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International Journal of Selection and Assessment最新文献

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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
{"title":"Job seekers' attitudes toward cybervetting in China: Platform comparisons and relationships with social media posting habits and individual differences","authors":"Nicolas Roulin,&nbsp;Zhixin Liu","doi":"10.1111/ijsa.12424","DOIUrl":"10.1111/ijsa.12424","url":null,"abstract":"<p>Cybervetting, or reviewing applicants' social media profiles, has become a central part of the hiring process for many organizations. Yet, extant cybervetting research is largely limited to Western platforms and samples. The present study examines the three core elements of attitudes toward cybervetting (ATC—perceived justice, privacy invasion, and face validity) using a sample of 200 Chinese job seekers providing their views on three popular platforms in China (WeChat, QQ, and Weibo). Attitudes were negative across all platforms, although slightly more positive for WeChat. ATC were associated with job seekers' social media posting habits (e.g., posting positive content more frequently) and individual differences (i.e., gender and extraversion). Organizations should be mindful that cybervetting might impede the recruitment of talents.</p>","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"31 2","pages":"347-354"},"PeriodicalIF":2.2,"publicationDate":"2023-03-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41760150","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
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
{"title":"Cross-national applicability of a game-based cognitive assessment","authors":"Xander van Lill,&nbsp;Laird McColl,&nbsp;Matthew Neale","doi":"10.1111/ijsa.12425","DOIUrl":"10.1111/ijsa.12425","url":null,"abstract":"<p>New technology has had a discernable impact on how organizations recruit and select potential employees. Game-based assessment has emerged as a potential technology that can be used to enhance the assessment of individual differences and applicants' views of the selection process. However, studies investigating the psychometric properties and predictive validity of game-based assessments are still lacking. This study investigated the structural equivalence of a game-based assessment of cognitive ability across 228 Australians and 239 South Africans. A smaller sample of 115 South Africans also received work performance ratings to investigate the predictive validity of the cognitive assessment. Results of factor analysis supported a strong general factor of cognitive ability across the entire sample but only partial metric and scalar invariance across the two nations. The general factor of the game-based assessment further revealed promising results in terms of its predictive validity for five broad dimensions of individual work performance.</p>","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"31 2","pages":"302-320"},"PeriodicalIF":2.2,"publicationDate":"2023-03-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/ijsa.12425","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45481081","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
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,&nbsp;Cornelius J. König,&nbsp;Richard Bergs,&nbsp;Clea Protzel,&nbsp;Markus Langer","doi":"10.1111/ijsa.12423","DOIUrl":"10.1111/ijsa.12423","url":null,"abstract":"<p>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 (<i>N</i><sub>1</sub> = 170, <i>N</i><sub>2</sub> = 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).</p>","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
Should DEI statements be included in faculty selection? Exploring legal, diversity, and validity issues DEI陈述应该包括在教员选拔中吗?探索法律、多样性和有效性问题
IF 2.2 4区 管理学
International Journal of Selection and Assessment Pub Date : 2023-02-23 DOI: 10.1111/ijsa.12421
Linda S. Ficht, Julia Levashina
{"title":"Should DEI statements be included in faculty selection? Exploring legal, diversity, and validity issues","authors":"Linda S. Ficht,&nbsp;Julia Levashina","doi":"10.1111/ijsa.12421","DOIUrl":"10.1111/ijsa.12421","url":null,"abstract":"<p>Many public and private employers have been using Diversity, Equity, and Inclusion (DEI) statements during the selection process as part of their mission of having a diverse workforce. This paper focuses on the use of DEI statements in public and private higher education. The paper reviews several key issues relative to the use of DEI statements ranging from the First Amendment to management considerations. We explore several dilemmas that arise due to the use of DEI statements. We note that although the First Amendment is uniquely a US issue, the paper addresses the growth of DEI internationally and the need for international academics to be aware of the issues addressed in this manuscript. We also make recommendations for future research and practice.</p>","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"31 2","pages":"212-224"},"PeriodicalIF":2.2,"publicationDate":"2023-02-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/ijsa.12421","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43875102","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
