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Faking good and bad on self‐reports versus informant‐reports of Dark Triad personality International Journal of Selection and Assessment (IF 2.41) Pub Date : 2024-03-04 Sarah A. Walker, Carolyn MacCann
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)
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Employer and employee perceptions of cybervetting as a selection method International Journal of Selection and Assessment (IF 2.41) Pub Date : 2024-02-12 Yavuz Akbulut, İrem E. Yildirim Şen, Yusuf L. Şahin
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
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Fostering metacognitive activities during job search: The Three Good Job Search Things intervention International Journal of Selection and Assessment (IF 2.41) Pub Date : 2024-01-22 Jolien Stremersch, Greet Van Hoye
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
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Exploring the role of interviewee cognitive capacities on impression management in face-to-face and virtual interviews International Journal of Selection and Assessment (IF 2.41) Pub Date : 2023-11-27 Benjamin Moon, Stephanie J. Law, Joshua S. Bourdage, Nicolas Roulin, Klaus G. Melchers
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
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Train driver selection: The impact of cognitive ability on train driving performance International Journal of Selection and Assessment (IF 2.41) Pub Date : 2023-11-24 Michael D. Collins
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
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Gendered competencies and gender composition: A human versus algorithm evaluator comparison International Journal of Selection and Assessment (IF 2.41) Pub Date : 2023-11-20 Stephanie M. Merritt, Ann Marie Ryan, Cari Gardner, Joshua Liff, Nathan Mondragon
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
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Does understanding what a test measures make a difference? On the relevance of the ability to identify criteria for situational judgment test performance International Journal of Selection and Assessment (IF 2.41) Pub Date : 2023-11-15 Nomi Reznik, Stefan Krumm, Jan-Philipp Freudenstein, Anna L. Heimann, Pia Ingold, Philipp Schäpers, Martin Kleinmann
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
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Persistence as a multidimensional construct: A new insight into the multidimensional persistence scale International Journal of Selection and Assessment (IF 2.41) Pub Date : 2023-11-06 Grzegorz Pajestka, Magdalena Poraj-Weder
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
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Reactions of applicants with disabilities to technology-enabled recruitment and selection: A research agenda International Journal of Selection and Assessment (IF 2.41) Pub Date : 2023-09-25 Sandra L. Fisher, Catherine E. Connelly, Silvia Bonaccio
Technology-enabled recruitment and selection technologies, such as chatbots, assessment games, and asynchronous video interviews, are becoming more widely used. However, their impact on people with disabilities is frequently ignored; this has potentially significant implications for the perceived fairness of hiring decisions. We advance eight theoretical propositions on the positive and negative implications
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Validation of the Multidimensional Workaholism Scale in the Netherlands International Journal of Selection and Assessment (IF 2.41) Pub Date : 2023-09-25 Sait Gürbüz, Marianne van Woerkom, T. A. M. Kooij Dorien, Evelien P. M. Brouwers
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
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Psychometric properties of the Cultural Intelligence Scale based on item response theory International Journal of Selection and Assessment (IF 2.41) Pub Date : 2023-09-18 Eqbal Darandari, Shatha Khayat
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
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Potential bias when using social media for selection: Differential effects of candidate demographic characteristics, race match, perceived similarity, and profile detail International Journal of Selection and Assessment (IF 2.41) Pub Date : 2023-09-15 Kevin E. Henderson, Elizabeth T. Welsh
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
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Should we extend the currency of cognitive ability test scores? Considerations from construct, equity, and psychometric perspectives in medical selection International Journal of Selection and Assessment (IF 2.41) Pub Date : 2023-09-13 Neville Chiavaroli, Luc Le, Lyndal Parker-Newlyn, Sean Pywell
Scores on cognitive ability tests used in tertiary admissions contexts generally have very limited currency. This can have significant implications for prospective applicants to high-demand courses which use cognitive tests as part of the selection process. In this paper we present both psychometric and non-psychometric considerations regarding the score currency of ability tests, using GAMSAT (Graduate
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Examining the assumption of measurement invariance in job performance ratings across time: The role of rater experience International Journal of Selection and Assessment (IF 2.41) Pub Date : 2023-08-28 Diogo Borba, Jeffrey R. Spence
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
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Why should interests not be a matter for HR only? Commentary on Wille and De Fruyt (2023) International Journal of Selection and Assessment (IF 2.41) Pub Date : 2023-08-24 Manoela Ziebell de Oliveira, Thaline Cunha Moreira
This invited commentary critically examines the article “The resurrection of vocational interests in human resources research and practice: Evidence, challenges, and a working model” by Wille and De Fruyt. It offers additional perspectives on expanding the discussion on interests within human resources (HR), supporting leaders in conducting career conversations, and integrating career education into
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Hiring on vocational interests to simultaneously improve validity and organizational diversity International Journal of Selection and Assessment (IF 2.41) Pub Date : 2023-08-24 Serena Wee, Daniel A. Newman, Rong Su
We discuss how using vocational interests in the selection process can help address the diversity-validity dilemma. First, we point out how incorporating vocational interests as predictors in selection could help to reduce adverse impact. We further suggest that by using optimal predictor weights, one could simultaneously improve validity while enhancing organisational diversity. Finally, the predictive
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The resurrection of vocational interests in human resources research and practice: Yes we can! International Journal of Selection and Assessment (IF 2.41) Pub Date : 2023-08-24 Bart Wille, Filip De Fruyt
This short article bundles our reactions to three commentaries on our provocation paper about the resurrection of vocational interests in human resources research and practice.
