International Journal of Selection and Assessment最新文献_第8页

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

Train driver selection: The impact of cognitive ability on train driving performance 列车驾驶员选择:认知能力对列车驾驶绩效的影响

IF 2.2 4区管理学

International Journal of Selection and Assessment Pub Date : 2023-11-24 DOI: 10.1111/ijsa.12461

Michael D. Collins

{"title":"Train driver selection: The impact of cognitive ability on train driving performance","authors":"Michael D. Collins","doi":"10.1111/ijsa.12461","DOIUrl":"10.1111/ijsa.12461","url":null,"abstract":"Train driving is a demanding form of human performance where inattention or distraction can lead to serious errors and accidents. Train drivers, therefore, require a unique set of abilities to deal with these demands, especially when exposed to competing or conflicting performance expectations (e.g., on-time performance and following safety rules). Cognitive abilities, in particular, are considered essential to safe and effective train driving. Selective attention is one such ability, however, other cognitive abilities can be equally important. Drawing on self-control theory, this article examines the combined effect of selective attention, fluid intelligence, and verbal reasoning on train driving performance. The results of a study involving 101 experienced train drivers indicates that drivers with low selective attention, low fluid intelligence, and low verbal reasoning perform worse on a train simulator driving assessment than drivers who are higher in these cognitive abilities. The results from this study provide direction for future rail safety research and guidance for practitioners responsible for assessing and selecting train drivers.","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"32 2","pages":"249-260"},"PeriodicalIF":2.2,"publicationDate":"2023-11-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/ijsa.12461","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138524847","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

Gendered competencies and gender composition: A human versus algorithm evaluator comparison 性别能力和性别构成:人类与算法评估者的比较

IF 2.2 4区管理学

International Journal of Selection and Assessment Pub Date : 2023-11-20 DOI: 10.1111/ijsa.12459

Stephanie M. Merritt, Ann Marie Ryan, Cari Gardner, Joshua Liff, Nathan Mondragon

{"title":"Gendered competencies and gender composition: A human versus algorithm evaluator comparison","authors":"Stephanie M. Merritt, Ann Marie Ryan, Cari Gardner, Joshua Liff, Nathan Mondragon","doi":"10.1111/ijsa.12459","DOIUrl":"10.1111/ijsa.12459","url":null,"abstract":"The rise in AI-based assessments in hiring contexts has led to significant media speculation regarding their role in exacerbating or mitigating employment inequities. In this study, we examined 46,214 ratings from 4947 interviews to ascertain if gender differences in ratings were related to interactions among content (stereotype-relevant competencies), context (occupational gender composition), and rater type (human vs. algorithm). Contrary to the hypothesized effects of smaller gender differences in algorithmic scoring than with human raters, we found that both human and algorithmic ratings of men on agentic competencies were higher than those given to women. Also unexpected, the algorithmic scoring evidenced greater gender differences in communal ratings than humans (with women rated higher than men) and similar differences in non-stereotypic competency ratings that were in the opposite direction (humans rated men higher than women, while algorithms rated women higher than men). In more female-dominated occupations, humans tended to rate applicants as generally less competent overall relative to the algorithms, but algorithms rated men more highly in these occupations. Implications for auditing for group differences in selection contexts are discussed.","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"32 2","pages":"225-248"},"PeriodicalIF":2.2,"publicationDate":"2023-11-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138524863","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

Does understanding what a test measures make a difference? On the relevance of the ability to identify criteria for situational judgment test performance 理解测试测量的内容会产生影响吗?对能力的相关性识别标准的情景判断测试的表现

IF 2.2 4区管理学

International Journal of Selection and Assessment Pub Date : 2023-11-15 DOI: 10.1111/ijsa.12458

Nomi Reznik, Stefan Krumm, Jan-Philipp Freudenstein, Anna L. Heimann, Pia Ingold, Philipp Schäpers, Martin Kleinmann

