International Journal of Selection and Assessment最新文献_第2页

More Than Bias Reduction? How Applicants View Anonymous Application Procedures 不仅仅是减少偏见？申请人如何看待匿名申请程序

IF 2.4 4区管理学

International Journal of Selection and Assessment Pub Date : 2026-02-27 DOI: 10.1111/ijsa.70054

Julia C. Büttner, Vera K. Degenbeck, Vanessa G. Schütz, Klaus G. Melchers

引用次数: 0

From Top to Toe: The Impact of Perceived Body-Related Nonverbal Information in Technology-Mediated Selection Interviews 从上到下：感知身体相关非语言信息在技术中介选择访谈中的影响

IF 2.4 4区管理学

International Journal of Selection and Assessment Pub Date : 2026-02-24 DOI: 10.1111/ijsa.70052

Lucas Weihrauch, Barbara Körner, Klaus G. Melchers

引用次数: 0

It's All Relative: Degree, Causes, and Impact of Ipsativity on Forced-Choice Personality Tests 这一切都是相对的：强制性选择人格测试中ipativity的程度、原因和影响

IF 2.4 4区管理学

International Journal of Selection and Assessment Pub Date : 2026-02-19 DOI: 10.1111/ijsa.70053

Andrew B. Speer, Andrew P. Tenbrink, Lauren J. Wegmeyer, Angie Y. Delacruz, Takudzwa A. Chawota

{"title":"It's All Relative: Degree, Causes, and Impact of Ipsativity on Forced-Choice Personality Tests","authors":"Andrew B. Speer, Andrew P. Tenbrink, Lauren J. Wegmeyer, Angie Y. Delacruz, Takudzwa A. Chawota","doi":"10.1111/ijsa.70053","DOIUrl":"https://doi.org/10.1111/ijsa.70053","url":null,"abstract":"<div>\u0000 \u0000 Personality tests are susceptible to faking, leading to increased use in forced choice (FC) measures. However, a major challenge is that FC tests are often ipsative, meaning scores are dependent upon one another, therefore distorting inter-individual comparisons. Despite this, ipsativity is poorly understood as it occurs in real-world settings, including its degree, causes, and impacts. Drawing on 49 independent samples with matched FC and single-stimulus (SS) measures, we operationally defined and assessed ipsativity meta-analytically. Comparing normative SS measures to FC scores, we found that FC intercorrelations are meaningfully lower, though ipsativity varies considerably, with most measures being partially ipsative. Item desirability balance within blocks emerged as a critical factor influencing ipsativity, with balanced blocks (i.e., equal statement desirability) more likely to produce ipsativity. Furthermore, summative scoring exhibited stronger ipsative effects than item-response-theory (IRT) scoring, yet IRT scoring did not fully alleviate ipsativity unless some item blocks were unbalanced in desirability. Importantly, ipsativity was tied to diminished construct validity but also more resistance to mean shifts in scores due to faking. These results demonstrate that more normative FC measures exhibit more favorable validity but may be susceptible to faking. Thus, thoughtful FC design is required to balance FC goals.</div>","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"34 1","pages":""},"PeriodicalIF":2.4,"publicationDate":"2026-02-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"147320845","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

Who Most Enjoys Game-Based Assessment? Predicting Applicant Reactions by Performance, Gaming Experience and Demographic Factors 谁最喜欢基于游戏的评估？通过表现、游戏体验和人口统计因素预测申请者的反应

IF 2.4 4区管理学

International Journal of Selection and Assessment Pub Date : 2026-02-16 DOI: 10.1111/ijsa.70047

Tobiasz J. Naryniecki

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Investigating a Persona-Based Social Distance Intervention Aimed at Increasing the Use of Evidence-Supported Assessments 调查以个人为基础的社会距离干预，旨在增加证据支持评估的使用

IF 2.4 4区管理学

International Journal of Selection and Assessment Pub Date : 2026-02-13 DOI: 10.1111/ijsa.70051

