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

A multimodal approach to faking detection in a selection interview 筛选面试中伪造检测的多模式方法

IF 2.6 4区管理学

International Journal of Selection and Assessment Pub Date : 2024-10-23 DOI: 10.1111/ijsa.12505

Nataša Juničić, Maja Parmač Kovačić, Zvonimir Galić

引用次数: 0

Scoring the Big Five for longitudinally assessed academic achievement predictiveness: Manifest, correlated-factors model, and bifactor modeling across multiple contexts 纵向评估学业成就预测的五大因素评分：显示、相关因素模型和跨多种环境的双因素模型

IF 2.6 4区管理学

International Journal of Selection and Assessment Pub Date : 2024-10-07 DOI: 10.1111/ijsa.12500

Georg Krammer, Julie Aitken Schermer, Corinna Koschmieder, Richard Goffin, Nhung T. Hendy, Michael Biderman

{"title":"Scoring the Big Five for longitudinally assessed academic achievement predictiveness: Manifest, correlated-factors model, and bifactor modeling across multiple contexts","authors":"Georg Krammer, Julie Aitken Schermer, Corinna Koschmieder, Richard Goffin, Nhung T. Hendy, Michael Biderman","doi":"10.1111/ijsa.12500","DOIUrl":"https://doi.org/10.1111/ijsa.12500","url":null,"abstract":"Based on a large (N = 612) longitudinal sample in a teacher education program, we compared how three methods of personality scoring—manifest mean scores, correlated-factors model scores, and bifactor model scores—predict academic achievement assessed by grade point averages. Furthermore, we compared predictiveness across honest responses, applicants' responses and responses collected under laboratory faking-good instructions. To this end, a real-life selection setting was part of our study (i.e., applicants to initial teacher education selected, among other things on their personality). We found the expected pattern of manifest mean scores (honest responses were the lowest, applicants' responses higher and faking-good responses highest) and could demonstrate that applicant faking does not reduce personality assessment's predictiveness. Overall, correlated-factors model scoring increased the predictiveness of honest and applicants' responses, and scoring via bifactor model even more so. No method of scoring could retrieve the predictiveness in the faking-good response condition. Regarding the practical application within selection processes, bifactor model scores only slightly outperformed mean scores, and this only occurred in the case of small selection ratios. Nevertheless, we showed that there is criterion-related and systematic variance within applicants' personality scores above and beyond their personality traits that can be extracted when modeled with bifactor models.","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"33 1","pages":""},"PeriodicalIF":2.6,"publicationDate":"2024-10-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/ijsa.12500","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142762385","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

Social media profiling: The influence of personal and professional social media content on hiring ratings 社交媒体分析：个人和专业社交媒体内容对招聘评级的影响

IF 2.6 4区管理学

International Journal of Selection and Assessment Pub Date : 2024-10-07 DOI: 10.1111/ijsa.12502

Christopher J. Hartwell, Jake T. Harrison, Michael A. Campion

引用次数: 0

Ethnic-based score differences and differential prediction of various cognitive and noncognitive admissions instruments in higher education 高等教育中基于种族的分数差异和各种认知和非认知录取工具的差异预测

IF 2.6 4区管理学

International Journal of Selection and Assessment Pub Date : 2024-10-04 DOI: 10.1111/ijsa.12501

Pieter M. van Lamoen, Annemarie M. F. Hiemstra, Marieke Meeuwisse, Lidia R. Arends, Sabine E. Severiens

引用次数: 0

Sourcing algorithms: Rethinking fairness in hiring in the era of algorithmic recruitment 寻找算法：重新思考算法招聘时代的招聘公平性

IF 2.6 4区管理学

International Journal of Selection and Assessment Pub Date : 2024-09-02 DOI: 10.1111/ijsa.12499