WEIRDness abounds! Sample characteristics, restricted variance, and why they matter for international selection and assessment research 古怪的丰富!样本特征，限制方差，以及为什么它们对国际选择和评估研究很重要
IF 2.2 4区 管理学
International Journal of Selection and Assessment Pub Date : 2023-02-18 DOI: 10.1111/ijsa.12422
Leah Alley, J. Cortina
{"title":"WEIRDness abounds! Sample characteristics, restricted variance, and why they matter for international selection and assessment research","authors":"Leah Alley, J. Cortina","doi":"10.1111/ijsa.12422","DOIUrl":"https://doi.org/10.1111/ijsa.12422","url":null,"abstract":"","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"1 1","pages":""},"PeriodicalIF":2.2,"publicationDate":"2023-02-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"62689193","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
WEIRDness abounds! Sample characteristics, restricted variance, and why they matter for international selection and assessment research 怪异无处不在！样本特征、有限方差以及为什么它们对国际选择和评估研究很重要
IF 2.2 4区 管理学
International Journal of Selection and Assessment Pub Date : 2023-02-18 DOI: 10.1111/ijsa.12422
Leah Alley, Jose M. Cortina
{"title":"WEIRDness abounds! Sample characteristics, restricted variance, and why they matter for international selection and assessment research","authors":"Leah Alley,&nbsp;Jose M. Cortina","doi":"10.1111/ijsa.12422","DOIUrl":"https://doi.org/10.1111/ijsa.12422","url":null,"abstract":"<p>There is increasing awareness that reliance on samples from Western, Educated, Industrialized, Rich, Democratic (WEIRD) countries may have skewed our view of human phenomena. Nowhere is this more true than in international selection and assessment (ISA) research. In the present paper, we describe a way of understanding the impact of WEIRDness on ISA phenomena: restricted variance (RV). The WEIRDness problem is usually one of cross level interactions in which a country-level variable (e.g., individualism/collectivism) might moderate the relationship between two individual-level variables. RV can help to see not only where such cross level interactions might exist, but also provide a specific, mathematical reason for their existence. We use several examples from IJSA and related sources to illustrate the role of RV in ISA-based WEIRDness.</p>","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"31 2","pages":"199-211"},"PeriodicalIF":2.2,"publicationDate":"2023-02-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/ijsa.12422","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"50145546","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
It's just (family) business: The impact of familial work experience on perceived qualification and hireability during the selection process 这只是（家族）企业：在选择过程中，家族工作经验对感知资格和可雇佣性的影响
IF 2.2 4区 管理学
International Journal of Selection and Assessment Pub Date : 2023-02-09 DOI: 10.1111/ijsa.12420
Ian M. Hughes, Marie Childers
{"title":"It's just (family) business: The impact of familial work experience on perceived qualification and hireability during the selection process","authors":"Ian M. Hughes,&nbsp;Marie Childers","doi":"10.1111/ijsa.12420","DOIUrl":"10.1111/ijsa.12420","url":null,"abstract":"<p>Though scholars have explored the impact of familial work experience (FWE) posthire, research has yet to determine the role of such experience during the selection process. Drawing from Attribution Theory and research on nepotism and family business dynamics, we suggest that the presence of FWE on an applicant's selection materials will lead to reduced perceptions of qualifications and hireability. Through two online experiments (<i>N</i><sub>1</sub> = 170, <i>N</i><sub>2</sub> = 251), we found mixed support for this proposition. In our first study focused on cover letters, we found that applicants who reported FWE were not appraised differently than those who did not. In our second study focused on letters of recommendation, however, we found that applicants who reported FWE were perceived as less qualified and less hireable. Moreover, we found that the level of job (i.e., service vs. managerial) moderates these relations, such that managerial applicants with FWE on their letter of recommendation were perceived as less hireable than those who did not. Implications for research and practice are discussed, and future research directions are offered.</p>","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"31 3","pages":"477-483"},"PeriodicalIF":2.2,"publicationDate":"2023-02-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/ijsa.12420","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49346812","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