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Getting interested in interests for employee selection: Key concerns and areas for future research International Journal of Selection and Assessment (IF 2.41) Pub Date : 2023-08-23 Christopher D. Nye, Kevin A. Hoff
The paper by Wille and De Fruyt suggests that vocational interests should be used throughout the human resources cycle and provides a useful model that can facilitate the application of interests throughout this process. This commentary builds on their review to discuss the unique benefits and challenges of implementing vocational interests in the employee selection process. Using research from the
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Can we playfully measure cognitive ability? Construct-related validity and applicant reactions International Journal of Selection and Assessment (IF 2.41) Pub Date : 2023-08-21 Marie L. Ohlms, Klaus G. Melchers, Uwe P. Kanning
We developed a game-based assessment (GBA) measuring cognitive ability for use in personnel selection and examined its construct-related validity. Moreover, applicant reactions toward this GBA were compared with a paper-pencil-based ability test. Both assessment tools were designed to measure verbal, numerical, and figural ability. N = 183 participants completed the GBA, the paper-pencil test, and
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Does media richness influence job applicants' experience in asynchronous video interviews? Examining social presence, impression management, anxiety, and performance International Journal of Selection and Assessment (IF 2.41) Pub Date : 2023-08-11 Mehdi Salimian Rizi, Nicolas Roulin
Asynchronous video interviews (AVIs) have become a popular alternative to face-to-face interviews for screening or selecting job applicants, in part because of their increased flexibility and lower costs. However, AVIs are often described as anxiety-provoking or associated with negative applicant reactions. Building on theories of media richness and social presence, we explore if increasing the media
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Validation of the Croatian version of the short form of the Burnout Assessment Tool: Findings from a nationally representative sample International Journal of Selection and Assessment (IF 2.41) Pub Date : 2023-08-01 Jasmina Tomas, Darja Maslić Seršić, Una Mikac, Blaž Rebernjak, Vesna Buško, Hans De Witte
Burnout poses severe health-related and financial risks. However, valid and reliable measurement of this occupational phenomenon has been impeded by the conceptual, psychometric and pragmatical shortcomings of the extant burnout instruments. The Burnout Assessment Tool (BAT) is a new measure of burnout that was developed to overcome these deficiencies. The purpose of this study was to validate the
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Does it fit? The relationships between personality, decision autonomy fit, work engagement, and emotional exhaustion in self-managing organizations International Journal of Selection and Assessment (IF 2.41) Pub Date : 2023-07-17 Maria Doblinger, Janina Class
The novel organizational form of self-managing organizations decentralizes decision authority, thus promising higher adaptability and sustainability. However, recent practical experiences showed that such organizations struggle with employee turnover and lack of engagement, and thus, levers to improve personnel selection are required. This work investigated the relationship between person-environment
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The influence of situational strength on the relation of personality and situational judgment test performance International Journal of Selection and Assessment (IF 2.41) Pub Date : 2023-07-13 Jan-Philipp Freudenstein, Philipp Schäpers, Nomi Reznik, Talea Stolte, Stefan Krumm
Situational strength theory has been used as a theoretical underpinning of person–situation processes that are linked to job performance. Accordingly, the link between personality traits and job performance increases in weak situations. Building on this research, similar mechanisms have been proposed for simulation-based selection tools, such as Situational Judgment Tests (SJTs), to explain how these
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Political advantage? Considering the Political Skill of raters International Journal of Selection and Assessment (IF 2.41) Pub Date : 2023-07-13 David M. Kaplan, Robyn A. Berkley
One of the ways that organizations can improve the selection process is by identifying good judges who can more accurately assess applicants. With this goal in mind, the present study proposed that politically skilled individuals would make good judges. The study focuses on two antecedents of Political Skill, perceptiveness, and control, which have corollaries in the Realistic Accuracy Model. In the
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Does it matter whether others are working hard or hardly working? Effects of descriptive norms on attitudes to time theft at work International Journal of Selection and Assessment (IF 2.41) Pub Date : 2023-07-10 Samantha Sinclair
Time theft—time that employees waste or spend not working during their scheduled work hours—poses serious costs to many employers. Although previous research has suggested the importance of social norms for understanding time theft behavior, experimental studies are lacking. This paper presents the results of two preregistered experiments that examined if information about whether most people engage
