International Journal of Selection and Assessment最新文献

{"title":"Faking in Self-Report Personality Scales: A Qualitative Analysis and Taxonomy of the Behaviors That Constitute Faking Strategies","authors":"Jessica Röhner,&nbsp;Astrid Schütz,&nbsp;Matthias Ziegler","doi":"10.1111/ijsa.12513","DOIUrl":"https://doi.org/10.1111/ijsa.12513","url":null,"abstract":"<p>Faking in self-report personality scales (SRPSs) is not sufficiently understood. This limits its detection and prevention. Here, we introduce a taxonomy of faking behaviors that constitute faking strategies in SRPSs, reflecting the stages (comprehension, retrieval, judgment, and response) of the general response process model (GRPM). We reanalyzed data from two studies investigating the faking of high and low scores on Extraversion (E) and Need for Cognition (NFC) scales (Data Set 1; <i>N</i> = 305) or on an E scale (Data Set 2; <i>N</i> = 251). Participants were asked to explain exactly what they did to fake, and their responses (<i>N</i> = 533) were examined via a qualitative content analysis. The resulting taxonomy included 22 global and 13 specific behaviors that (in combination) constitute faking strategies in SRPSs. We organized the behaviors into four clusters along the stages of the GRPM. The behaviors held irrespective of the construct (E or NFC), and with two exceptions, also irrespective of the data set (Data Sets 1 or 2). Eight exceptions concerning faking direction (high or low) indicate direction-specific differences in faking behaviors. Respondents reported using not only different faking behaviors (e.g., role-playing, behaviors to avoid being detected) but also multiple combinations thereof. The suggested taxonomy is necessarily limited to the specified context, and, thus, additional faking behaviors are possible. To fully understand faking, further research in other contexts should be conducted to complement the taxonomy. Still, the complexity shown here explains why adequate detection and prevention of faking in SRPSs is so challenging.</p>","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"33 1","pages":""},"PeriodicalIF":2.6,"publicationDate":"2024-12-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/ijsa.12513","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142861407","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":"Scrutinizing the value and implementation of volitional personality development at work","authors":"Marie Hennecke,&nbsp;Pia V. Ingold","doi":"10.1111/ijsa.12508","DOIUrl":"https://doi.org/10.1111/ijsa.12508","url":null,"abstract":"<p>In this commentary, we discuss Dupré and Wille's proposal (2024) to consider employees' personality change goals in the work context. We compare volitional personality development to skill development and call for more evidence to determine the benefits for both employees and organizations in this context. We also put forward that a clearer understanding is required of how job demands influence personality traits and of how these demands interact with and shape the integration of potential complementary personality development training modules. In closing, we provide avenues for future research.</p>","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"33 1","pages":""},"PeriodicalIF":2.6,"publicationDate":"2024-12-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/ijsa.12508","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142860484","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":"Comparing Autistic and Neurotypical Responses to Conventional and Modified Questions in Algorithmically Scored Asynchronous Video Interviews: A Textual Analysis","authors":"Annika L. Benson,&nbsp;Kelsie L. Colley,&nbsp;Joshua J. Prasad,&nbsp;Colin M. G. Willis,&nbsp;Tracy E. Powell-Rudy","doi":"10.1111/ijsa.12512","DOIUrl":"https://doi.org/10.1111/ijsa.12512","url":null,"abstract":"<p>Traditional interviews often rely on social cues and abstract reasoning, posing challenges for some autistic individuals. Asynchronous video interviews (AVIs) and modifications to interview questions were evaluated as two ways to promote inclusion and equity. Autistic candidates answered conventional or modified questions (per expert feedback), which were compared to a random sample of the general population who answered conventional questions. After question modifications, group differences in algorithmically assigned scores remained, highlighting the need for accommodations. The number of words spoken was a differentiator between autistic and neurotypical job seekers. Text analysis revealed systematic differences in response content. Our study emphasizes the complexity of hiring autistic individuals, with the need for tailored accommodations and continued research.</p>","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"33 1","pages":""},"PeriodicalIF":2.6,"publicationDate":"2024-12-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/ijsa.12512","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142763979","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 Design Matter? The (Limited) Effects of Six Asynchronous Video Interview Design Features on Impression Management, Reactions, and Evaluations","authors":"Eden-Raye Lukacik,&nbsp;Joshua S. Bourdage","doi":"10.1111/ijsa.12511","DOIUrl":"https://doi.org/10.1111/ijsa.12511","url":null,"abstract":"<p>Asynchronous video interviews can use many configurations of design features to create the interviewee experience, but not all designs are equal. Design features may influence interviewees' deceptive and honest impression management, their reactions to the procedure, and interview performance evaluations. Three experiments using mock interviews tested the effects of preparation time and self-views (<i>N</i> = 206, from Prolific), reviewing and re-recording (<i>N</i> = 230, from Prolific), and giving faking warnings with human versus automated evaluation (<i>N</i> = 297 university students) on interview outcomes. The design had limited effects on interviewee behavior, but some features may increase interviewees' willingness to fake when used in combination. Opportunities for longer preparation time and re-recording increased interview performance ratings. Warnings and evaluator type did not affect behavior, reactions, or performance. The implications of these effects are discussed.