Jesus F. Salgado

University of Santiago de Compostela | USC · Department of Political Science and Sociology

This study empirically tested the predictions of the three basic perspectives on the bandwidth debate about the relationship between personality and job performance, regarding the validity of conscientiousness and its facets. The sample consisted of 226 police officers. Conscientiousness and three facets (order, industriousness, and self‐control) w...

To date, experimental research on the effect of faking on personality measures has used two types of designs: within-subject designs and between-subjects designs. None of these designs permit us to control for the effects of transient error on faking. Using a Latin-square design (LSD), the current study examines the effects of faking on the Big Fiv...

This meta-analysis examined the differences across countries/regions, and the moderator effects of the study type (cross-sectional vs. longitudinal) on the SWB-job performance relationship. The database consists of 78 independent samples (N = 18,853), located through electronic and manual searches. The results showed that overall SWB (ρ = .37), cog...

This paper presents a series of psychometric meta-analysis on the relationship between cognitive reflection (CR) and several cognitive abilities (i.e., cognitive intelligence, numerical ability, verbal ability, mechanical-spatial ability, and working memory), and skills (i.e., numeracy skills). Also, the paper presents a bifactor analysis carried o...

This study presents a comprehensive meta-analysis on the faking resistance of forced-choice (FC) inventories. The results showed that (1) FC inventories show resistance to faking behavior; (2) the magnitude of faking is higher in experimental contexts than in real-life selection processes, suggesting that the effects of faking may be, in part, a la...

This paper presents a meta-analytic study of the relationship between overall subjective well-being (SWB), cognitive SWB, affective SWB, and job performance ratings. The study examined the moderator effect of the source of job performance measure (self-report vs. supervisory ratings). The database consists of 34 independent samples (n = 5,352) usin...

This article presents a meta-analysis of the validity of cognitive reflection (CR) for predicting job performance and training proficiency. It also examines the incremental validity of CR over cognitive intelligence (CI) for predicting these two occupational criteria. CR proved to be an excellent predictor of job performance and training proficienc...

Background: The validity of individual difference variables for predicting important life phenomena, such as job performance, has been studied for over a century. However, the relationships between some of them have scarcely been investigated. This paper presents a study on the relationship between cognitive reflection (CR), satisfaction with life...

Cambridge Handbook of Personality Psychology

Counterproductive academic behaviors (CAB) is a problem that has plagued academic institutions for centuries. However, research has mostly been focused on higher learning institutes in North America. For this reason, literature on CAB must be expanded to other geographical areas and academic levels. The present research analyses the prevalence and...

Counterproductive academic behaviors (CAB) are a major problem for educational institutions all over the world. For this reason, to determine the potential predictors of CAB is relevant. After defining CAB and introducing a typology of seven CABs facets (i.e., cheating, absenteeism, plagiarism, deception, breach of rules, low effort, and misuse of...

This paper presents a study with four independent samples on the validity of cognitive reflection (CR) for predicting job performance and academic outcomes. The results showed that CR was a valid predictor of academic outcomes (i.e., grades and exam marks) and job performance (i.e., assessment center ratings). The magnitude of the CR validity was s...

Academic dishonesty (AD) is a problem that affects all higher education institutions. It hurts their reputation, undermines integrity programs, and sidelines sustainability efforts. To understand its negative impact, the empirical study of AD is a critical issue. Up to now, the majority of research on AD has taken place in the North American contex...

This paper presents a series of meta-analyses of the validity of general mental ability (GMA) for predicting five occupational criteria, including supervisory ratings of job performance, production records, work sample tests, instructor ratings, and grades. The meta-analyses were conducted with a large database of 467 technical reports of the valid...

Objectives: This reliability generalization study aimed to estimate the mean and variance of the interrater reliability coefficients (r yy ) of supervisory ratings of overall, task, contextual, and positive job performance. The moderating effect of the appraisal purpose and the scale type was examined. It was hypothesized that the ratings collected...

This is a four-year follow-up study on the relationship between the cognitive and emotional components of subjective well-being (SWB) and job performance. We hypothesized a positive relationship between these variables and job performance. The sample consisted of 170 managers of a Spanish company in the Information Technology and Communication (ITC...

This short research note reports on a study on the robustness of a quasi-ipsative forced-choice (FC) personality inventory for controlling the effects of faking. A sample of 126 active managers was randomly divided in three independent groups, with 42 individuals per group. We used an experimental three-group design in which the independent variabl...

