International Journal of Selection and Assessment最新文献_第4页

A head-to-head comparison of situational judgment tests and assessment centers for measuring and predicting the same performance dimensions 情境判断测试和评估中心的正面比较，用于测量和预测相同的表现维度

IF 2.6 4区管理学

International Journal of Selection and Assessment Pub Date : 2024-10-25 DOI: 10.1111/ijsa.12503

Iman Shakeri, Filip Lievens

{"title":"A head-to-head comparison of situational judgment tests and assessment centers for measuring and predicting the same performance dimensions","authors":"Iman Shakeri, Filip Lievens","doi":"10.1111/ijsa.12503","DOIUrl":"https://doi.org/10.1111/ijsa.12503","url":null,"abstract":"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.","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}

引用次数: 0

Comparing methods of measuring interest fit: A large prediction study with career choice satisfaction 兴趣拟合测量方法比较：职业选择满意度的大型预测研究

IF 2.6 4区管理学

International Journal of Selection and Assessment Pub Date : 2024-10-25 DOI: 10.1111/ijsa.12506

Kenneth E. Granillo-Velasquez, Kevin A. Hoff, Alexis Hanna, Frederick L. Oswald, Michael L. Morris

{"title":"Comparing methods of measuring interest fit: A large prediction study with career choice satisfaction","authors":"Kenneth E. Granillo-Velasquez, Kevin A. Hoff, Alexis Hanna, Frederick L. Oswald, Michael L. Morris","doi":"10.1111/ijsa.12506","DOIUrl":"https://doi.org/10.1111/ijsa.12506","url":null,"abstract":"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 (N = 257,320), results indicated that among the three single-term interest fit measures, profile correlations (R2 = .04) explained more variance in career choice satisfaction than matching scale scores (R2 = .02) and profile deviance scores (R2 = .00). By comparison, the full 30-term polynomial regression model explained the most variance in career choice satisfaction (R2 = .09); in this case, however, the nonlinear terms that capture fit effects only accounted for about 22% (R2 = .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 fit 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.","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}

引用次数: 0

Scene, not heard: Exploring the influence of socioeconomic status background cues in asynchronous video interviews 现场，没有听到：探索社会经济地位背景线索对异步视频采访的影响

IF 2.6 4区管理学

International Journal of Selection and Assessment Pub Date : 2024-10-24 DOI: 10.1111/ijsa.12504

Madeline Springle, Joshua S. Bourdage

{"title":"Scene, not heard: Exploring the influence of socioeconomic status background cues in asynchronous video interviews","authors":"Madeline Springle, Joshua S. Bourdage","doi":"10.1111/ijsa.12504","DOIUrl":"https://doi.org/10.1111/ijsa.12504","url":null,"abstract":"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 N = 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.","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}

引用次数: 0

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}

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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