International Journal of Selection and Assessment最新文献_第9页

Cross-cultural differences in the use of the “?” Response category of the Job Descriptive Index: An application of the item response tree model 工作描述指数“？”反应类别使用的跨文化差异：项目反应树模型的应用

IF 2.2 4区管理学

International Journal of Selection and Assessment Pub Date : 2022-12-30 DOI: 10.1111/ijsa.12414

Philseok Lee, Sean Joo, Zihao Jia

{"title":"Cross-cultural differences in the use of the “?” Response category of the Job Descriptive Index: An application of the item response tree model","authors":"Philseok Lee, Sean Joo, Zihao Jia","doi":"10.1111/ijsa.12414","DOIUrl":"10.1111/ijsa.12414","url":null,"abstract":"Historically, the “?” response category (i.e., the question mark response category) has been criticized because of the ambiguity of its interpretation. Previous empirical studies of the appropriateness of the “?” response category have generally used methods that cannot disentangle the response style from target psychological traits and have also exclusively focused on Western samples. To further develop our understanding of the “?” response category, we examined the differing use of the “?” response category in the Job Descriptive Index (JDI) between U.S. and Korean samples by using the recently proposed item response tree (IRTree) models. Our research showed that the Korean group more strongly prefers the “?” response category, while the U.S. group more strongly prefers the directional response category (i.e., Yes). In addition, the Korean group tended to interpret the “?” response category as mild agreement, while the U.S. group tended to interpret it as mild disagreement. Our study adds to the scientific body of knowledge on the “?” response category in a cross-cultural context. We hope that our findings presented herein provide valuable insights for researchers and practitioners who want to better understand the “?” response category and develop various psychological assessments in cross-cultural settings.","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2022-12-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/ijsa.12414","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43823395","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

Better explaining the benefits why AI? Analyzing the impact of explaining the benefits of AI-supported selection on applicant responses 更好地解释人工智能的好处?分析解释人工智能支持选择的好处对申请人回答的影响

IF 2.2 4区管理学

International Journal of Selection and Assessment Pub Date : 2022-12-16 DOI: 10.1111/ijsa.12412

Alina Köchling, Marius Claus Wehner

{"title":"Better explaining the benefits why AI? Analyzing the impact of explaining the benefits of AI-supported selection on applicant responses","authors":"Alina Köchling, Marius Claus Wehner","doi":"10.1111/ijsa.12412","DOIUrl":"10.1111/ijsa.12412","url":null,"abstract":"Despite the increasing popularity of AI-supported selection tools, knowledge about the actions that can be taken by organizations to increase AI acceptance is still in its infancy, even though multiple studies point out that applicants react negatively to the implementation of AI-supported selection tools. Therefore, this study investigates ways to alter applicant reactions to AI-supported selection. Using a scenario-based between-subject design with participants from the working population (N = 200), we varied the information provided by the organization about the reasons for using an AI-supported selection process (no additional information vs. written information vs. video information) in comparison to a human selection process. Results show that the use of AI without information and with written information decreased perceived fairness, personableness perception, and increased emotional creepiness. In turn, perceived fairness, personableness perceptions, and emotional creepiness mediated the association between an AI-supported selection process, organizational attractiveness, and the intention to further proceed with the selection process. Moreover, results did not differ for applicants who were provided video explanations of the benefits of AI-supported selection tools and those who participated in an actual human selection process. Important implications for research and practice are discussed.","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2022-12-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/ijsa.12412","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47690905","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: 6

Moderators of sex- and race-based subgroup differences in assessment center ratings: A meta-analysis 评估中心评分中基于性别和种族的亚组差异的调节因素：荟萃分析

IF 2.2 4区管理学

International Journal of Selection and Assessment Pub Date : 2022-12-13 DOI: 10.1111/ijsa.12411