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Feeling safe at work: Development and validation of the Psychological Safety Inventory International Journal of Selection and Assessment (IF 2.41) Pub Date : 2023-05-25 Rachel A. Plouffe, Natalie Ein, Jenny J. W. Liu, Kate St. Cyr, Clara Baker, Anthony Nazarov, J. Don Richardson
Psychological safety, defined as perceptions that an individual within a team is supported and feels safe to take interpersonal risks, voice opinions, and share ideas, is vital for organizational effectiveness. However, there is no consensus on how workplace psychological safety should be measured. We developed the Psychological Safety Inventory (PSI) in response to organizational needs to accurately
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“The interviewer is a machine!” Investigating the effects of conventional and technology-mediated interview methods on interviewee reactions and behavior International Journal of Selection and Assessment (IF 2.41) Pub Date : 2023-05-08 Emmanuelle P. Kleinlogel, Marianne Schmid Mast, Dinesh Babu Jayagopi, Kumar Shubham, Anaïs Butera
Despite the growing number of organizations interested in the use of asynchronous video interviews (AVIs), little is known about its impact on interviewee reactions and behavior. We randomly assigned participants (N = 299) from two different countries (Switzerland and India) to a face-to-face interview, an avatar-based video interview (with an avatar as a virtual recruiter), or a text-based video interview
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Selecting entrepreneurial employees using a person-group fit perspective International Journal of Selection and Assessment (IF 2.41) Pub Date : 2023-04-17 Roshni Das
As jobs become unstructured and collective endeavor oriented, it is increasingly being realized that work groups must become more autonomous and entrepreneurial. The selection literature is however silent on the predictive mechanisms that may be leveraged to select group members with the desired competencies. The person-group fit perspective enables us to hypothesize and demonstrate that selection
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How similar is similar enough? Job profile similarity benchmarks using occupational information network data International Journal of Selection and Assessment (IF 2.41) Pub Date : 2023-04-10 Joseph D. Abraham, Dawn D. Lambert, Michael C. Mihalecz, Monica D. Elcott, Hannah S. Asbury, Penelope C. Palmer
Job comparison research is critical to many human resources initiatives, such as transporting validity evidence. Job analysis methods often focus on critical attribute (e.g., tasks, work behaviors) overlap when assessing similarity, but profile similarity metrics represent an alternative or complementary approach for job comparisons. This paper utilizes Occupational Information Network (O*NET) data
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Intentional response distortion during the COVID-19 pandemic International Journal of Selection and Assessment (IF 2.41) Pub Date : 2023-04-07 Sydney L. Reichin, Danielle M. Tarantino, Rustin D. Meyer
COVID-19 has abruptly and unexpectedly transformed nearly every aspect of work, including but not limited to increased unemployment rates and uncertainty regarding future job prospects. Response distortion has always been a concern given that many organizations rely on information that is self-reported by applicants regarding their potential employability (e.g., responses to self-reported personality
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Faking resistance of a quasi-ipsative RIASEC occupational interest measure International Journal of Selection and Assessment (IF 2.41) Pub Date : 2023-04-01 Sabah Rasheed, Chet Robie
Quasi-ipsative (QI) forced-choice response formats are often recommended over single-stimulus (SS) as a method to reduce applicant faking. Across three studies we developed and tested a QI version of the RIASEC occupational interests scale. The first study established acceptable reliability and validity of the QI version. The second and third studies tested the efficacy of the QI version for faking
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Automatic identification of storytelling responses to past-behavior interview questions via machine learning International Journal of Selection and Assessment (IF 2.41) Pub Date : 2023-03-29 Adrian Bangerter, Eric Mayor, Skanda Muralidhar, Emmanuelle P. Kleinlogel, Daniel Gatica-Perez, Marianne Schmid Mast
Structured interviews often feature past-behavior questions, where applicants are asked to tell a story about past work experience. Applicants often experience difficulties producing such stories. Automatic analyses of applicant behavior in responding to past-behavior questions may constitute a basis for delivering feedback and thus helping them improve their performance. We used machine learning algorithms
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Cross-national applicability of a game-based cognitive assessment International Journal of Selection and Assessment (IF 2.41) Pub Date : 2023-03-06 Xander van Lill, Laird McColl, Matthew Neale