</p>","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"33 1","pages":""},"PeriodicalIF":2.6,"publicationDate":"2024-11-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/ijsa.12511","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142749047","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":"Attention Control Measures Improve the Prediction of Performance in Navy Trainees","authors":"Alexander P. Burgoyne,&nbsp;Cody A. Mashburn,&nbsp;Jason S. Tsukahara,&nbsp;Richard Pak,&nbsp;Joseph T. Coyne,&nbsp;Cyrus Foroughi,&nbsp;Ciara Sibley,&nbsp;Sabrina M. Drollinger,&nbsp;Randall W. Engle","doi":"10.1111/ijsa.12510","DOIUrl":"https://doi.org/10.1111/ijsa.12510","url":null,"abstract":"<div>\u0000 \u0000 <p>Military selection tests leave room for improvement when predicting work-relevant outcomes. We tested whether measures of attention control, working memory capacity, and fluid intelligence improved the prediction of training success above and beyond composite scores used by the U.S. Military. For student air traffic controllers, commonality analyses revealed that attention control explained 9.1% (<i>R</i> = .30) of the unique variance in academic performance, whereas the Armed Forces Qualification Test explained 5.2% (<i>r</i> = .23) of the unique variance. For student naval aviators, incremental validity estimates were small and nonsignificant. For student naval flight officers, commonality analyses revealed that attention control measures explained 11.8% (<i>R</i> = .34) of the unique variance in aviation preflight indoctrination training performance and 4.3% (<i>R</i> = .21) of the unique variance in flight performance. Although these point estimates are based on relatively small samples, they provide preliminary evidence that attention control measures might improve training outcome classification accuracy in real-world samples of military personnel.</p></div>","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"33 1","pages":""},"PeriodicalIF":2.6,"publicationDate":"2024-11-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142749129","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":"Volitional Trait Change in Selection: It's About Time, but Also Degree and Perspective","authors":"Andrew Perossa,&nbsp;Brian S. Connelly","doi":"10.1111/ijsa.12509","DOIUrl":"https://doi.org/10.1111/ijsa.12509","url":null,"abstract":"<p>Volitional trait change—the idea that people can willfully change their personality—marks an important advancement for personality science beyond historic views of traits as relatively immutable. We applaud Dupré and Wille's (2024) extension and application of how volitional trait change could impact personnel selection. In this response, we aim to contribute to this discussion by focusing on three critical considerations for the applicability of PDGs to personnel selection—time (how quickly traits can change), degree (how much traits can change), and perspective (who perceives trait change). We concur that personality development has untapped potential in personnel selection and offer suggestions and caveats for how organizations might best realize it. We are excited about a new frontier in extending personality development to organizational settings and are optimistic that doing so would appreciably benefit employees, organizations, and the selection literature.</p>","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"33 1","pages":""},"PeriodicalIF":2.6,"publicationDate":"2024-11-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/ijsa.12509","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142748970","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":"Beyond change: Personality-environment alignment at work","authors":"Deniz S. Ones,&nbsp;Kevin C. Stanek,&nbsp;Stephan Dilchert","doi":"10.1111/ijsa.12507","DOIUrl":"https://doi.org/10.1111/ijsa.12507","url":null,"abstract":"<p>We critically evaluate Dupré and Wille's (2024) proposal for using assessments for organizational personality development through the lens of empirical evidence on adult personality change. We present an overview of research on personality stability and malleability throughout adulthood examining rank-order stability, mean-level changes, and the impact of life events and interventions. Empirical evidence reveals that while personality exhibits some plasticity in young adulthood, significant changes become increasingly rare beyond age 30. For older employees, personality remains highly stable, making age an important consideration in workforce development. Life experiences and intentional interventions have been shown to prompt modest personality changes, with emotional stability being the most malleable trait. We quantify these changes, noting shifts of up to two-thirds of a standard deviation in emotional stability through targeted interventions, with more limited effects on other Big Five traits. We also provide insights for organizational assessment practices, including the need for tailored personality (re-)assessment intervals and age-based norm composition for better utilization of personality information. With Cybernetic Trait Complexes Theory, we introduce a framework for aligning personality traits with situational cues in work environments. This approach emphasizes trait activation rather than personality modification, allowing organizations to harness employees' strengths by strategically designing environments that naturally encourage beneficial trait expression. This shifts the focus from personality change to strategic activation of beneficial traits through environmental design. We describe how organizations can leverage employees' existing personality trait complexes while fostering incremental behavioral adaptations, offering a pragmatic alternative to traditional employee development approaches. By aligning individuals with environments that activate their traits, organizations can enhance both personal and organizational outcomes, contributing to broader societal benefits as well.