Industrial and Organizational Psychology最新文献

Quiet environments and the intentional practice of silence: Toward a new perspective in the analysis of silence in organizations 安静的环境和有意保持沉默的做法：从新的视角分析组织中的沉默

Industrial and Organizational Psychology Pub Date : 2024-05-23 DOI: 10.1017/iop.2024.9

Alexandre Asselineau, G. Grolleau, Naoufel Mzoughi

引用次数: 0

An ethical leadership assessment center pilot: Assessing and developing moral person and moral manager dimensions 道德领导力评估中心试点：评估和发展道德人士和道德管理者的维度

Industrial and Organizational Psychology Pub Date : 2024-05-09 DOI: 10.1017/iop.2024.7

Alexis d’Amato, Vignesh R. Murugavel, Kelsey Medeiros, Logan L. Watts

引用次数: 1

Assessment centers do not measure competencies: why this is now beyond reasonable doubt 评估中心无法衡量能力：为什么现在这一点已不容置疑？

Industrial and Organizational Psychology Pub Date : 2024-05-09 DOI: 10.1017/iop.2024.5

Chris Dewberry

{"title":"Assessment centers do not measure competencies: why this is now beyond reasonable doubt","authors":"Chris Dewberry","doi":"10.1017/iop.2024.5","DOIUrl":"https://doi.org/10.1017/iop.2024.5","url":null,"abstract":"\u0000 Although assessment centers (ACs) are usually designed to measure stable competencies (i.e., dimensions), doubt about whether or not they reliably do so has endured for 70 years. Addressing this issue in a novel way, several published Generalizability (G) theory studies have sought to isolate the multiple sources of variance in AC ratings, including variance specifically concerned with competencies. Unlike previous research, these studies can provide a definitive answer to the AC construct validity issue. In this article, the historical context for the construct validity debate is set out, and the results of four large-scale G-theory studies of ACs are reviewed. It is concluded that these studies demonstrate, beyond reasonable doubt, that ACs do not reliably measure stable competencies, but instead measure general, and exercise-related, performance. The possibility that ACs measure unstable competencies is considered, and it is suggested that evidence that they do so may reflect an artefact of typical AC design rather than a “real” effect. For ethical, individual, and organizational reasons, it is argued that the use of ACs to measure competencies can no longer be justified and should be halted.","PeriodicalId":515605,"journal":{"name":"Industrial and Organizational Psychology","volume":" 12","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-05-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140996967","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 1

Assessment centers: Reflections, developments, and empirical insights 评估中心：思考、发展和经验见解

Industrial and Organizational Psychology Pub Date : 2024-05-06 DOI: 10.1017/iop.2024.8

Duncan J. R. Jackson, Michael D. Blair, Pia V. Ingold

引用次数: 0

Inclusive leadership as a valid assessment center dimension 作为有效评估中心维度的包容性领导力

Industrial and Organizational Psychology Pub Date : 2024-05-06 DOI: 10.1017/iop.2024.1

Anna N. Hoover, Deborah E. Rupp

引用次数: 1

An epistemology for assessment and development: how do we know what we know? 评估与发展的认识论：我们如何知道我们知道什么？

Industrial and Organizational Psychology Pub Date : 2024-03-18 DOI: 10.1017/iop.2024.3

Deborah E. Rupp, George C. Thornton, Tiffany M. Bisbey, Anna N. Hoover, Eduardo Salas, Kevin R. Murphy

引用次数: 0

Any slice is predictive? On the consistency of impressions from the beginning, middle, and end of assessment center exercises and their relation to performance 任何切片都具有预测性？评估中心练习开始、中间和结束时印象的一致性及其与成绩的关系

Industrial and Organizational Psychology Pub Date : 2024-03-18 DOI: 10.1017/iop.2024.2

Pia V. Ingold, A. L. Heimann, Simon M. Breil

{"title":"Any slice is predictive? On the consistency of impressions from the beginning, middle, and end of assessment center exercises and their relation to performance","authors":"Pia V. Ingold, A. L. Heimann, Simon M. Breil","doi":"10.1017/iop.2024.2","DOIUrl":"https://doi.org/10.1017/iop.2024.2","url":null,"abstract":"\u0000 This study generates new insights on the role of initial impressions in assessment centers. Drawing from the “thin slices” of behavior paradigm in personality and social psychology, we investigate to what extent initial impressions of assessees—based on different slices of assessment center exercises (i.e., two minutes at the beginning, middle, and end of AC exercises)—are consistent across and within AC exercises, and are relevant for predicting assessment center performance and job performance. Employed individuals (N = 223) participated in three interactive assessment center exercises, while being observed and evaluated by trained assessors. Based upon video-recordings of all assessment center exercises, a different, untrained group of raters subsequently provided ratings of their general initial impressions of assessees for the beginning, middle, and end of each exercise. As criterion measure, supervisors rated assessees’ job performance. Results show that initial impressions in assessment centers are (a) relatively stable, (b) consistently predict assessment center performance across different slices of behavior (i.e., across the three time points and exercises), and (c) mostly relate to job performance.","PeriodicalId":515605,"journal":{"name":"Industrial and Organizational Psychology","volume":"7 3","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-03-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140232606","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","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 assessment center exercises: between exercises differences and interventions 对评估中心练习的看法：练习之间的差异和干预措施

Industrial and Organizational Psychology Pub Date : 2024-03-18 DOI: 10.1017/iop.2024.4

Sylvia G. Roch

{"title":"Perceptions of assessment center exercises: between exercises differences and interventions","authors":"Sylvia G. Roch","doi":"10.1017/iop.2024.4","DOIUrl":"https://doi.org/10.1017/iop.2024.4","url":null,"abstract":"\u0000 Preliminary research has demonstrated that not all assessment center (AC) exercises are viewed as equally just or motivating. The current research builds upon this research and investigates the relationships between six AC exercises and perceptions of self-efficacy, motivation, assessor bias, and fairness. Using a 2 × 2 × 2 experimental design (two informational justice interventions and one rating timing intervention), 286 working adults completed a survey designed to investigate differences between AC exercises and to investigate interventions designed to influence AC exercise perceptions. The results show not only significant perceptual differences between assessor-rated exercises and an ability test but also differences among the rated exercises. The results suggest that an ability test can be perceived as both among the most just and motivating exercises. Lastly, even though the experimental interventions did not have their anticipated effects, the results suggest benefits to having assessors rate recorded participant behaviors versus rating “live” behaviors, benefits that to a certain extent depend on whether participants had previously attended an assessment center.","PeriodicalId":515605,"journal":{"name":"Industrial and Organizational Psychology","volume":"290 3","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-03-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140233316","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Beyond rating accuracy: unpacking frame-of-reference assessor training effectiveness 超越评分准确性：解读参照系评估员培训的有效性

Industrial and Organizational Psychology Pub Date : 2024-03-12 DOI: 10.1017/iop.2024.6

C. A. Gorman, Duncan J. R. Jackson, John Meriac, Joseph R. Himmler, Tanya F. Contreras

引用次数: 0

Estranged, nauseated, or fulfilled? Existentialism as bridge between antiwork and I-O psychology 疏远、恶心还是满足？存在主义是连接反工作和 I-O 心理学的桥梁

Industrial and Organizational Psychology Pub Date : 2024-03-01 DOI: 10.1017/iop.2023.79

Bram P. I. Fleuren, Charlotte Rodriguez Conde, Rachel E. Gifford

引用次数: 0