{"title":"Does understanding what a test measures make a difference? On the relevance of the ability to identify criteria for situational judgment test performance","authors":"Nomi Reznik, Stefan Krumm, Jan-Philipp Freudenstein, Anna L. Heimann, Pia Ingold, Philipp Schäpers, Martin Kleinmann","doi":"10.1111/ijsa.12458","DOIUrl":"10.1111/ijsa.12458","url":null,"abstract":"Situational judgment tests (SJTs) are low-fidelity simulations that are often used in personnel selection. Previous research has provided evidence that the ability to identify criteria (ATIC)—individuals' capability to detect underlying constructs in nontransparent personnel selection procedures—is relevant in simulations in personnel selection, such as assessment centers and situational interviews. Building on recent theorizing about response processes in SJTs as well as on previous empirical results, we posit that ATIC predicts SJT performance. We tested this hypothesis across two preregistered studies. In Study 1, a between-subjects planned-missingness design (N = 391 panelists) was employed and 55 selected items from five different SJTs were administered. Mixed-effects-modeling revealed a small effect for ATIC in predicting SJT responses. Results were replicated in Study 2 (N = 491 panelists), in which a complete teamwork SJT was administered with a high- or a low-stakes instruction and showed either no or a small correlation with ATIC, respectively. We compare these findings with other studies, discuss implications for our understanding of response processes in SJTs, and derive avenues for future research.","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"32 2","pages":"210-224"},"PeriodicalIF":2.2,"publicationDate":"2023-11-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/ijsa.12458","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138524864","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

Persistence as a multidimensional construct: A new insight into the multidimensional persistence scale 作为多维结构的持久性：对多维持久性量表的新认识

IF 2.2 4区管理学

International Journal of Selection and Assessment Pub Date : 2023-11-06 DOI: 10.1111/ijsa.12457

Grzegorz Pajestka, Magdalena Poraj-Weder

{"title":"Persistence as a multidimensional construct: A new insight into the multidimensional persistence scale","authors":"Grzegorz Pajestka, Magdalena Poraj-Weder","doi":"10.1111/ijsa.12457","DOIUrl":"10.1111/ijsa.12457","url":null,"abstract":"Persistence, defined as a trait-like characteristic, reflects the personal tendency to endure different hardships. In a recently developed model, three dimensions—persistence despite difficulties, persistence despite fear, and inappropriate persistence—were proposed to cover distinct facets of this ability, along with goal-time preferences as a persistence-related construct. The Multidimensional Persistence Scale (MPS) and the Goal-Time Preferences Scale (GTPS) were created to gauge these two separate constructs. In the current study, we conducted two studies using the Polish version of the scales (MPS-PL and GTPS-PL, respectively), with the aim of evaluating both measures. We also proposed a profile model as better reflecting the multidimensionality of persistence as opposed to the original superordinate model. In Study 1, the three-factor structure of the MPS-PL was supported by a confirmatory factor analysis. In contrast, the GTPS-PL showed a poor fit to the data as well as a vague factor structure. In Study 2, we tested the nomological network of the MPS-PL, providing evidence for its construct validity as well as the distinctiveness of its dimensions. Finally, we conducted a latent profile analysis, which revealed the three qualitatively different configurations of persistence dimensions in the total study sample. Overall, the evidence we gathered supports our proposal about persistence as a multidimensional profile construct.","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"32 2","pages":"195-209"},"PeriodicalIF":2.2,"publicationDate":"2023-11-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135684673","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

Validation of the Multidimensional Workaholism Scale in the Netherlands 在荷兰验证多维工作狂量表

IF 2.2 4区管理学

International Journal of Selection and Assessment Pub Date : 2023-09-25 DOI: 10.1111/ijsa.12455

Sait Gürbüz, Marianne van Woerkom, Dorien T. A. M. Kooij, Evelien P. M. Brouwers

{"title":"Validation of the Multidimensional Workaholism Scale in the Netherlands","authors":"Sait Gürbüz, Marianne van Woerkom, Dorien T. A. M. Kooij, Evelien P. M. Brouwers","doi":"10.1111/ijsa.12455","DOIUrl":"10.1111/ijsa.12455","url":null,"abstract":"Although extant research shows detrimental consequences of workaholism, well-known workaholism scales have been commented on for the lack of construct clarity and validity. The Multidimensional Workaholism Scale (MWS), a new measure developed in the United States, offers both conceptual and psychometric advantages over previous workaholism scales, yet it has not been fully validated in different countries. This study aimed to adapt the MWS to a Northern European context (i.e., the Netherlands) and examine its factorial, convergent, discriminant, and incremental validity. To evaluate the psychometric properties and validity of the Dutch version of MWS, a sample of 366 Dutch employees was surveyed. The analyses showed that the subdimensions of the Dutch MWS had internal consistency and convergent validity with obsessive passion, workload, and the Dutch Work Addiction Scale. Moreover, the Dutch MWS showed good discriminant validity and modest incremental validity. Researchers in Dutch-speaking nations can use the Dutch version to learn more about workaholism.","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"32 2","pages":"169-181"},"PeriodicalIF":2.2,"publicationDate":"2023-09-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/ijsa.12455","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135817210","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