Multiple, speeded assessments: Initial evidence on subgroup differences and applicant perceptions 多重快速评估：关于亚组差异和申请人认知的初步证据
IF 2.2 4区 管理学
International Journal of Selection and Assessment Pub Date : 2023-02-07 DOI: 10.1111/ijsa.12419
Filip Lievens, Jan Corstjens, Christoph N. Herde
{"title":"Multiple, speeded assessments: Initial evidence on subgroup differences and applicant perceptions","authors":"Filip Lievens,&nbsp;Jan Corstjens,&nbsp;Christoph N. Herde","doi":"10.1111/ijsa.12419","DOIUrl":"10.1111/ijsa.12419","url":null,"abstract":"<p>Recently, shorter assessments have emerged as potential alternatives for more resourceful traditional selection approaches. Multiple, speeded assessments (MSAs) represent such an alternative. In MSAs, candidates participate in a large number of short (a maximum of 5 min), behavioral simulations in which they face a variety of job situations. Initial psychometric evidence on the validity of MSAs is promising. Yet, validity represents only one piece of evidence. It is not known whether MSAs disadvantage specific subgroups, which may inhibit diversity. There is also no information on candidates' experience of going through an MSA, which is pivotal for the attractiveness of the organization's selection process. Therefore, this study investigates an MSA in terms of subgroup differences (gender and nationality) and applicant perceptions. Master of Business Administration (MBA) students (<i>N</i> = 96) proceeded through 18 short role-plays sampling junior management situations. Score differences between men and women were negligible. Yet, there were large score differences between national citizens and foreigners. There was no evidence for predictive bias for nationality, though. Of the applicant reaction measures, interpersonal treatment perceptions contributed most to overall fairness perceptions. These findings add to the evidence in support of MSAs, while also stressing to remain vigilant for potential score differences among subgroups.</p>","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"31 2","pages":"240-251"},"PeriodicalIF":2.2,"publicationDate":"2023-02-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44892810","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
: Applicants' experiences with discrimination explain their reactions to algorithms in personnel selection 应聘者遭受歧视的经历解释了他们对人事选择算法的反应
IF 2.2 4区 管理学
International Journal of Selection and Assessment Pub Date : 2023-02-04 DOI: 10.1111/ijsa.12417
Irmela F. Koch-Bayram, Chris Kaibel, Torsten Biemann, M. Triana
{"title":": Applicants' experiences with discrimination explain their reactions to algorithms in personnel selection","authors":"Irmela F. Koch-Bayram, Chris Kaibel, Torsten Biemann, M. Triana","doi":"10.1111/ijsa.12417","DOIUrl":"https://doi.org/10.1111/ijsa.12417","url":null,"abstract":"","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":" ","pages":""},"PeriodicalIF":2.2,"publicationDate":"2023-02-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48822812","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
: Applicants' experiences with discrimination explain their reactions to algorithms in personnel selection ：申请人的歧视经历解释了他们对人员选拔算法的反应
IF 2.2 4区 管理学
International Journal of Selection and Assessment Pub Date : 2023-02-04 DOI: 10.1111/ijsa.12417
Irmela F. Koch-Bayram, Chris Kaibel, Torsten Biemann, María del Carmen Triana
{"title":"</Click to begin your digital interview>: Applicants' experiences with discrimination explain their reactions to algorithms in personnel selection","authors":"Irmela F. Koch-Bayram,&nbsp;Chris Kaibel,&nbsp;Torsten Biemann,&nbsp;María del Carmen Triana","doi":"10.1111/ijsa.12417","DOIUrl":"https://doi.org/10.1111/ijsa.12417","url":null,"abstract":"<p>Algorithms might prevent prejudices and increase objectivity in personnel selection decisions, but they have also been accused of being biased. We question whether algorithm-based decision-making or providing justifying information about the decision-maker (here: to prevent biases and prejudices and to make more objective decisions) helps organizations to attract a diverse workforce. In two experimental studies in which participants go through a digital interview, we find support for the overall negative effects of algorithms on fairness perceptions and organizational attractiveness. However, applicants with discrimination experiences tend to view algorithm-based decisions more positively than applicants without such experiences. We do not find evidence that providing justifying information affects applicants—regardless of whether they have experienced discrimination or not.</p>","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"31 2","pages":"252-266"},"PeriodicalIF":2.2,"publicationDate":"2023-02-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/ijsa.12417","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"50120427","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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