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

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

Should we extend the currency of cognitive ability test scores? Considerations from construct, equity, and psychometric perspectives in medical selection 我们是否应该延长认知能力测试分数的有效期？从医学选拔中的构建、公平和心理测量学角度进行思考

IF 2.2 4区管理学

International Journal of Selection and Assessment Pub Date : 2023-09-13 DOI: 10.1111/ijsa.12453

Neville Chiavaroli, Luc Le, Lyndal Parker-Newlyn, Sean Pywell

引用次数: 0

Examining the assumption of measurement invariance in job performance ratings across time: The role of rater experience 考察工作绩效评分中测量不变性的假设:评分者经验的作用

IF 2.2 4区管理学

International Journal of Selection and Assessment Pub Date : 2023-08-28 DOI: 10.1111/ijsa.12449

Diogo Borba, Jeffrey R. Spence

{"title":"Examining the assumption of measurement invariance in job performance ratings across time: The role of rater experience","authors":"Diogo Borba, Jeffrey R. Spence","doi":"10.1111/ijsa.12449","DOIUrl":"10.1111/ijsa.12449","url":null,"abstract":"Performance appraisals are widely used in organizations and most typically involve raters evaluating groups of subordinates along a set of items designed to represent job performance over a predetermined period (e.g., annually). A defining but often overlooked characteristic of performance appraisals is that they are cyclical. Since raters conduct appraisals over many cycles, it may be that measures of job performance are not equivalent across time. This is important because changes or differences in aggregated performance ratings can only be meaningfully interpreted if raters' definitions of job performance, interpretation of what the items mean, and their view of what constitutes the different levels of performance remain unchanged over time, unaffected by their experience with appraisals. Although critical to the interpretation of job performance scores, measurement invariance concerns are generally absent from the literature. The current research investigated the extent to which rater experience affected the conceptualization and measurement of performance using performance data from a major South American company which comprised information from raters and ratees through several appraisal cycles. In the between-rater design, measurement invariance was analyzed using ratings of one performance appraisal cycle from 514 raters divided into groups according to their level of experience. The within-rater design analyzed ratings from the same 80 raters in their first three appraisal cycles. In the between-rater analysis, data supported measurement invariance across raters with different levels of experience. Results from the within-rater analysis suggested that the job performance factor structure was not the same across cycles. Implications for research and practice are discussed.","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":"32 1","pages":"69-90"},"PeriodicalIF":2.2,"publicationDate":"2023-08-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/ijsa.12449","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47124967","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

The resurrection of vocational interests in human resources research and practice: Yes we can! 职业兴趣在人力资源研究与实践中的复活：是的，我们可以！

IF 2.2 4区管理学

International Journal of Selection and Assessment Pub Date : 2023-08-24 DOI: 10.1111/ijsa.12452

Bart Wille, Filip De Fruyt

引用次数: 0

Why should interests not be a matter for HR only? Commentary on Wille and De Fruyt (2023) 为什么兴趣不应该仅仅是人力资源的事情?《威尔和德·弗鲁伊特评论》(2023)

IF 2.2 4区管理学

International Journal of Selection and Assessment Pub Date : 2023-08-24 DOI: 10.1111/ijsa.12442

Manoela Ziebell de Oliveira, Thaline Cunha Moreira

引用次数: 0

Hiring on vocational interests to simultaneously improve validity and organizational diversity 基于职业兴趣的招聘可同时提高效度和组织多样性

IF 2.2 4区管理学

International Journal of Selection and Assessment Pub Date : 2023-08-24 DOI: 10.1111/ijsa.12443

Serena Wee, Daniel A. Newman, Rong Su

引用次数: 0

Getting interested in interests for employee selection: Key concerns and areas for future research 对员工选择的兴趣感兴趣：未来研究的重点和领域

IF 2.2 4区管理学

International Journal of Selection and Assessment Pub Date : 2023-08-23 DOI: 10.1111/ijsa.12441

Christopher D. Nye, Kevin A. Hoff

引用次数: 0