</p>","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"33 1","pages":""},"PeriodicalIF":2.6,"publicationDate":"2024-11-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/ijsa.12507","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142762490","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":"A head-to-head comparison of situational judgment tests and assessment centers for measuring and predicting the same performance dimensions","authors":"Iman Shakeri,&nbsp;Filip Lievens","doi":"10.1111/ijsa.12503","DOIUrl":"https://doi.org/10.1111/ijsa.12503","url":null,"abstract":"<p>To date, a limited set of studies have compared the criterion-related validity of low-fidelity (SJT) versus high-fidelity (AC) simulations for predicting job performance. Unfortunately, these studies validated these simulations through the overall assessment rating (OAR) instead of on the basis of specific dimensions. Given SJTs and ACs were compared that measured different dimensions, our understanding of the relative and comparative validity of these assessment approaches in measuring the same set of dimensions is still limited. Therefore, this study aims to conduct a head-to-head comparison of the criterion-related validity of the AC and the SJT (and their incremental validity) while keeping the performance dimensions under investigation constant. Data were collected from 406 applicants for supervisory and management positions in a large Iranian steel industry company. In this process, a general mental ability test, a personality inventory, an SJT, and an AC were used as predictors, and supervisory ratings of job performance dimensions (Thinking, Feeling, and Power) served as criteria. The AC had relatively high validity for all three dimensions, whereas the SJT had a similar validity only for the Thinking dimension. So, the SJT was significantly weaker in assessing the Feeling and Power dimensions. These results were confirmed by incremental validity analyses. Overall, this study shows that understanding the relationships between predictor and criterion dimensions plays a critical role in developing valid selection systems.</p>","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"33 1","pages":""},"PeriodicalIF":2.6,"publicationDate":"2024-10-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142762597","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":"Comparing methods of measuring interest fit: A large prediction study with career choice satisfaction","authors":"Kenneth E. Granillo-Velasquez,&nbsp;Kevin A. Hoff,&nbsp;Alexis Hanna,&nbsp;Frederick L. Oswald,&nbsp;Michael L. Morris","doi":"10.1111/ijsa.12506","DOIUrl":"https://doi.org/10.1111/ijsa.12506","url":null,"abstract":"<p>Vocational interest inventories are widely used in both research and practice to help match people to well-fitting work environments. However, because there are many different methods to operationalize interest fit, a debate remains regarding the best ways to do so. To empirically inform this debate, our study compared the predictive power of four widely used interest fit indices (i.e., matching scale scores, profile deviance scores, profile correlations, and polynomial regression scores) for predicting career choice satisfaction. Using a large and diverse U.S. sample (<i>N</i> = 257,320), results indicated that among the three single-term interest fit measures, profile correlations (<i>R</i>^<i>2</i> = .04) explained more variance in career choice satisfaction than matching scale scores (<i>R</i>^<i>2</i> = .02) and profile deviance scores (<i>R</i>^<i>2</i> = .00). By comparison, the full 30-term polynomial regression model explained the most variance in career choice satisfaction (<i>R</i>^<i>2</i> = .09); in this case, however, the nonlinear terms that capture <i>fit effects</i> only accounted for about 22% (<i>R</i>^<i>2</i> = .02) of the total variance explained by the model. Overall, these results indicate that researchers and practitioners should be cautious of the greater criterion-related validity of polynomial regression models as <i>fit</i> information may not be a substantial contributor to their predictive capacities. In addition, our findings support the use of profile correlations as a predictive, single-term measure of interest fit.</p>","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"33 1","pages":""},"PeriodicalIF":2.6,"publicationDate":"2024-10-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142762596","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":"Scene, not heard: Exploring the influence of socioeconomic status background cues in asynchronous video interviews","authors":"Madeline Springle,&nbsp;Joshua S. Bourdage","doi":"10.1111/ijsa.12504","DOIUrl":"https://doi.org/10.1111/ijsa.12504","url":null,"abstract":"<p>While recent studies have highlighted the potential for background cues in asynchronous video interviews (AVIs) to inadvertently disclose non-job-related information about job applicants, researchers have yet to explore the impact of socioeconomic status (SES) cues. This study investigates whether background cues about SES (specifically cues not available in a face-to-face interview) introduce unique biases in the hiring process. We examined if evaluators could discern SES differences based on a job applicant's background and whether these cues influenced the perceived hireability of the job applicant. To enhance the realism of our findings and understand when such biases may be exacerbated, we simulated the conditions a hiring manager might face by inducing cognitive load (CL). In a working sample of <i>N</i> = 260 American Cloud Research Connect participants, we used a 2 (low; high SES) by 2 (low; high CL) between-subjects experimental design. We found that although evaluators could identify differences in SES and did experience a difference in CL, these two factors did not directly influence the perceived hireability of the job applicant. We also investigated the role of evaluators' characteristics, such as their own SES, attitude towards poverty, and social dominance orientation. Although these did not directly influence their ratings of the job applicant, we identified noteworthy correlations: participants' perceptions of the SES of the background correlated with the job applicant's (a) perceived hireability, and (b) perceived SES. These findings emphasize the need for further research into the subtle cues that evaluators might use to gauge SES, which could impact a job applicant's AVI evaluation.</p>","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"33 1","pages":""},"PeriodicalIF":2.6,"publicationDate":"2024-10-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/ijsa.12504","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142762629","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}