12428","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49404539","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: 1

Notice 通知

IF 2.2 4区管理学

International Journal of Selection and Assessment Pub Date : 2023-03-21 DOI: 10.1111/ijsa.12426

引用次数: 0

Job seekers' attitudes toward cybervetting in China: Platform comparisons and relationships with social media posting habits and individual differences 中国求职者对网络审查的态度：平台比较以及与社交媒体发布习惯和个体差异的关系

IF 2.2 4区管理学

International Journal of Selection and Assessment Pub Date : 2023-03-06 DOI: 10.1111/ijsa.12424

Nicolas Roulin, Zhixin Liu

引用次数: 0

Cross-national applicability of a game-based cognitive assessment 基于游戏的认知评估的跨国适用性

IF 2.2 4区管理学

International Journal of Selection and Assessment Pub Date : 2023-03-06 DOI: 10.1111/ijsa.12425

Xander van Lill, Laird McColl, Matthew Neale

引用次数: 0

Trust in hybrid human-automated decision-support 对混合人工-自动化决策支持的信任

IF 2.2 4区管理学

International Journal of Selection and Assessment Pub Date : 2023-03-01 DOI: 10.1111/ijsa.12423

Felix Kares, Cornelius J. König, Richard Bergs, Clea Protzel, Markus Langer

{"title":"Trust in hybrid human-automated decision-support","authors":"Felix Kares, Cornelius J. König, Richard Bergs, Clea Protzel, Markus Langer","doi":"10.1111/ijsa.12423","DOIUrl":"10.1111/ijsa.12423","url":null,"abstract":"Research has examined trust in humans and trust in automated decision support. Although reflecting a likely realization of decision support in high-risk tasks such as personnel selection, trust in hybrid human-automation teams has thus far received limited attention. In two experiments (N1 = 170, N2 = 154) we compare trust, trustworthiness, and trusting behavior for different types of decision-support (automated, human, hybrid) across two assessment contexts (personnel selection, bonus payments). We additionally examined a possible trust violation by presenting one group of participants a preselection that included predominantly male candidates, thus reflecting possible unfair bias. Whereas fully-automated decisions were trusted less, results suggest that trust in hybrid decision support was similar to trust in human-only support. Trust violations were not perceived differently based on the type of support. We discuss theoretical (e.g., trust in hybrid support) and practical implications (e.g., keeping humans in the loop to prevent negative reactions).","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"31 3","pages":"388-402"},"PeriodicalIF":2.2,"publicationDate":"2023-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/ijsa.12423","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46767888","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: 3