International Journal of Selection and Assessment最新文献_第3页

Transparency and Trust in Simple Algorithmic Hiring Procedures 简单算法招聘程序中的透明度和信任

IF 2.4 4区管理学

International Journal of Selection and Assessment Pub Date : 2026-01-19 DOI: 10.1111/ijsa.70045

A. Susan M. Niessen, Marvin Neumann

{"title":"Transparency and Trust in Simple Algorithmic Hiring Procedures","authors":"A. Susan M. Niessen, Marvin Neumann","doi":"10.1111/ijsa.70045","DOIUrl":"https://doi.org/10.1111/ijsa.70045","url":null,"abstract":"It is well established that combining information via a simple algorithm (mechanical combination) results in better hiring decisions than a holistic combination. Nevertheless, mechanical combination is perceived negatively and rarely used in practice. Transparency is an often-mentioned determinant of algorithmic trust in the AI-literature, but has hardly received attention regarding mechanical judgment. Therefore, in four studies (total N = 1205), we experimentally investigated the effect of various operationalizations of transparency on the perceptions of simple, mechanical algorithmic hiring procedures among decision-makers and applicants. Quantitative analyses were supplemented with thematic analyses of open-ended responses. The original between-subjects studies hardly showed differences between conditions, but open question responses indicated that this may have been due to an emphasis on “filler information.” Subsequent within-subjects studies did show the expected positive effects of transparency, but mostly with small effect sizes. However, both applicants and decision-makers indicated a strong preference for transparent algorithms over opaque algorithms and over holistic judgment when asked to choose directly. Moreover, unexpectedly, compared to holistic judgment, the applicant sample showed more positive perceptions, even for an opaque algorithm. Open question responses suggest that both groups generally perceived algorithms as fairer, but not more valid than holistic judgment, but the quantitative results did not fully support that pattern. In addition, the open responses suggest that while transparency is requested when not provided, it may also evoke more scrutiny when it is, which may not necessarily affect perceptions positively.","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.70045","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"146083215","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

To Hire or Not to Hire: The Influence of Accents on Hiring Decisions 雇佣还是不雇佣：口音对雇佣决定的影响

IF 2.4 4区管理学

International Journal of Selection and Assessment Pub Date : 2026-01-13 DOI: 10.1111/ijsa.70044

İrem Kuyucu, Helin Erden, Tuba P. Öztürk, Junko Kanero

{"title":"To Hire or Not to Hire: The Influence of Accents on Hiring Decisions","authors":"İrem Kuyucu, Helin Erden, Tuba P. Öztürk, Junko Kanero","doi":"10.1111/ijsa.70044","DOIUrl":"https://doi.org/10.1111/ijsa.70044","url":null,"abstract":"<div>\u0000 \u0000 This study explores how accents influence hiring decisions, focusing on evaluations made by non-native speakers. A total of 391 Turkish-speaking university students assessed candidates for tutoring positions for English (a language-relevant role) and math (a non-language-related role). Candidates spoke either Standard American English (SAE), signaling native speaker status, or Turkish-accented English (TAE), reflecting ingroup membership. Results showed that SAE speakers were consistently rated as more competent and preferred for both English and math tutoring positions, regardless of the group membership implied in their CVs. The effect of accents on hiring decisions was mediated by higher competence attribution to standard accents. The findings highlight the strong influence of standard accents in competence attributions, which can overshadow other group membership cues and job specifications, even among non-native evaluators. The results underscore the pervasive nature of accent biases in professional settings, suggesting that competence perceptions tied to standard accents may fuel discrimination across diverse contexts.</div>","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"34 1","pages":""},"PeriodicalIF":2.4,"publicationDate":"2026-01-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"146002031","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

Development of a Short State Interview Anxiety Scale 短状态访谈焦虑量表的编制

IF 2.4 4区管理学

International Journal of Selection and Assessment Pub Date : 2026-01-09 DOI: 10.1111/ijsa.70043

Deborah M. Powell, Silvia Bonaccio, Joshua S. Bourdage

引用次数: 0

Green Interviews? The Influence of Explaining the Environmental Benefits of Video Interviews on Applicant Reactions 绿色的采访?解释视频面试的环境效益对申请人反应的影响

IF 2.4 4区管理学

International Journal of Selection and Assessment Pub Date : 2026-01-08 DOI: 10.1111/ijsa.70041

Johannes M. Basch, Lisa Kochendörfer

引用次数: 0

So, Dear Applicant, Do You Mean Working From Home or Shirking From Home? 那么，亲爱的应聘者，你的意思是在家工作还是逃避在家工作？

IF 2.4 4区管理学

International Journal of Selection and Assessment Pub Date : 2026-01-08 DOI: 10.1111/ijsa.70042

Eline Moens, Elsy Verhofstadt, Luc Van Ootegem, Stijn Baert

{"title":"So, Dear Applicant, Do You Mean Working From Home or Shirking From Home?","authors":"Eline Moens, Elsy Verhofstadt, Luc Van Ootegem, Stijn Baert","doi":"10.1111/ijsa.70042","DOIUrl":"https://doi.org/10.1111/ijsa.70042","url":null,"abstract":"The demand for telework possibilities among applicants is often driven by perceived productivity gains. This raises the question of whether expressing this preference affects hiring intentions. A preference for telework, on the one hand, and justifying it through productivity, on the other, may send conflicting signals to recruiters regarding notions of the ideal worker. In this paper we therefore investigate how expressing a desire for telework motivated by productivity reasons impacts the probability of receiving an interview and what it signals to recruiters. To this end, we set up a vignette experiment in which recruiters evaluate fictitious applicants for different jobs. As a result of this experimental set-up, the answers to our research questions can be interpreted causally, with external validity supported by the heterogeneity of the jobs included in the experiment. Our results indicate that expressing a productivity-motivated telework preference might negatively impact interview likelihood, although this effect is context-dependent and shaped by recruiter, job, and applicant characteristics.","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"34 1","pages":""},"PeriodicalIF":2.4,"publicationDate":"2026-01-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/ijsa.70042","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145983527","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