Adam J. Vanhove, Brooke Z. Graham, George C. Thornton III

{"title":"Moderators of sex- and race-based subgroup differences in assessment center ratings: A meta-analysis","authors":"Adam J. Vanhove, Brooke Z. Graham, George C. Thornton III","doi":"10.1111/ijsa.12411","DOIUrl":"10.1111/ijsa.12411","url":null,"abstract":"This meta-analysis tested a series of moderators of sex- and race-based subgroup differences using assessment center (AC) field data. We found that sex-based subgroup differences favoring female assessees were smaller among studies that reported: combining AC scores with other tests to compute overall assessment ratings, lower mean correlations between rating dimensions, using more than one assessor to rate assessees in exercises, and providing assessor training. In contrast, we found larger sex-based subgroup differences favoring female assessees among studies that reported: lower proportions of females in assessee pools, conducting a job analysis to design the AC, and using multiple observations of AC dimensions across exercises. We also observed a polynomial effect showing that subgroup differences most strongly favored female assessees in jobs with the highest and lowest rates of female incumbents. We found race-based subgroup differences favoring White assessees were smaller on less cognitively loaded rating dimensions and for jobs with lower rates of Black incumbents. Studies reporting greater overall methodological rigor also showed smaller subgroup differences favoring White assessees. Regarding specific rigor features, studies reporting use of highly qualified assessors and integrating dimension ratings from separate exercises into overall dimension scores showed significantly lower differences favoring White assessees.","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2022-12-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/ijsa.12411","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41495570","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: 1

Backlash for high self-promotion at hiring depends on candidates' gender and age 在招聘中对自我推销的强烈抵制取决于应聘者的性别和年龄

IF 2.2 4区管理学

International Journal of Selection and Assessment Pub Date : 2022-11-23 DOI: 10.1111/ijsa.12410

Franciska Krings, Saranya Manoharan, Alissone Mendes de Oliveira

{"title":"Backlash for high self-promotion at hiring depends on candidates' gender and age","authors":"Franciska Krings, Saranya Manoharan, Alissone Mendes de Oliveira","doi":"10.1111/ijsa.12410","DOIUrl":"10.1111/ijsa.12410","url":null,"abstract":"Previous research has shown that evaluators react negatively to intense, high levels of self-promotion during the interview, in particular when displayed by female candidates, presumably because these behaviors violate the female gender stereotype of being modest and putting others first. We expand this focus on a single social category and examine the joint effects of gender and age on reactions to high self-promotion/low modesty, as both gender and age stereotypes contain normative expectations regarding assertiveness and humility. Results of our experimental study point out two groups at risk of backlash, older women and younger men. While both older female and younger male candidates engaging in high self-promotion were seen as competent, they were regarded as less interpersonally warm, received lower interview performance ratings, and were less likely to be hired. These results provide evidence for the importance of applying an intersectional lens on the effects of self-promotion at hiring. Their implications for theory and practice as well as recommendations for future research are discussed.","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2022-11-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/ijsa.12410","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48839060","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: 4

How do applicants fake? A response process model of faking on multidimensional forced-choice personality assessments 申请人如何造假?多维强迫选择人格评估中作假的反应过程模型

IF 2.2 4区管理学

International Journal of Selection and Assessment Pub Date : 2022-11-08 DOI: 10.1111/ijsa.12409

Miriam Fuechtenhans, Anna Brown

{"title":"How do applicants fake? A response process model of faking on multidimensional forced-choice personality assessments","authors":"Miriam Fuechtenhans, Anna Brown","doi":"10.1111/ijsa.12409","DOIUrl":"10.1111/ijsa.12409","url":null,"abstract":"Faking on personality assessments remains an unsolved issue, raising major concerns regarding their validity and fairness. Although there is a large body of quantitative research investigating the response process of faking on personality assessments, for both rating scales (RS) and multidimensional forced choice (MFC), only a few studies have yet qualitatively investigated the faking cognitions when responding to MFC in a high-stakes context (e.g., Sass et al., 2020). Yet, it could be argued that only when we have a process model that adequately describes the response decisions in high stakes, can we begin to extract valid and useful information from assessments. Thus, this qualitative study investigated the faking cognitions when responding to MFC personality assessment in a high-stakes context. Through cognitive interviews with N = 32 participants, we explored and identified factors influencing the test-takers' decisions regarding specific items and blocks, and factors influencing the willingness to engage in faking in general. Based on these findings, we propose a new response process model of faking forced-choice items, the Activate-Rank-Edit-Submit (A-R-E-S) model. We also make four recommendations for practice of high-stakes assessments using MFC.","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2022-11-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/ijsa.12409","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42722723","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: 6

