Figure 12 - uploaded by In-Sue Oh
Content may be subject to copyright.
1. The funnel plot combined with the trim-and-fill test for the structured interview validity data for job performance; individual study effect sizes on the horizontal graph (X) axis against standard error on the vertical graph (Y) axis; values imputed by the trim and fill test are presented as solid circles, while reported values are presented as open circles.
Source publication
Employment interviews are one of the most widely used selection tools across organizations, industries, and countries (Dipboye, 1992, 1997; Dip-boye & Jackson, 1999; Ryan, McFarland, Baron, & Page, 1999; Salgado, Viswesvaran, & Ones, 2001; Wilk & Cappelli, 2003, Table 1). Interviews also play an important role in government employment decisions, pa...
Similar publications
span lang="EN-US">School is an important organizational unit in a country. School is also the foundation of every country’s education system. A harmonious working environment and a healthy relationship are very vital to ensure the high quality of teachers’ work. Issues in the workplace can lead to low performance, job dissatisfaction, loss of happi...
The effect of leadership behavior on work performance is highly context sensitive. We address this notion by investigating leadership behavior in one important but understudied organizational context—namely, professional service firms (PSFs). We examine how partners’ leadership behavior in a PSF relates to employee self-leadership, creative climate...
People often adapt their coordination patterns during walking to reduce energy cost by using sources of external assistance in the environment. Adaptation to walking on a split-belt treadmill, where one belt moves faster than the other, provides an opportunity for people to acquire positive work from the treadmill to reduce metabolic cost by modify...
In response to the global COVID-19 pandemic, many businesses closed their offices and asked their employees to work from home. The transition to remote work has yielded performance gains for many companies; so much so that many firms are planning to continue to use remote work after the pandemic subsides. Nevertheless, such benefits may not be dist...
Organizational change initiatives are often undertaken to update major business structural components or practices to meet the evolving needs of a changing industry. Unfortunately, explicit emphasis on the importance of truth and buy-in is missing from most, if not all, change initiatives. Including these factors is essential because the acceptance...
Citations
... Utfordringen, med begrensninger i distribusjonen i datamaterialet, har kanskje gjort seg mer gjeldende i senere tid. Dette ved at nyere og mer avanserte meta-analyser, som hevder å i større grad ta høyde for problemstillingen, avdekker funn som stiller spørsmålstegn ved forskjellen i intervjueformenes nulte-ordens validitet (Oh, Postlehwaitte, & Schmidt, 2013;Schmidt et al., 2016). Altså, viste det strukturerte og ustrukturererte intervjuet like korrelasjoner med prestasjonsdata, r=0.58, når metodenes treffsikkerhet ble vurdert isolert sett (Oh et al., 2013;Schmidt et al., 2016). ...
... Dette ved at nyere og mer avanserte meta-analyser, som hevder å i større grad ta høyde for problemstillingen, avdekker funn som stiller spørsmålstegn ved forskjellen i intervjueformenes nulte-ordens validitet (Oh, Postlehwaitte, & Schmidt, 2013;Schmidt et al., 2016). Altså, viste det strukturerte og ustrukturererte intervjuet like korrelasjoner med prestasjonsdata, r=0.58, når metodenes treffsikkerhet ble vurdert isolert sett (Oh et al., 2013;Schmidt et al., 2016). Funnene indikerte videre at det ustrukturerte intervjuet faktisk kunne vaere en bedre indikator, enn det strukturerte, ved seleksjon til utdannings-og opplaeringsløp (Oh et al., 2013). ...
... Altså, viste det strukturerte og ustrukturererte intervjuet like korrelasjoner med prestasjonsdata, r=0.58, når metodenes treffsikkerhet ble vurdert isolert sett (Oh et al., 2013;Schmidt et al., 2016). Funnene indikerte videre at det ustrukturerte intervjuet faktisk kunne vaere en bedre indikator, enn det strukturerte, ved seleksjon til utdannings-og opplaeringsløp (Oh et al., 2013). Noe som taler i mot bruken av strukturerte intervju ved FOS. ...
The Norwegian Home Guard plays a crucial role within the Norwegian Armed Forces. They are the first, and some places only, military contribution in a crisis of war an peace, and inhabits a unique understanding of the local community. However, most of its personnel are conscripts who are obliged to participate in combat training on a yearly basis, from the age of 19 to 36. It’s NCO’s are generally young adults who have just finished high school, and have little to no prior leadership experience. Taking on such a great leadership challenge obviously demands talent. The question of this thesis is to what extent the Home Guards Non-Commissioned Officer School succeeds in identifying the right personnel? Selection data and school performances from two school years (N=78) were statistically analyzed, first by correlation then by hierarchical regression. In general, the results are somewhat surprising as they diverge from prior similar studies, in some areas. However, the overall accuracy of the selection process corresponds well to that of prior similar studies. Results are discussed and concluded.
... Until recently, the available meta-analytic data indicated that the unstructured interview was less valid than the structured interview. Application of the new, more accurate method of correcting for range restriction changed that conclusion (Oh, Postlethwaite, & Schmidt, 2013). ...
Key digested message
This article explores the role of intuition in judgement and decision-making in assessment and selection and proposes that the shift towards statistically-driven approaches has led to the dismissal of intuition with negative consequences.
Der Artikel von Schmidt und Hunter (1998) bietet einen Überblick und Vergleich der Kriteriumsvalidität verschiedenster Personalauswahlverfahren. Für ihren Artikel haben Schmidt und Hunter jeweils metaanalytisch ermittelte Validitäten ausgewählt, bei denen Korrekturen für Varianzeinschränkung im Auswahlverfahren und Unreliabilität des Kriteriums (d. h. der Messung der Arbeitsleistung) vorgenommen wurden. Hiermit wollten Schmidt und Hunter einen umfassenden Vergleich der wahren Validität der verschiedenen Auswahlverfahren ermöglichen. Trotzdem gibt es eine Reihe von Aspekten, die die Interpretation dieses Vergleichs erschweren bzw. die zu falschen Schlussfolgerungen führen: Erstens die Qualität und Datengrundlage der Metaanalysen, die für diesen Vergleich herangezogen wurden, zweitens die fehlenden Informationen zu unkorrigierten metaanalytischen Validitäten der verschiedenen Auswahlverfahren, drittens unterschiedliche Vorgehensweisen und Annahmen im Rahmen der durchgeführten Korrekturen in den verwendeten Metaanalysen, viertens das gewählte Kriteriums, das durch die verschiedenen Auswahlverfahren vorhergesagt werden soll und fünftens das Problem von nicht berücksichtigte Auswahlverfahren in dieser Übersicht. Im Rahmen dieses Beitrags werden die verschiedenen Aspekte und ihre Bedeutung jeweils genauer erläutert, und es wird dargestellt, inwiefern sich Schlussfolgerungen bzgl. der Validität von Auswahlverfahren ändern können, wenn andere Annahmen und Vorgehensweisen als bei Schmidt und Hunter (1998) gewählt werden.
Eine erste Version der Interview-Standards des Forum Assessment wurde im Jahr 2008 veröffentlicht und war damit wohl die erste systematische Aufstellung von Qualitätskriterien
für eignungsdiagnostische Interviews. Die hiermit vorliegende, zweite aktualisierte und vollständig überarbeitete Fassung ist das Ergebnis einer Arbeitsgruppe des Forum Assessment, die im Jahr 2020 offiziell veröffentlicht werden soll.
