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International Journal of Selection and Assessment最新文献

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The influence of situational strength on the relation of personality and situational judgment test performance 情境强度对人格与情境判断测试成绩关系的影响
IF 2.2 4区 管理学
International Journal of Selection and Assessment Pub Date : 2023-07-13 DOI: 10.1111/ijsa.12444
Jan-Philipp Freudenstein, Philipp Schäpers, Nomi Reznik, Talea Stolte, Stefan Krumm
{"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}
引用次数: 0
Political advantage? Considering the Political Skill of raters 政治优势？对评分者政治技能的思考
IF 2.2 4区 管理学
International Journal of Selection and Assessment Pub Date : 2023-07-13 DOI: 10.1111/ijsa.12446
David M. Kaplan, Robyn A. Berkley
{"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}
引用次数: 0
Diversity and technology—Challenges for the next decade in personnel selection 多样性与技术——未来十年人才选择的挑战
IF 2.2 4区 管理学
International Journal of Selection and Assessment Pub Date : 2023-07-11 DOI: 10.1111/ijsa.12439
Markus Langer, Nicolas Roulin, Janneke K. Oostrom
{"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}
引用次数: 0
Does it matter whether others are working hard or hardly working? Effects of descriptive norms on attitudes to time theft at work 别人工作努力还是不努力有关系吗?描述性规范对工作时间盗窃态度的影响
IF 2.2 4区 管理学
International Journal of Selection and Assessment Pub Date : 2023-07-10 DOI: 10.1111/ijsa.12445
Samantha Sinclair
{"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}
引用次数: 0
Feeling safe at work: Development and validation of the Psychological Safety Inventory 工作中的安全感:心理安全量表的开发与验证
IF 2.2 4区 管理学
International Journal of Selection and Assessment Pub Date : 2023-05-25 DOI: 10.1111/ijsa.12434
Rachel A. Plouffe, Natalie Ein, Jenny J. W. Liu, Kate St. Cyr, Clara Baker, Anthony Nazarov, J. Don Richardson
{"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}
引用次数: 0
“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,&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}
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
{"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}
引用次数: 0
How similar is similar enough? Job profile similarity benchmarks using occupational information network data 相似到什么程度？使用职业信息网络数据的工作概况相似性基准
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
{"title":"How similar is similar enough? Job profile similarity benchmarks using occupational information network data","authors":"Joseph D. Abraham,&nbsp;Dawn D. Lambert,&nbsp;Michael C. Mihalecz,&nbsp;Monica D. Elcott,&nbsp;Hannah S. Asbury,&nbsp;Penelope C. Palmer","doi":"10.1111/ijsa.12430","DOIUrl":"10.1111/ijsa.12430","url":null,"abstract":"<p>Job comparison research is critical to many human resources initiatives, such as transporting validity evidence. Job analysis methods often focus on critical attribute (e.g., tasks, work behaviors) overlap when assessing similarity, but profile similarity metrics represent an alternative or complementary approach for job comparisons. This paper utilizes Occupational Information Network (O*NET) data to establish a distribution of job profile correlations across all job pairs for five attributes – generalized work activities, knowledge, skills, abilities, and work styles. These correlations represent effect sizes, or degree of shared variance between jobs. Practitioners may reference these correlational distributions as benchmarks for gauging the practical significance of the observed degree of similarity between two jobs of interest compared to the broader world of work.</p>","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"31 3","pages":"469-476"},"PeriodicalIF":2.2,"publicationDate":"2023-04-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42069104","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
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,&nbsp;Danielle M. Tarantino,&nbsp;Rustin D. Meyer","doi":"10.1111/ijsa.12432","DOIUrl":"10.1111/ijsa.12432","url":null,"abstract":"<p>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 <i>M</i> = 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.</p>","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
{"title":"Faking resistance of a quasi-ipsative RIASEC occupational interest measure","authors":"Sabah Rasheed,&nbsp;Chet Robie","doi":"10.1111/ijsa.12427","DOIUrl":"10.1111/ijsa.12427","url":null,"abstract":"<p>Quasi-ipsative (QI) forced-choice response formats are often recommended over single-stimulus (SS) as a method to reduce applicant faking. Across three studies we developed and tested a QI version of the RIASEC occupational interests scale. The first study established acceptable reliability and validity of the QI version. The second and third studies tested the efficacy of the QI version for faking prevention in simulated job applicant scenarios. The results revealed that although the QI and SS formats were similarly fakable for the primary targeted interest, faking was limited for the secondary target on the QI version. Future research should identify the specific contexts in which QI prevents faking on various individual differences measures to allow for accurate recommendations in applied settings.</p>","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"31 2","pages":"321-335"},"PeriodicalIF":2.2,"publicationDate":"2023-04-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/ijsa.12427","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41473279","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
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