International Journal of Selection and Assessment最新文献

{"title":"Is Anybody Watching Me? Effects of Information About Evaluators on Applicants' Use of Impression Management in Asynchronous Video Interviews","authors":"Koralie Orji,&nbsp;Nicolas Roulin,&nbsp;Adrian Bangerter","doi":"10.1111/ijsa.12515","DOIUrl":"https://doi.org/10.1111/ijsa.12515","url":null,"abstract":"<p>Asynchronous video interviews (AVIs) are widely used in hiring, but the lack of social presence (e.g., uncertainty about the identity of evaluators) may hinder effective impression management (IM) for applicants. This study examined whether providing information about evaluators facilitates applicant IM use in AVIs, specifically ingratiation or self-promotion. It also explored the experience involved in applicants' response generation. In a mock AVI, 160 participants were randomly assigned to one of two conditions (with or without information about the evaluator). They reported their thoughts after watching their interview recordings. Providing information about the evaluator enhanced ingratiation but did not affect self-promotion. Qualitative analyses revealed that participants with evaluator information were more likely to reference organizational values and align themselves with the evaluator, whereas those without it concentrated more on demonstrating their job-relevant skills. Participants' reported thoughts and emotions suggested that formulating suitable answers and interacting with a computer represent major concerns.</p>","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"33 1","pages":""},"PeriodicalIF":2.6,"publicationDate":"2024-12-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142861713","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":"Tell Me More! Examining the Benefits of Adding Structured Probing in Asynchronous Video Interviews","authors":"Rahul D. Patel,&nbsp;Deborah M. Powell,&nbsp;Nicolas Roulin,&nbsp;Jeffrey R. Spence","doi":"10.1111/ijsa.12514","DOIUrl":"https://doi.org/10.1111/ijsa.12514","url":null,"abstract":"<p>The personnel selection field has observed the rising use of asynchronous video interviews (AVI). The current study investigates whether follow-up questions (probes) can optimize the applicant experience in AVIs. Across two experimental studies with participants recruited from Prolific, we investigated whether AVIs with probing promote applicant reactions (e.g., the opportunity to perform perceptions) toward the AVI and how probing influences interview behaviors, applicant perceptions, and interview performance ratings. In Study 1, 404 participants were randomly assigned to either an AVI with probing or an AVI without probing. Results indicated that probing directly improved the opportunity to perform perceptions and interview performance ratings. In addition, probing positively impacted honest impression management and motivation to perform indirectly through participants' perceived opportunity to perform. However, mediation analyses suggested that the effect of probing on interview performance ratings was driven by response length. In Study 2 (<i>n</i> = 271), we teased apart the effects of the inherently added response time that probing affords applicants with an additional condition that matched the response time of probes. Relative to Study 1, probing only slightly improved the opportunity to perform perceptions, but the effect of probing on the opportunity to perform perceptions was greater when compared to an AVI with an equivalent response time. In addition, probing positively impacted interview performance ratings, above and beyond their increased response time. Implications, limitations, and directions for future research are discussed.</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.12514","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142861439","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":"Effects of Applicants' Use of Generative AI in Personnel Selection: Towards a More Nuanced View?","authors":"Filip Lievens,&nbsp;Patrick D. Dunlop","doi":"10.1111/ijsa.12516","DOIUrl":"https://doi.org/10.1111/ijsa.12516","url":null,"abstract":"<div>\u0000 \u0000 <p>Generative AI (GenAI) has made rapid inroads in assessment, as a growing number of applicants rely on it as a coach in unproctored assessments of various selection procedures. This had led to assertions that applicants' GenAI use undermines key assumptions of the predictive model underlying selection and is thus disruptive for organizations' current unproctored assessments, thereby invoking various strategies of organizations to deter and detect its use. In this provocation article, we present a more nuanced view. To this end, we start by reviewing the recent research related to the effects of applicants' use of GenAI in assessment and discuss the evidence of the potential of applicant GenAI use to disrupt assessment validity. Next, we draw on test coaching frameworks to discuss three scenarios of how applicants' use of GenAI might affect an assessment's mean scores and criterion-related validity. These perspectives highlight that the use of GenAI might not only exert negative consequences but potentially have also positive consequences for both applicants and organizations. It is pivotal to distinguish among these scenarios because they lead to different strategies for organizations to deal with applicant use of GenAI.</p></div>","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":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142861509","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":"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}