International Journal of Selection and Assessment最新文献_第6页

The (null) effects of video questions on applicant reactions in asynchronous video interviews: Evidence from an actual hiring context 异步视频面试中视频问题对应聘者反应的（无效）影响：来自实际招聘环境的证据

IF 2.6 4区管理学

International Journal of Selection and Assessment Pub Date : 2024-04-01 DOI: 10.1111/ijsa.12470

Nelli Niemitz, Lucas Rietheimer, Cornelius König, Markus Langer

引用次数: 0

How does bias enter the employment interview? Identifying the riskiest applicant characteristics, interviewer characteristics, and sources of potentially biasing information 就业面试中的偏见是如何产生的？识别风险最大的申请人特征、面试官特征以及可能存在偏见的信息来源

IF 2.6 4区管理学

International Journal of Selection and Assessment Pub Date : 2024-03-28 DOI: 10.1111/ijsa.12467

Timothy G. Wingate, Sabah Rasheed, Stephen D. Risavy, Chet Robie

引用次数: 0

Playful personnel selection: The use of traditional versus game-related personnel selection methods and their perception from the recruiters’ and applicants’ perspectives 游戏式人才选拔：从招聘人员和求职者的角度看传统与游戏相关人员选拔方法的使用及其影响

IF 2.6 4区管理学

International Journal of Selection and Assessment Pub Date : 2024-03-27 DOI: 10.1111/ijsa.12466

Marie L. Ohlms, Klaus G. Melchers, Uwe P. Kanning

引用次数: 0

The role of intent to harm in workplace aggression 伤害意图在工作场所侵犯行为中的作用

IF 2.6 4区管理学

International Journal of Selection and Assessment Pub Date : 2024-03-26 DOI: 10.1111/ijsa.12468

Oren R. Shewach, Paul R. Sackett

{"title":"The role of intent to harm in workplace aggression","authors":"Oren R. Shewach, Paul R. Sackett","doi":"10.1111/ijsa.12468","DOIUrl":"10.1111/ijsa.12468","url":null,"abstract":"Conceptualizations of workplace aggression converge in treating intent to harm others as a necessary feature of aggression. However, inspection of workplace aggression scales suggests that many items do not specify intent to harm. In a series of three studies, we examined the effect of inclusion of intent to harm on workplace aggression's psychometric properties. Study 1 found that existing workplace aggression scales do not consistently specify or imply intent to harm. Study 2 found that inclusion of intent to harm has substantial implications for aggression's occurrence rate. Prior research that does not assess intent to harm overestimates the frequency of aggression. Study 3A found that workplace aggression's correlations with external variables were also overestimated when failing to include intent to harm. We found that aggression measured without specifying intent is highly correlated with counterproductive work behavior (CWB), whereas aggression measured with intent specified is empirically distinguished from CWB. In Study 3A, a construct-valid workplace aggression scale was created, called the Intentional Workplace Aggression Scale (IWAS). Study 3B showed that the IWAS displayed relationships with affective constructs, such as trait anger and emotional stability, as well as with situational variables, such as job satisfaction and organizational justice perceptions.","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"32 3","pages":"361-380"},"PeriodicalIF":2.6,"publicationDate":"2024-03-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140381257","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

Bias in job analysis survey ratings attributed to order effects 工作分析调查评级中的偏差归因于顺序效应

IF 2.6 4区管理学

International Journal of Selection and Assessment Pub Date : 2024-03-20 DOI: 10.1111/ijsa.12469

Rebecca Berenbon, Bridget McHugh, Philomina Abena Anyidoho

引用次数: 0

Faking good and bad on self-reports versus informant-reports of Dark Triad personality 黑暗三合会人格自我报告与线人报告中的伪善与伪恶

IF 2.6 4区管理学

International Journal of Selection and Assessment Pub Date : 2024-03-04 DOI: 10.1111/ijsa.12465