Jaymon D. Kirk, Serena Wee, Patrick D. Dunlop, Djurre Holtrop

{"title":"Investigating a Persona-Based Social Distance Intervention Aimed at Increasing the Use of Evidence-Supported Assessments","authors":"Jaymon D. Kirk, Serena Wee, Patrick D. Dunlop, Djurre Holtrop","doi":"10.1111/ijsa.70051","DOIUrl":"https://doi.org/10.1111/ijsa.70051","url":null,"abstract":"Researchers in personnel selection have often expressed concern about the limited use of evidence-supported assessments (e.g., structured interviews and psychometric tests). Drawing on Construal Level Theory, we propose that this underuse may stem from practitioners' preference for assessments that reduce psychological distance and thus foster familiarity with applicants, over assessments with sound psychometric properties. To test this idea, we developed a persona-based intervention aimed at reducing the psychological distance, and increasing the usage, of research-supported assessments. Each persona included a photo and brief description of an example applicant who completed the assessment, shown alongside the persona's assessment results. Participants (N = 273) reviewed four evidence-supported assessments (structured interview, work sample, personality inventory, and cognitive ability test), each randomly presented with or without a persona. Results indicated that personas did not increase perceived social closeness or assessment usage. However, perceived social closeness was positively associated with assessment usage, suggesting interventions that would successfully increase perceptions of social closeness may encourage the adoption of evidence-supported assessments.","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"34 1","pages":""},"PeriodicalIF":2.4,"publicationDate":"2026-02-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/ijsa.70051","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"146256381","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

Exploring Social Media Hiring: A Qualitative Inquiry Into Cybervetting, Procedural Fairness, and Network-Based Recruitment 探索社交媒体招聘：对网络审查、程序公平和基于网络的招聘的定性调查

IF 2.4 4区管理学

International Journal of Selection and Assessment Pub Date : 2026-02-06 DOI: 10.1111/ijsa.70050

Shipra Agrawal, Shameem Shagirbasha, Jitendra Kumar Singh

{"title":"Exploring Social Media Hiring: A Qualitative Inquiry Into Cybervetting, Procedural Fairness, and Network-Based Recruitment","authors":"Shipra Agrawal, Shameem Shagirbasha, Jitendra Kumar Singh","doi":"10.1111/ijsa.70050","DOIUrl":"https://doi.org/10.1111/ijsa.70050","url":null,"abstract":"<div>\u0000 \u0000 Social media and its impact on business functions, especially on recruitment and candidate selection, have received significant attention from researchers and practitioners. As it becomes increasingly important to organizations, this paper examines how the hiring process through social media platforms (SMPs) operates. To conduct the study, data were collected from HR professionals of different industries through in-depth semi-structured interviews. A total of 23 professionals from Indian organizations were interviewed, who provided insights into the use of social media in their organizations' hiring processes. Major dimensions identified using the Gioia methodology included ethical boundary management in cybervetting, trust and legitimacy building, and social capital and reputation building. It was found that the choice of platform depended on the nature of the job role and job hierarchy. Organizations maintain boundaries on what to access and what not to access in candidates' SMPs through standard processes and documentation, despite the absence of regulations. Several practical implications were discussed. Organizations shall be careful in their screening processes, taking into account the culture, and maintain trust and fairness. Job seekers should be careful while posting on social media and optimize their profiles with relevant keywords. Finally, the government shall take measures to improve data literacy and design specific screening laws.</div>","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"34 1","pages":""},"PeriodicalIF":2.4,"publicationDate":"2026-02-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"146224000","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

Differences in Hireability Ratings Based on Political Orientation, Gender, and Ethnicity 基于政治倾向、性别和种族的可雇佣性评级差异

IF 2.4 4区管理学

International Journal of Selection and Assessment Pub Date : 2026-01-31 DOI: 10.1111/ijsa.70049

Denise Vesper, Cornelius J. König, Tim Nichter, Klara Sandmann

{"title":"Differences in Hireability Ratings Based on Political Orientation, Gender, and Ethnicity","authors":"Denise Vesper, Cornelius J. König, Tim Nichter, Klara Sandmann","doi":"10.1111/ijsa.70049","DOIUrl":"https://doi.org/10.1111/ijsa.70049","url":null,"abstract":"Labor markets in many countries are facing increasing challenges due to aging populations and a lack of skilled workers. Simultaneously, societal changes and migration are contributing to increased diversity, while political polarization exacerbates divisions between people. These dynamics create a complex interplay, where growing diversity is both a response to and a source of tension within polarized societies. With these two studies, we examined the interaction of political affiliation with gender (Study 1) and ethnicity (Study 2) on hireability ratings to acknowledge the role of intersectionality. We conducted experiments in Germany, asking participants to evaluate the hireability of an applicant based on a LinkedIn profile. In both studies, the political affiliation of the applicant was manipulated to be either right-wing or left-wing. In the first study, we additionally manipulated the applicant's gender (N = 331), while in the second study, we varied the applicant's ethnicity (N = 208). Consistent with the assumptions of the political affiliation model, we observed in both studies that political value similarity predicted perceived similarity, which in turn positively affected hireability ratings. In both studies, right-wing applicants were rated as significantly less hireable than the left-wing applicants. However, we did not observe any effects of gender or ethnicity, nor their interactions with the applicant's political affiliation on hireability ratings. Our results suggest that political orientation can influence hiring processes above and beyond demographic characteristics. Applicants should consider whether they disclose their political engagement during selection processes.","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"34 1","pages":""},"PeriodicalIF":2.4,"publicationDate":"2026-01-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/ijsa.70049","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"146197054","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