The importance of the area under the normal curve (AUC) as a measure of the effect size (ES) in applied and forensic research has been highlighted in several articles and Tables for converting the AUC curve into Pearson's rpb and Cohen's d have been published. No Tables have been published for converting AUC into other frequently used effect size i...

We examined the association of burnout with borderline personality (BP) traits in a study of 1,163 educational staff (80.9% women; mean age: 42.96). Because burnout has been found to overlap with depression, parallel analyses of burnout and depression were conducted. Burnout symptoms were assessed with the Shirom-Melamed Burnout Measure, depressive...

Inclusive and discrimination-free personnel selection (IPS) is one of the most critical processes in the Human Resource Management system in inclusive organizations because it determines the efficiency of many other subsequent HRM practices (e.g., training, promotion, and turnover). IPS represents one of the critical “barriers to entry” for individ...

The interest in expatriate effectiveness has grown remarkably as a consequence of globalization and the possibility of failure in international assignments. This study has tested a comprehensive model of expatriate effectiveness in a sample of 108 Spanish expatriate managers. They responded to a survey which included a set of variables, including p...

Research has demonstrated that job complexity moderates the validity of general mental ability (GMA), the relationship between personality and job satisfaction, and the relationship between GMA and job satisfaction. However, no published research has investigated whether job complexity moderates the criterion validity of the Five-Factor Model (FFM)...

General mental ability (GMA) and specific cognitive tests have been recognized as the most powerful predictors of overall job performance, task performance, academic performance and training proficiency. This chapter reviews the literature on the use of ability tests in personnel selection, focusing on several relevant issues: the definition of cog...

and Keywords Personnel selection is one of the most critical processes in the study of human work behavior because it determines the efficacy of many other issues of human resource management (e.g., training, productivity, and culture). From this perspective, personnel selection is a process of decision-making, and its main objective is to predict...

Personnel selection and assessment (PSA) is an applied field of Work and Organizational Psychology used by organizations to decide which of the applicants for a job is the most appropriate for a particular position. This chapter is organized into four main sections. The first section starts with the ‘systems view’ of recruitment and selection, high...

This article proposes a theoretical model for explaining the psychometric effects of faking on assessment procedures (e.g., biodata, interviews, assessment center, personality inventories, and self-reported measures). The model hypothesizes that faking is a phenomenon of homogenization of scores, consisting of a double mechanism that increases the...

Equal employment opportunities for women are a legal requirement in many legal environments, including the United States (US) and European Union (EU) legislations. In this context, indirect discrimination in the access to jobs is an illegal practice. For this reason, personnel selection procedures must be fair for protected-by-law groups. Specifica...

There is criticism in the literature about the use of interrater coefficients to correct for criterion reliability in validity generalization (VG) studies and disputing whether .52 is an accurate and non-dubious estimate of interrater reliability of overall job performance (OJP) ratings. We present a second-order meta-analysis of three independent...

Previous research on measurement error in job performance ratings estimated reliability using coefficients: alpha, test–retest, and interrater correlation. None of these three coefficients control for the four main sources of error in performance ratings. For this reason, coefficient of equivalence and stability (CES) has been suggested as the idea...

A comprehensive meta‐analysis of two types of forced‐choice ( FC ) personality inventories (ipsative and quasi‐ipsative) across nine occupational groups (Clerical, Customer Service, Health Care, Managerial, Military, Police, Sales, Skilled Manual, and Supervisory) is reported. Quasi‐ipsative measures showed substantially higher operational validity...

Four primary studies, including samples of police officers, graduate and undergraduate students, were conducted on the bandwidth-fidelity dilemma (BFD) concerning the relationship between personality and performance. Ten independent criteria were used, including both narrow and broad measures of performance. Three hypotheses of the impact of the di...

This article reports a comprehensive meta-analysis of the criterion-oriented validity of the Big Five personality dimensions assessed with forced-choice (FC) inventories. Six criteria (i.e., performance ratings, training proficiency, productivity, grade-point average, global occupational performance, and global academic performance) and three types...

This study examined the subdimensional structure of the Hogan Personality Inventory (HPI). A sample of 200 Spanish applicants completed the HPI as a requirement of a selection process for several jobs at a large international company. Exploratory factor analyses were conducted with the homogenous item composites (HIC) included in the HPI. Globally,...