Sarah A. Walker, Carolyn MacCann

{"title":"Faking good and bad on self-reports versus informant-reports of Dark Triad personality","authors":"Sarah A. Walker, Carolyn MacCann","doi":"10.1111/ijsa.12465","DOIUrl":"10.1111/ijsa.12465","url":null,"abstract":"Research consistently demonstrates that people can distort their responses on self-report personality tests. Informant-reports (where a knowledgeable informant rates a target's personality) can be used as an alternative to self-ratings. However, there has been little research on the extent to which informants can distort their responses on personality tests (or their motives for response distortion). The current study examines the effects of experimentally induced response distortion on self- and informant-reports of the Dark Triad. The participants (N = 834 undergraduates) completed Dark Triad measures in a 2 × 3 between-person design crossing format (self- vs. informant-report [imagined friend]) with instruction condition (answer honestly, look good, or look bad). “Look good” effects were significant for both self-reports (d = −1.22 to 1.42) and informant-reports (d = −1.35 to 0.62). “Look bad” effects were also significant for both self-reports (d = −0.56 to 3.58) and informant-reports (d = −0.55 to 3.70). The Five Factor Machiavellianism Inventory results were opposite to hypotheses, but Dirty Dozen Machiavellianism results were as expected. We conclude that people can distort Dark Triad scores for themselves (self-report) and on behalf of someone else (informant-report). We discuss the relevance of our findings for self- and informant-report assessment in applied contexts.","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"32 3","pages":"329-342"},"PeriodicalIF":2.6,"publicationDate":"2024-03-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/ijsa.12465","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140075958","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

Paradoxical leadership on firm performance: What role can guanxi HRD practices play? 企业绩效的矛盾领导力：Guanxi 人力资源开发实践能发挥什么作用？

IF 2.2 4区管理学

International Journal of Selection and Assessment Pub Date : 2024-02-29 DOI: 10.1111/ijsa.12464

Yi-Ying Chang, Qilin Hu, Mathew Hughes, Taiwei Chang, Che-Yuan Chang

{"title":"Paradoxical leadership on firm performance: What role can guanxi HRD practices play?","authors":"Yi-Ying Chang, Qilin Hu, Mathew Hughes, Taiwei Chang, Che-Yuan Chang","doi":"10.1111/ijsa.12464","DOIUrl":"10.1111/ijsa.12464","url":null,"abstract":"Research shows that paradoxical leadership has a strong positive but inconsistent relationship with firm performance. Drawing on leadership contingency theory, we provide a theoretical model explaining how business unit level (BU-level) paradoxical leadership positively impacts BU-level performance mediated by BU-level corporate entrepreneurship (CE). However, we also show that this relationship can turn negative when the degree of firm-level Guanxi on human resource development (Guanxi HRD) practices is high. By relying on the responses from 276 BUs and performance archival data from the Taiwan Economic Journal database, we found that BU-level CE mediates the relationship between BU-level paradoxical leadership and BU-level performance. Firm-level Guanxi HRD practices diminish this effect and turn the positive relationship between BU-level paradoxical leadership and BU-level performance through BU-level CE negative. Our study reveals the dark side of firm-level Guanxi HRD practices and provides new theoretical and empirical insights that reconcile the relationship between paradoxical leadership and firm performance.","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"32 2","pages":"309-327"},"PeriodicalIF":2.2,"publicationDate":"2024-02-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140417007","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

Employer and employee perceptions of cybervetting as a selection method 雇主和雇员对作为选拔方法的网络审查的看法

IF 2.2 4区管理学

International Journal of Selection and Assessment Pub Date : 2024-02-12 DOI: 10.1111/ijsa.12463

Yavuz Akbulut, İrem E. Yildirim Şen, Yusuf L. Şahin

{"title":"Employer and employee perceptions of cybervetting as a selection method","authors":"Yavuz Akbulut, İrem E. Yildirim Şen, Yusuf L. Şahin","doi":"10.1111/ijsa.12463","DOIUrl":"10.1111/ijsa.12463","url":null,"abstract":"Cybervetting—reviewing candidates' online profiles—is a relatively new technique used in the personnel selection processes, but empirical studies have largely been conducted with western samples. In Study 1, we interviewed 20 employers from different sectors in a metropolitan city in Turkey and examined the characteristics and implications of the construct. We summarized the reasons given by participants who avoided cybervetting (i.e., irrelevance, validity, invasion of privacy, prejudice) and those who frequently relied on cybervetting (i.e., necessity, validity, consistency checking) and illustrated perceived positive and negative online posts. In Study 2, we collected data from 316 employees in the same city to examine their perceptions of cybervetting and its relationship to organizational justice constructs. In addition to confirming international scales of cybervetting and organizational justice, we found that the face validity of cybervetting and organizational justice constructs were significantly correlated. While some differences were observed between employers and managers, no gender differences were found. The implications of both studies were presented in line with the available literature.","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"32 2","pages":"292-308"},"PeriodicalIF":2.2,"publicationDate":"2024-02-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139753663","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