Reactions of applicants with disabilities to technology-enabled recruitment and selection: A research agenda 残疾申请人对科技化招聘和选拔的反应：研究议程

IF 2.2 4区管理学

International Journal of Selection and Assessment Pub Date : 2023-09-25 DOI: 10.1111/ijsa.12456

Sandra L. Fisher, Catherine E. Connelly, Silvia Bonaccio

引用次数: 0

Psychometric properties of the Cultural Intelligence Scale based on item response theory 基于项目反应理论的文化智能量表的心理计量特性

IF 2.2 4区管理学

International Journal of Selection and Assessment Pub Date : 2023-09-18 DOI: 10.1111/ijsa.12451

Eqbal Darandari, Shatha Khayat

{"title":"Psychometric properties of the Cultural Intelligence Scale based on item response theory","authors":"Eqbal Darandari, Shatha Khayat","doi":"10.1111/ijsa.12451","DOIUrl":"10.1111/ijsa.12451","url":null,"abstract":"The aim of this study was to investigate the psychometric properties of Cultural Intelligence Scale (CQS), based on item response theory (IRT) using the graded response model (GRM). The study calibration sample included 400, while the study sample included 1000, male and female Saudi participants, aged between 18 and 62 years. IRT-GRM results supported the quality of the psychometric properties of CQS, and its appropriateness to measure cultural intelligence (CQ) for the majority of individuals. CQS well-distinguished people at different ability levels along the CQ latent trait, particularly with middle and low abilities. However, CQS full scale and subscales had less accurate measurement precision at high levels of CQ, and some subscales had more precision at low level abilities. CQS items had medium ability to differentiate among subjects, and they provided more information in evaluating individuals with medium CQ. Therefore, CQS might be more suitable for identification and development purposes, where low to med-levels of CQ are expected. Additional assessment procedures need to be added, for selection or promotion purposes to increase the measurement precision. Confirmatory factor analysis results confirmed the multidimensional construct of CQS with four specific-related factors at the first level, and an aggregate factor at the second level. This model provided better model fit using IRT-GRM approach, and it was supported by classical test theory analysis results. Therefore, it is important to rely on subscale scores, besides the total score to interpret CQ for individuals. The study stressed the importance of examining CQS item parameters and information based on the country it is adapted for, to investigate how they interact with country culture; and to take into account ability level, when selecting optimal measures.","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"32 1","pages":"108-137"},"PeriodicalIF":2.2,"publicationDate":"2023-09-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135206087","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

Potential bias when using social media for selection: Differential effects of candidate demographic characteristics, race match, perceived similarity, and profile detail 使用社交媒体进行选拔时可能出现的偏差：候选人人口特征、种族匹配、感知相似性和个人资料细节的不同影响

IF 2.2 4区管理学

International Journal of Selection and Assessment Pub Date : 2023-09-15 DOI: 10.1111/ijsa.12454

Kevin E. Henderson, Elizabeth T. Welsh

{"title":"Potential bias when using social media for selection: Differential effects of candidate demographic characteristics, race match, perceived similarity, and profile detail","authors":"Kevin E. Henderson, Elizabeth T. Welsh","doi":"10.1111/ijsa.12454","DOIUrl":"10.1111/ijsa.12454","url":null,"abstract":"Organizations are using social media as part of their selection processes. However, little is known about whether bias or discrimination is problematic when using these sources. Therefore, we examined whether manipulating the name and photograph of two otherwise equivalent LinkedIn-like profiles would influence evaluations of candidate qualifications and hireability as well as perceived similarity using an experimental design. To test our hypotheses based on bias/discrimination research and the similarity-attraction paradigm, a total of 401 working adults were recruited through Mechanical Turk. No evidence was found for bias or discrimination against women or people of color. However, female candidates were viewed as more hireable than male candidates, and Black men were viewed as less qualified than Black women and White men. Furthermore, we found that perceived similarity increased when the participant's gender or race matched the candidate's gender or race, respectively, and also that perceived similarity was related to candidate ratings; however, neither gender nor race match was directly related to candidate ratings. When profiles were more detailed, participants rated candidates of the same race higher than candidates of other races, and perceived similarity fully indirectly mediated this relationship. Conversely, when less detail was provided, participants rated candidates of the same race lower. Thus, while bias/discrimination toward women and people of color is not inherent when using LinkedIn for selection, having a racially diverse set of selectors is important to ensure fairness. This reveals a nuanced view of diversity issues when using social media for selection.","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"32 1","pages":"149-167"},"PeriodicalIF":2.2,"publicationDate":"2023-09-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135436236","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