New technology has had a discernable impact on how organizations recruit and select potential employees. Game-based assessment has emerged as a potential technology that can be used to enhance the assessment of individual differences and applicants' views of the selection process. However, studies investigating the psychometric properties and predictive validity of game-based assessments are still
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Trust in hybrid human-automated decision-support International Journal of Selection and Assessment (IF 2.41) Pub Date : 2023-03-01 Felix Kares, Cornelius J. König, Richard Bergs, Clea Protzel, Markus Langer
Research has examined trust in humans and trust in automated decision support. Although reflecting a likely realization of decision support in high-risk tasks such as personnel selection, trust in hybrid human-automation teams has thus far received limited attention. In two experiments (N1 = 170, N2 = 154) we compare trust, trustworthiness, and trusting behavior for different types of decision-support
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Should DEI statements be included in faculty selection? Exploring legal, diversity, and validity issues International Journal of Selection and Assessment (IF 2.41) Pub Date : 2023-02-23 Linda S. Ficht, Julia Levashina
Many public and private employers have been using Diversity, Equity, and Inclusion (DEI) statements during the selection process as part of their mission of having a diverse workforce. This paper focuses on the use of DEI statements in public and private higher education. The paper reviews several key issues relative to the use of DEI statements ranging from the First Amendment to management considerations
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It's just (family) business: The impact of familial work experience on perceived qualification and hireability during the selection process International Journal of Selection and Assessment (IF 2.41) Pub Date : 2023-02-09 Ian M. Hughes, Marie Childers
Though scholars have explored the impact of familial work experience (FWE) posthire, research has yet to determine the role of such experience during the selection process. Drawing from Attribution Theory and research on nepotism and family business dynamics, we suggest that the presence of FWE on an applicant's selection materials will lead to reduced perceptions of qualifications and hireability
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Multiple, speeded assessments: Initial evidence on subgroup differences and applicant perceptions International Journal of Selection and Assessment (IF 2.41) Pub Date : 2023-02-07 Filip Lievens, Jan Corstjens, Christoph N. Herde
Recently, shorter assessments have emerged as potential alternatives for more resourceful traditional selection approaches. Multiple, speeded assessments (MSAs) represent such an alternative. In MSAs, candidates participate in a large number of short (a maximum of 5 min), behavioral simulations in which they face a variety of job situations. Initial psychometric evidence on the validity of MSAs is
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Automatic scoring of speeded interpersonal assessment center exercises via machine learning: Initial psychometric evidence and practical guidelines International Journal of Selection and Assessment (IF 2.41) Pub Date : 2023-02-04 Louis Hickman, Christoph N. Herde, Filip Lievens, Louis Tay
Assessment center (AC) exercises such as role-plays have established themselves as valuable approaches for obtaining insights into interpersonal behavior, but they are often considered the “Rolls Royce” of personnel assessment due to their high costs. The observation and rating process comprises a substantial part of these costs. In an exploratory case study, we capitalize on recent advances in natural
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: Applicants' experiences with discrimination explain their reactions to algorithms in personnel selection International Journal of Selection and Assessment (IF 2.41) Pub Date : 2023-02-04 Irmela F. Koch-Bayram, Chris Kaibel, Torsten Biemann, María del Carmen Triana
Algorithms might prevent prejudices and increase objectivity in personnel selection decisions, but they have also been accused of being biased. We question whether algorithm-based decision-making or providing justifying information about the decision-maker (here: to prevent biases and prejudices and to make more objective decisions) helps organizations to attract a diverse workforce. In two experimental
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The resurrection of vocational interests in human resources research and practice: Evidence, challenges, and a working model International Journal of Selection and Assessment (IF 2.41) Pub Date : 2023-02-02 Bart Wille, Filip De Fruyt
A large number of studies conducted over the past two decades reconsidered and supported the validity of vocational interests for predicting a range of important work outcomes. Yet to date, interests remain relatively underused in professional settings, in part because discussions of why, how, and where to use interest assessment tools in an evidence-based manner are lacking and often incomplete. In
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Holistic and mechanical combination in psychological assessment: Why algorithms are underutilized and what is needed to increase their use International Journal of Selection and Assessment (IF 2.41) Pub Date : 2023-01-30 Marvin Neumann, A. Susan M. Niessen, Petra P. M. Hurks, Rob R. Meijer