Leo Alexander III, Q. Chelsea Song, Louis Hickman, Hyun Joo Shin

{"title":"Sourcing algorithms: Rethinking fairness in hiring in the era of algorithmic recruitment","authors":"Leo Alexander III, Q. Chelsea Song, Louis Hickman, Hyun Joo Shin","doi":"10.1111/ijsa.12499","DOIUrl":"10.1111/ijsa.12499","url":null,"abstract":"Sourcing algorithms are technologies used in online platforms to identify, screen, and inform potential applicants about job openings. The popularity of such technologies is rapidly increasing due to their pervasiveness in online advertising and beliefs that sourcing algorithms can decrease time to hire while improving the quality of new hires. What is little known, however, are their potential risks: sourcing algorithms could (intentionally or unintentionally) encode or exacerbate occupational demographic disparities, thereby hindering organizational diversity and/or decreasing the effectiveness of online hiring practices. Because sourcing algorithms identify and screen potential job applicants before they are made aware of employment opportunities, methods for evaluating discrimination in hiring which focus solely on job applicants (e.g., adverse impact ratio), may fail to detect the effects of discriminatory sourcing algorithms. Thus, we propose an expanded model of the employee hiring process to take into account the role of sourcing algorithms. Based on empirical approximations, we conducted a Monte Carlo simulation study to examine the magnitude and nature of sourcing algorithms' influence on hiring outcomes. Our findings suggest that sourcing algorithms could hinder the diversity of new hires while misleadingly suggesting positive diversity outcomes in personnel selection. We provide practical guidance for the use of sourcing algorithms and call for a systematic re-examination of how to evaluate selection system fairness in the era of algorithmic recruitment.","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"33 1","pages":""},"PeriodicalIF":2.6,"publicationDate":"2024-09-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/ijsa.12499","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142216178","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 the role of cognitive load in faking prevention using the dual task paradigm 利用双重任务范式探索认知负荷在防伪中的作用

IF 2.6 4区管理学

International Journal of Selection and Assessment Pub Date : 2024-07-30 DOI: 10.1111/ijsa.12497

Sabah Rasheed, Chet Robie

引用次数: 0

Personality development goals at work: Would a new assessment tool help? 工作中的人格发展目标：新的评估工具会有帮助吗？

IF 2.6 4区管理学

International Journal of Selection and Assessment Pub Date : 2024-07-22 DOI: 10.1111/ijsa.12498

Wen-Dong Li, Jing Hu, Jiexin Wang

引用次数: 0

Reality or illusion: A qualitative study on interviewer job previews and applicant self-presentation 现实还是幻觉？面试官工作预览与申请人自我介绍的定性研究

IF 2.6 4区管理学

International Journal of Selection and Assessment Pub Date : 2024-07-15 DOI: 10.1111/ijsa.12495

Annika Schmitz-Wilhelmy, Donald M. Truxillo

{"title":"Reality or illusion: A qualitative study on interviewer job previews and applicant self-presentation","authors":"Annika Schmitz-Wilhelmy, Donald M. Truxillo","doi":"10.1111/ijsa.12495","DOIUrl":"10.1111/ijsa.12495","url":null,"abstract":"Job interviews involve an exchange of information between interviewers and applicants to assess fit from each side. But current frameworks on interviewers' job previews and applicants' self-presentation do not completely capture these exchange processes. Using a grounded theory approach, we developed a theoretical model that spans both literatures by showing the complex relationships between job previews and self-presentation in the interview. Our study also introduces a new way of categorizing applicant self-presentation and reveals why interviewers and applicants choose to use certain strategies. Based on 43 qualitative interviews with applicants and interviewers, we identified five dominant applicant self-presentation responses to job preview information: Receding from the Application Process, Reciprocating Reality, Exploiting the RJP, Resisting in Defiance, and Reciprocating Illusion. Furthermore, we found that applicants present many versions of themselves that not only include their actual, favorable, and ought self but also their anticipated-future self. We also identify interviewers' and applicants' conflicting motives for presenting reality and illusion. Our work provides a deeper understanding of job previews and self-presentation by providing a big-picture, yet fine-grained examination of the communication processes from the viewpoint of the applicant and the interviewer, illustrating implications for both parties and proposing new avenues for research.","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"33 1","pages":""},"PeriodicalIF":2.6,"publicationDate":"2024-07-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/ijsa.12495","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141649213","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