Perceptions of Game-Based Assessments: The Role of Test Takers' Occupational Background 基于游戏的评估的感知：应试者职业背景的作用

IF 2.4 4区管理学

International Journal of Selection and Assessment Pub Date : 2025-12-31 DOI: 10.1111/ijsa.70040

Marie L. Ohlms, Klaus G. Melchers, Filip Lievens

引用次数: 0

“It Feels Wrong”: Understanding Reactions to Artificial Intelligence as a Decision-Maker in Selection Through the Lens of Moral Foundations Theory “感觉不对”：通过道德基础理论的镜头理解对人工智能作为选择决策者的反应

IF 2.4 4区管理学

International Journal of Selection and Assessment Pub Date : 2025-12-26 DOI: 10.1111/ijsa.70039

Agata Mirowska, Jbid Arsenyan

{"title":"“It Feels Wrong”: Understanding Reactions to Artificial Intelligence as a Decision-Maker in Selection Through the Lens of Moral Foundations Theory","authors":"Agata Mirowska, Jbid Arsenyan","doi":"10.1111/ijsa.70039","DOIUrl":"https://doi.org/10.1111/ijsa.70039","url":null,"abstract":"The adoption of artificial intelligence (AI) decision-making in the workplace poses a moral issue beyond mere technology acceptance, considering the potential consequences of algorithmic management to individuals' professional well-being. In view of its pluralistic approach to human morality, we adopt Moral Foundations Theory (MFT) as our theoretical lens through which to study reactions to AI-led decision-making in selection. Using a qualitative approach, we explore individuals' reactions to the idea of AI-evaluated interviews, mapping these reactions onto moral foundations, identifying novel sub-themes specific to the context of AI in selection. Using 33 interviews with working adults, we find that all six moral foundations - care, fairness, authority, loyalty, sanctity, and liberty - are evoked when discussing the implementation of AI in selection. We discuss how these moral foundations manifest themselves in this AI decision making context, and articulate theoretical and practical implications.","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"34 1","pages":""},"PeriodicalIF":2.4,"publicationDate":"2025-12-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/ijsa.70039","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145887699","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

Comparing Scoring Methods for Situational Judgment Tests in International Student Selection: Examinations of Criterion-Related Validity and Ethnic Subgroup Differences 国际学生选拔情境判断测验评分方法之比较：标准相关效度与族群亚组差异之检验

IF 2.4 4区管理学

International Journal of Selection and Assessment Pub Date : 2025-12-26 DOI: 10.1111/ijsa.70036

Haonan Li, Qingxiong (Derek) Weng

引用次数: 0

Why Personnel Selection Should Target Job Performance AND Well-Being 为什么人员选择应该以工作绩效和幸福感为目标

IF 2.4 4区管理学

International Journal of Selection and Assessment Pub Date : 2025-12-17 DOI: 10.1111/ijsa.70037

Cornelius J. König, Stefan Krumm, Tanja Bipp, Maike E. Debus, Ute-Christine Klehe, Martin Kleinmann, Markus Langer, Klaus G. Melchers, Philipp Schäpers, Anja Strobel

{"title":"Why Personnel Selection Should Target Job Performance AND Well-Being","authors":"Cornelius J. König, Stefan Krumm, Tanja Bipp, Maike E. Debus, Ute-Christine Klehe, Martin Kleinmann, Markus Langer, Klaus G. Melchers, Philipp Schäpers, Anja Strobel","doi":"10.1111/ijsa.70037","DOIUrl":"https://doi.org/10.1111/ijsa.70037","url":null,"abstract":"In this “Provocation Article”, we argue that the sole focus of personnel selection research and practice on job performance criteria represents a substantial limitation. While job performance remains a key outcome, employee well-being is also relevant—both as an intrinsic value and as a predictor of important organizational outcomes such as turnover, absenteeism, and citizenship behavior. Given the solid evidence on individual differences and work-related factors that influence employee well-being, and drawing on ethical, legal, and economic arguments, we call for a paradigm shift: Well-being should be treated as an explicit criterion in personnel selection. We outline five practical pathways for integrating well-being into selection systems, including the use of well-being-related traits (which should be carefully matched to job-specific demands), person–environment fit approaches, simulation-based tools, communicating well-being priorities to applicants, and using selection insights to inform onboarding and support. We also discuss four key challenges, such as the risk of discriminatory practices, balancing multiple criteria, and faking. Finally, we sketch a research agenda to guide future work on well-being-focused selection. Overall, we advocate for multi-criteria selection systems that promote not only organizational performance but also human flourishing.","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"34 1","pages":""},"PeriodicalIF":2.4,"publicationDate":"2025-12-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/ijsa.70037","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145824884","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

Validity at Risk? the Future of Generative AI Use by Candidates in Assessments 有效性存在风险？考生在评估中使用生成人工智能的未来

IF 2.4 4区管理学

International Journal of Selection and Assessment Pub Date : 2025-12-17 DOI: 10.1111/ijsa.70035

Djurre Holtrop, Roderick Bronzwaer

引用次数: 0