Reduction of faking with the use of a forced-choice personality test: Cross-cultural comparisons between South Korea and the United States 使用强迫选择人格测试减少造假：韩国和美国的跨文化比较

IF 2.2 4区管理学

International Journal of Selection and Assessment Pub Date : 2022-10-29 DOI: 10.1111/ijsa.12408

HyeSun Lee

{"title":"Reduction of faking with the use of a forced-choice personality test: Cross-cultural comparisons between South Korea and the United States","authors":"HyeSun Lee","doi":"10.1111/ijsa.12408","DOIUrl":"10.1111/ijsa.12408","url":null,"abstract":"Forced-choice format tests have been suggested as an alternative to Likert-scale measures for personnel selection due to robustness to faking and response styles. This study compared degrees of faking occurring in Likert-scale and forced-choice five-factor personality tests between South Korea and the United States. Also, it was examined whether the forced-choice format was effective at reducing faking in both countries. Data were collected from 396 incumbents participating in both honest and applicant conditions (NSK = 179, NUS = 217). Cohen's d values for within-subjects designs (dswithin) for between the two conditions were utilized to measure magnitudes of faking occurring in each format and country. In both countries, the degrees of faking occurring in the Likert-scale were larger than those from the forced-choice format, and the magnitudes of faking across five personality traits were larger in South Korea by from 0.07 to 0.12 in dswithin. The forced-choice format appeared to successfully reduce faking for both countries as the average dswithin decreased by 0.06 in both countries. However, the patterns of faking occurring in the forced-choice format varied between the two countries. In South Korea, degrees of faking in Openness and Conscientiousness increased, whereas those in Extraversion and Agreeableness were substantially decreased. Potential factors leading to trait-specific faking under the forced-choice format were discussed in relation to cultural influence on the perception of personality traits and score estimation in Thurstonian item response theory (IRT) models. Finally, the adverse impact of using forced-choice formats on multicultural selection settings was elaborated.","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2022-10-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/ijsa.12408","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44496717","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: 2

Understanding dark side personality at work: Distinguishing and reviewing nonlinear, interactive, differential, and reciprocal effects 理解工作中的阴暗面:区分和回顾非线性、互动、微分和相互作用的影响

IF 2.2 4区管理学

International Journal of Selection and Assessment Pub Date : 2022-10-17 DOI: 10.1111/ijsa.12407

Bart Wille, Fien Heyde, Jasmine Vergauwe, Filip De Fruyt

{"title":"Understanding dark side personality at work: Distinguishing and reviewing nonlinear, interactive, differential, and reciprocal effects","authors":"Bart Wille, Fien Heyde, Jasmine Vergauwe, Filip De Fruyt","doi":"10.1111/ijsa.12407","DOIUrl":"10.1111/ijsa.12407","url":null,"abstract":"The topic of dark side personality at work has received considerable research attention over the past decade, and both qualitative and quantitative reviews of this field have already been published. To show the relevance of dark personality in the work context, existing reviews have typically focused on systematically discussing the different criteria that have been linked to dark traits (e.g., job performance, work attitudes, leadership emergence, etc.). In contrast, and complementing this earlier work, the current review paper summarizes the available literature on this topic by structuring it in terms of the nature of the relationships studied rather than in terms of the types of outcome variables. Doing so, the focus shifts from “What are the outcomes of dark traits?” to “How are dark traits related to work outcomes?” Scrutinizing the nature of these relationships, we specifically focus on four types of effects (i.e., nonlinear, interactive, differential, and reciprocal) that highlight the complexity of how dark side traits operate in the work context. Structured this way, this review first provides a conceptual underpinning of each of these complex effects, followed by a summary of the empirical literature published over the past 10 years. To conclude, we present an integration of this field, provide suggestions for future research, and highlight concrete assessment challenges.","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2022-10-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44878486","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: 1