High Expectations, Higher Stakes? Changes in Organizational Attractiveness After Receiving a Rejection Letter 高期望，高风险？收到拒绝信后组织吸引力的变化

IF 2.4 4区管理学

International Journal of Selection and Assessment Pub Date : 2026-01-26 DOI: 10.1111/ijsa.70048

Sanne T. S. Fijneman-Ghielen, Rein De Cooman, Désirée Schumacher

{"title":"High Expectations, Higher Stakes? Changes in Organizational Attractiveness After Receiving a Rejection Letter","authors":"Sanne T. S. Fijneman-Ghielen, Rein De Cooman, Désirée Schumacher","doi":"10.1111/ijsa.70048","DOIUrl":"https://doi.org/10.1111/ijsa.70048","url":null,"abstract":"While investments in employer branding are known for improving initial applicant attraction, their consequences reach far beyond. Building upon applicant attribution-reaction theory (AART), we explore the impact of employer brand equity on applicant reactions following a rejection. In particular, this study adopts a three-wave quasi-experimental vignette design to examine how different levels of employer brand equity (high vs. low) influence changes in organizational attractiveness after receiving a rejection letter (prototypical vs. appreciative). Data were collected from 236 Dutch and Belgian respondents who were (soon to be) active in the labor market, either being (self-)employed or final-year students. Results from a repeated-measures ANOVA reveal that an appreciative rejection letter may fully mitigate the negative effects of rejection for organizations with high employer brand equity. Conversely, prototypical rejection letters significantly decrease organizational attractiveness in high-equity organizations, undermining previously built employer brand equity. These findings underscore the importance of living the employer brand throughout the candidate journey and provide actionable insights for research and practice.","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"34 1","pages":""},"PeriodicalIF":2.4,"publicationDate":"2026-01-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/ijsa.70048","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"146096612","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

Memorable Candidate Experiences Throughout the Recruitment and Selection Process 在招聘和选拔过程中难忘的候选人经历

IF 2.4 4区管理学

International Journal of Selection and Assessment Pub Date : 2026-01-21 DOI: 10.1111/ijsa.70046

Laurens Biesmans, Diane Arijs, Rein De Cooman, Yves Van Vaerenbergh

引用次数: 0

Situation Descriptions in Situational Judgment Tests: A Matter of Including Trait-Relevant Situational Cues? 情境判断测试中的情境描述：包含特质相关情境线索的问题？

IF 2.4 4区管理学

International Journal of Selection and Assessment Pub Date : 2026-01-19 DOI: 10.1111/ijsa.70032

Philipp Schäpers, Stefan Krumm, Filip Lievens, Jan-Philipp Freudenstein, Julian Schulze, Cornelius J. König

{"title":"Situation Descriptions in Situational Judgment Tests: A Matter of Including Trait-Relevant Situational Cues?","authors":"Philipp Schäpers, Stefan Krumm, Filip Lievens, Jan-Philipp Freudenstein, Julian Schulze, Cornelius J. König","doi":"10.1111/ijsa.70032","DOIUrl":"https://doi.org/10.1111/ijsa.70032","url":null,"abstract":"SJTs have traditionally been conceptualized as low-fidelity simulations of how respond to work-related situations. Yet, several studies demonstrated that situation descriptions were necessary to solve some SJT items, whereas they were not needed for other SJT items. So far, no solid support was found for various factors (e.g., item characteristics, presentation format, instructions, and content domain) that make some situation descriptions relevant and others irrelevant for responding to SJT items. Building on trait activation theory, we posit that trait-relevant situational cues serve as an ignored factor in SJT situation descriptions. Across two main studies (N1 = 269, N2 = 1,092), we manipulated the availability of trait-relevant situational cues in SJT items to examine their impact on SJT scores and convergent validity. We found a main effect for the availability of trait-relevant situational cues on the proportion of correctly solved SJT items, but only a marginal impact on convergent validity. The current study thus helps explaining why some SJT items can be situated on the context-dependent side, whereas other items are on the context-independent side. At a practical level, this suggests that more systematically embedding trait-relevant situational cues into SJT descriptions may be a helpful design consideration to make SJT items more context-dependent, even if its impact on convergent validity appears to be limited.","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"34 1","pages":""},"PeriodicalIF":2.4,"publicationDate":"2026-01-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/ijsa.70032","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"146083352","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