Although mechanical combination results in more valid human performance predictions and decisions than holistic combination, existing publications suggest that mechanical combination is rarely used in practice. Yet, these publications are either descriptions of anecdotal experiences or outdated surveys. Therefore, in several Western countries, we conducted two surveys (total N = 323) and two focus
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The criterion-related validity of conscientiousness in personnel selection: A meta-analytic reality check International Journal of Selection and Assessment (IF 2.41) Pub Date : 2022-12-30 Luc Watrin, Lucas Weihrauch, Oliver Wilhelm
A key finding in personnel selection is the positive correlation between conscientiousness and job performance. Evidence predominantly stems from concurrent validation studies with incumbent samples but is readily generalized to predictive settings with job applicants. This is problematic because the extent to which faking and changes in personality affect the measurement likely vary across samples
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Cross-cultural differences in the use of the “?” Response category of the Job Descriptive Index: An application of the item response tree model International Journal of Selection and Assessment (IF 2.41) Pub Date : 2022-12-30 Philseok Lee, Sean Joo, Zihao Jia
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
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Better explaining the benefits why AI? Analyzing the impact of explaining the benefits of AI-supported selection on applicant responses International Journal of Selection and Assessment (IF 2.41) Pub Date : 2022-12-16 Alina Köchling, Marius Claus Wehner
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
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Moderators of sex- and race-based subgroup differences in assessment center ratings: A meta-analysis International Journal of Selection and Assessment (IF 2.41) Pub Date : 2022-12-13 Adam J. Vanhove, Brooke Z. Graham, George C. Thornton
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
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Backlash for high self-promotion at hiring depends on candidates' gender and age International Journal of Selection and Assessment (IF 2.41) Pub Date : 2022-11-23 Franciska Krings, Saranya Manoharan, Alissone Mendes de Oliveira
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
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How do applicants fake? A response process model of faking on multidimensional forced-choice personality assessments International Journal of Selection and Assessment (IF 2.41) Pub Date : 2022-11-08 Miriam Fuechtenhans, Anna Brown
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
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Reduction of faking with the use of a forced-choice personality test: Cross-cultural comparisons between South Korea and the United States International Journal of Selection and Assessment (IF 2.41) Pub Date : 2022-10-29 HyeSun Lee
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
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Understanding dark side personality at work: Distinguishing and reviewing nonlinear, interactive, differential, and reciprocal effects International Journal of Selection and Assessment (IF 2.41) Pub Date : 2022-10-17 Bart Wille, Fien Heyde, Jasmine Vergauwe, Filip De Fruyt
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
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Are curmudgeon personality scales resistant to response distortion? International Journal of Selection and Assessment (IF 2.41) Pub Date : 2022-10-10 Nathan A. Bowling, Kevin J. Eschleman, Lucian Zelazny, Gary Burns
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
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Perceptions of candidate strength in job recruitment: Does candidate race moderate the attractiveness bias in White women? International Journal of Selection and Assessment (IF 2.41) Pub Date : 2022-10-02 Georgia Baker, Mark S. Allen
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
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Construct validity of a personality assessment game in a simulated selection situation and the moderating roles of the ability to identify criteria and dispositional insight International Journal of Selection and Assessment (IF 2.41) Pub Date : 2022-09-13 Ard J. Barends, Reinout E. de Vries
There is scant research on the validity of personality assessment games in selection situations. Therefore, in two experimental simulated selection studies, the construct validity of an assessment game developed to assess honesty-humility was tested. Both studies found no differences between a control condition and a simulated selection condition on honesty-humility game scores. Moreover, convergent
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Preselection in the digital age: A comparison of perceptions of asynchronous video interviews with online tests and online application documents in a simulation context International Journal of Selection and Assessment (IF 2.41) Pub Date : 2022-09-13 Johannes M. Basch, Klaus G. Melchers, Julia C. Büttner