Fostering metacognitive activities during job search: The Three Good Job Search Things intervention 促进求职过程中的元认知活动：求职三要素干预

IF 2.2 4区管理学

International Journal of Selection and Assessment Pub Date : 2024-01-22 DOI: 10.1111/ijsa.12462

Jolien Stremersch, Greet Van Hoye

{"title":"Fostering metacognitive activities during job search: The Three Good Job Search Things intervention","authors":"Jolien Stremersch, Greet Van Hoye","doi":"10.1111/ijsa.12462","DOIUrl":"10.1111/ijsa.12462","url":null,"abstract":"Based on principles from positive psychology and broaden-and-build theory, we examined whether conducting a Three Good Job Search Things intervention can increase metacognitive activities among job seekers. We further theorize that positive affect (i.e., activating and deactivating) serves as a mediating mechanism for the effect of the reflection intervention on metacognitive activities. We designed a randomized control group pretest–posttest experimental study with three groups (i.e., Three Good Job Search Things, active control, and passive control) and two measurement times (N = 116). Results show that the Three Good Job Search Things intervention increased job seekers' metacognitive activities as compared with the passive control group, but not as compared to the active control group. However, the active control group results did not differ significantly from the passive control group. The effects of the intervention on job seekers' metacognitive activities were not mediated by enhanced positive affect. This study contributes to the job search literature by expanding our understanding of how metacognition during job search can be improved by reflecting upon one's job search process.","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"32 2","pages":"279-291"},"PeriodicalIF":2.2,"publicationDate":"2024-01-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139578371","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

Exploring the role of interviewee cognitive capacities on impression management in face-to-face and virtual interviews 探讨访谈者认知能力在面对面访谈和虚拟访谈中对印象管理的作用

IF 2.2 4区管理学

International Journal of Selection and Assessment Pub Date : 2023-11-27 DOI: 10.1111/ijsa.12460

Benjamin Moon, Stephanie J. Law, Joshua S. Bourdage, Nicolas Roulin, Klaus G. Melchers

{"title":"Exploring the role of interviewee cognitive capacities on impression management in face-to-face and virtual interviews","authors":"Benjamin Moon, Stephanie J. Law, Joshua S. Bourdage, Nicolas Roulin, Klaus G. Melchers","doi":"10.1111/ijsa.12460","DOIUrl":"10.1111/ijsa.12460","url":null,"abstract":"Interviewees' use of impression management (IM) in job interviews is clearly related to individual differences such as personality. However, research has paid less attention to how interviewee cognitive capacities (i.e., cognitive ability and executive functions) influence IM use, even though interviewees’ cognitive capacities and IM are theoretically linked. The current research aimed to address this research gap through two studies. In Study 1, 166 undergraduate business students participated in mock face-to-face interviews with real recruiters. In Study 2, 294 job-seeking participants recruited through Prolific completed a mock asynchronous video interview. Overall, cognitive ability was negatively related to deceptive IM while perceived incongruency (i.e., a gap between desired and perceived current impressions conveyed to others) was positively related to deceptive IM in both studies. Furthermore, cognitive ability and working memory updating, but not inhibition and shifting nor incongruency, were negatively related to honest IM in Study 2. Additionally, in both studies the relations between personality traits and interview IM were generally in line with findings from prior research. Overall, our findings provide a more comprehensive understanding of how interview IM relates to interviewee individual differences and interview performance in different forms of job interviews.","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"32 2","pages":"261-278"},"PeriodicalIF":2.2,"publicationDate":"2023-11-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138524899","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