Assessment order and faking behavior 评估顺序和伪装行为

IF 2.6 4区管理学

International Journal of Selection and Assessment Pub Date : 2024-07-10 DOI: 10.1111/ijsa.12496

Brett L. Wallace, Gary N. Burns

{"title":"Assessment order and faking behavior","authors":"Brett L. Wallace, Gary N. Burns","doi":"10.1111/ijsa.12496","DOIUrl":"10.1111/ijsa.12496","url":null,"abstract":"Personality testing is a critical component of organizational assessment and selection processes. Despite nearly a century of research recognizing faking as a concern in personality assessment, the impact of order effects on faking has not been thoroughly examined. This study investigates whether the sequence of administering personality and cognitive ability measures affects the extent of faking. Previous research suggests administering personality measures early in the assessment process to mitigate adverse impact; however, models of faking behavior and signaling theory imply that test order could influence faking. In two simulated applicant laboratory studies (Study 1 N = 172, Study 2 N = 174), participants were randomly assigned to complete personality measures either before or after cognitive ability tests. Results indicate that participants who completed personality assessments first exhibited significantly higher levels of faking compared to those who took cognitive ability tests first. These findings suggest that the order of test administration influences faking, potentially due to the expenditure of cognitive resources during cognitive ability assessments. To enhance the integrity of selection procedures, administrators should consider the sequence of test administration to mitigate faking and improve the accuracy of personality assessments. This study also underscores the need for continued exploration of contextual factors influencing faking behavior. Future research should investigate the mechanisms driving these order effects and develop strategies to reduce faking in personality assessments.","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"33 1","pages":""},"PeriodicalIF":2.6,"publicationDate":"2024-07-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141587865","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

I can't get no (need) satisfaction: Using a relatedness need-supportive intervention to improve applicant reactions to asynchronous video interviews 我得不到（需求）满足：使用关联性需求支持干预来改善申请人对异步视频面试的反应

IF 2.6 4区管理学

International Journal of Selection and Assessment Pub Date : 2024-07-10 DOI: 10.1111/ijsa.12493

Hayley I. Moore, Patrick D. Dunlop, Djurre Holtrop, Marylène Gagné

{"title":"I can't get no (need) satisfaction: Using a relatedness need-supportive intervention to improve applicant reactions to asynchronous video interviews","authors":"Hayley I. Moore, Patrick D. Dunlop, Djurre Holtrop, Marylène Gagné","doi":"10.1111/ijsa.12493","DOIUrl":"10.1111/ijsa.12493","url":null,"abstract":"Some research suggests that job applicants tend to express negative perceptions of asynchronous video interviews (AVIs). Drawing from basic psychological needs theory, we proposed that these negative perceptions arise partly from the lack of human interaction between applicants and the organization during an AVI, which fails to satisfy applicants' need for relatedness. Recruiting participants through Prolific, we conducted two experimental studies that aimed to manipulate the level of relatedness support through a relatedness-need supportive introductory video containing empathetic messaging and humor. Using a vignette approach, participants in study 1 (N = 100) evaluated a hypothetical AVI that included one of two introductory videos: relatedness-supportive versus neutral messaging. The relatedness-supportive video yielded higher relatedness need satisfaction (d = 0.53) and organizational attraction ratings (d = 0.49) than the neutral video. In study 2, participants (N = 231) completed an AVI that included one of the two videos and evaluated their AVI experience. In contrast to the vignette study, we observed no significant differences between groups for relatedness need satisfaction, organizational attraction, nor other outcomes. Our findings provided little evidence that humor and empathic video messaging improves reactions to an AVI and illustrated the limitations on the external validity of vignette designs.","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"33 1","pages":""},"PeriodicalIF":2.6,"publicationDate":"2024-07-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141614564","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