Asynchronous video interviews (AVIs) are increasingly used to preselect applicants. Previous research found that interviewees are more skeptical of these interviews compared to other forms of interviews. However, comparing AVIs to other interviews is not completely appropriate because of their lack of interactivity and their use during earlier stages of the selection process. Therefore, we compared
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Thou Shalt not Lie! Exploring and testing countermeasures against faking intentions and faking in selection interviews International Journal of Selection and Assessment (IF 2.41) Pub Date : 2022-09-08 Benedikt Bill, Klaus G. Melchers
Many applicants use faking in interviews to present themselves more favorably than they really are. There is widespread concern that this may affect interview validity. As previous research on countermeasures is sparse, we conducted an exploratory study to identify the most promising countermeasures. For technology-mediated interviews, these were warnings referring to a criterion-based content analysis
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Implications of diversity cues in recruitment and assessment materials: Reactions and performance International Journal of Selection and Assessment (IF 2.41) Pub Date : 2022-08-24 Juliya Golubovich, Ann Marie Ryan
Cues regarding organizational diversity in recruitment and assessment materials can serve as signals to infer how members of a social group are treated. However, theory on identity–contingency (diversity) cues provides little guidance as to how the interaction of multiple cues impacts performance on selection tools. In an experiment, racial diversity cues in employee testimonials and situational judgment
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Consistency matters: The interaction effect of grooming and dress style on hirability International Journal of Selection and Assessment (IF 2.41) Pub Date : 2022-08-09 Haizhen Wang, Ruoyong Zhang, Lin Ding, Xiaofeng Mei
Grooming and dress style have both been found to influence the probability of a job applicant being hired. We argue that as these two elements take effect simultaneously during a job application, it is necessary to simultaneously examine the interaction of these two elements of appearance. Based on cue consistency theory, we propose that grooming and a gender-inconsistent dress style weaken the effects
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Understanding, detecting, and deterring faking on interest inventories International Journal of Selection and Assessment (IF 2.41) Pub Date : 2022-07-31 Lauren J. Wegmeyer, Andrew B. Speer
Three recent meta-analyses have found that interests, regardless of scoring method (e.g., summative or congruence) are valid predictors of performance in employment contexts. As these inventories gain popularity as a prehire assessment, it is important to understand whether interest assessments are susceptible to faking (i.e., applicant response distortion) similar to how personality assessments are
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Once the best student always the best student? Predicting graduate study success using undergraduate academic indicators: Evidence from research masters’ programs in the Netherlands International Journal of Selection and Assessment (IF 2.41) Pub Date : 2022-07-27 Anastasia Kurysheva, Nivard Koning, Christine M. Fox, Harold V. M. van Rijen, Gönül Dilaver
In the face of increasing and diversifying graduate application numbers, evidence-based selective admissions have become a pressing issue. By conducting multilevel regression analyses on institutional admissions data from a Dutch university, this study aims to determine the predictive value of undergraduate academic indicators for graduate study success on research masters’ programs in the life sciences
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Response to a crisis and applicant attraction: Signaling employer brand personality and organizational trust through warm and competent COVID-19 responses International Journal of Selection and Assessment (IF 2.41) Pub Date : 2022-07-15 Hira Kanwal, Greet Van Hoye, Eveline Schollaert
This paper investigates how organizations' response to a crisis such as the COVID-19 pandemic affects their employer attractiveness. Based on signaling theory, we argue that a COVID-19 response can signal an organization's employer brand personality, positively affecting applicant attraction. We conducted two experimental studies with employed and unemployed UK participants through Prolific Academic
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LinkedIn-based assessments of applicant personality, cognitive ability, and likelihood of organizational citizenship behaviors: Comparing self-, other-, and language-based automated ratings International Journal of Selection and Assessment (IF 2.41) Pub Date : 2022-07-15 Nicolas Roulin, Rhea Stronach
We compared self-reports or test-based assessments of personality, cognitive ability, and likelihood or tendencies to engage in organizational citizenship behaviors (OCB) from experienced workers (targets, N = 154) with one approach to rate these traits based on LinkedIn profiles using hiring professionals (panel raters, N = 200), graduate students in Industrial-Organizational Psychology (I-O raters