Are curmudgeon personality scales resistant to response distortion? 乖戾的性格量表能抵抗反应扭曲吗？

IF 2.2 4区管理学

International Journal of Selection and Assessment Pub Date : 2022-10-10 DOI: 10.1111/ijsa.12406

Nathan A. Bowling, Kevin J. Eschleman, Lucian Zelazny, Gary Burns

{"title":"Are curmudgeon personality scales resistant to response distortion?","authors":"Nathan A. Bowling, Kevin J. Eschleman, Lucian Zelazny, Gary Burns","doi":"10.1111/ijsa.12406","DOIUrl":"10.1111/ijsa.12406","url":null,"abstract":"Curmudgeon personality, which is assessed by having participants evaluate a heterogeneous set of attitude objects, provides an applied value beyond that of more established personality traits. Recent research, for instance, suggests that curmudgeon personality is distinct from the Five Factor Model personality traits and that it predicts unique variance in important criteria, such as job attitudes and well-being. In the current paper we contribute to this literature by testing an explanation of how curmudgeon personality is distinct from other traits—their potential resistance to response distortion. We estimated response distortion for scales of curmudgeon personality and FFM traits across two quasi-experimental studies. As expected, the score shifts between nonapplicant and applicant conditions were smaller for scales of curmudgeon personality compared to scales of emotional stability and conscientiousness. We argue that curmudgeon personality scales may be more resistant to response distortion than are measures of other traits because curmudgeon personality items are semi-implicit and lack an obvious desirable response. The resistance to response distortion should serve as a call to future researchers to test the criterion validity of curmudgeon personality in regard to performance criteria.","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2022-10-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47115309","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

Perceptions of candidate strength in job recruitment: Does candidate race moderate the attractiveness bias in White women? 招聘中对候选人实力的感知：候选人种族是否会调节白人女性的吸引力偏见？

IF 2.2 4区管理学

International Journal of Selection and Assessment Pub Date : 2022-10-02 DOI: 10.1111/ijsa.12405

Georgia Baker, Mark S. Allen

{"title":"Perceptions of candidate strength in job recruitment: Does candidate race moderate the attractiveness bias in White women?","authors":"Georgia Baker, Mark S. Allen","doi":"10.1111/ijsa.12405","DOIUrl":"10.1111/ijsa.12405","url":null,"abstract":"The attractiveness bias suggests that people who are more attractive will be positively favored across life outcomes. This study sought to test whether candidate attractiveness, sex, and race, affect perceptions of candidate strength in a job recruitment task. In total, 338 White women (Mage = 20.94 ± 5.65) were asked to make judgements of a potential candidate for an administrative job (resume with candidate photograph). The vignettes differed in terms of candidate ability (strong/weak), sex (male/female), race (Black/White), and attractiveness (attractive/less attractive). Participants rated perceived candidate strength and likelihood to invite for interview. Results showed no significant main effects for attractiveness. However, there was a significant interaction for target attractiveness and race, such that attractive/White candidates were more likely to be invited for interview than less attractive/White candidates. There was also a significant main effect for race such that Black candidates were rated as stronger and more likely to be interviewed. Sensitivity analyses (with nonheterosexual women removed from the sample) also showed a main effect for target sex such that female candidates were favored over male candidates. Overall, these findings provide evidence that attractiveness, sex, and race have important, albeit complex, effects on hiring decisions in the workplace.","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":null,"pages":null},"PeriodicalIF":2.2,"publicationDate":"2022-10-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/ijsa.12405","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45735067","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

Preselection in the digital age: A comparison of perceptions of asynchronous video interviews with online tests and online application documents in a simulation context 数字时代的预选：模拟环境下异步视频面试与在线测试和在线申请文件的认知比较

IF 2.2 4区管理学

International Journal of Selection and Assessment Pub Date : 2022-09-13 DOI: 10.1111/ijsa.12403

Johannes M. Basch, Klaus G. Melchers, Julia C. Büttner

引用次数: 4