There has been increasing interest in cross-national research that attempts to understand differences and similarities among employees from different cultures and nations. One of the basic issues of concern to organizational researchers is the health and well-being of employees, and it has been viewed as both a response to the work environment and...

This article reports on a research in which a comparison is made between the effectiveness of classroom training and training through videoconference. The sample consisted of 561 adults that participated in training courses for entrepreneurs in both training modalities. The results were analyzed according to the first-level of effectiveness in Kirk...

The goal of this paper is to bridge the gap between research on job candidate attitudes and behavior and applied practice. We accomplish this objective by highlighting why candidate reactions matter, outlining the key research findings of research, reporting on international similarities as well as differences, and sharing a list of best practices.

Este artículo presenta los resultados de tres estudios sobre el desarrollo y las propiedades psicométricas del método de evaluación del desempeño de los empleados de la Administración Pública del Principado de Asturias. En el estudio 1 se describe el desarrollo y la selección de las competencias a evaluar. Para cada una de las tres grandes dimensio...

This paper reports a comprehensive quantitative summary into applicant reactions to popular methods of employee selection. A detailed search of published and unpublished studies resulted in a final sample (k) of 38 independent samples covering 10 popular candidate assessment methods. Applicant reactions primary studies included samples from 17 coun...

This article presents a meta-analysis of team-level antecedents of creativity and innovation in the workplace. Using a general input-process-output model, the authors examined 15 team-level variables researched in primary studies published over the last 30 years and their relation to creativity and innovation. An exhaustive search of the internatio...

En este artículo se describe la realidad de la productividad científica de la Psicología en España. Se constata una serie de rasgos comunes a la producción científica, cuestionando la idea de que sean específicos a España, como el bajo impacto de la producción, la distribución asimétrica de la producción e impacto, y la relación positiva entre inve...

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Perspectives from 22 countries on aspects of the legal environment for selection are presented in this article. Issues addressed include (a) whether there are racial/ethnic/religious subgroups viewed as "disadvantaged," (b) whether research documents mean differences between groups on individual difference measures relevant to job performance, (c)...

CHANGES IN ORGANIZATIONS AND WORK Over recent decades, increasing social and economic globalization, significant developments in information and communications technology and demographic, social and cultural changes in general have led to substantial transformations in the world of work, organizations and labour relations. More than ten years ago n...

The purpose of this chapter is to review the current research on personality in personnel selection. Many things have changed over the past fifteen years and many conclusions, which for years were taken for granted, are now rejected. In this chapter we review the current theoretical models of personality used in IWO psychology and the empirical evi...

he interview has rarely been used in selection processes for the Spanish public administration. This is in clear contrast to the situation in industry and other types of organization both in Spain and in other countries, where interviews are widely employed. Recent surveys on the use of personnel selection instruments have shown that the interview...

Este artículo presenta una revisión de la investigación en selección de personal realizada en los últimos años. Dos modelos de selección se examinan: el modelo tradicional y el modelo estratégico. También se revisa la investigación empírica sobre los procedimientos y predictores habitualmente utilizados en los procesos de selección. Se muestra cual...

This article presents a review of research on personnel selection carried out in the last years. Two selection models are examined: traditional model and strategic model. Also, it is reviewed empirical research on procedures and predictors typically used in selection processes. It is showed the predictive validity of every single predictor, when co...

This article presents a review of research on personnel selection carried out in recent years. Two selection models are examined: the traditional model and the strategic model. We also review empirical research on procedures and predictors typically used in the selection processes. The predictive validity of each predictor is considered, alone, in...

This article describes Hirsch's h index as a measure of researchers' scientific productivity and quality, examining its convergent validity with other productivity and quality measures (total citations, maximum citation, sexennials, years since earning Ph.D., and years as a full professor). It shows the distribution of the index among Spanish Socia...

Este artículo describe el uso del análisis de utilidad económica (AEU) en el programa de investigación llevado a cabo en la Administración General del País Vasco sobre la entrevista conductual estructurada (ECE). Después de describir las investigaciones empíricas sobre la fiabilidad y la validez predictiva de la ECE y las opiniones de los entrevist...

RESUMEN Este artículo informa sobre los resultados de dos estudios en los que se ha utilizado una entrevista conductual estructurada (ECE) de panel para la promoción de jefes de unidades en la Administración Pública española. El primer estudio presenta las propiedades psicomé-tricas (fiabilidad entre evaluadores y validez de criterio) de la ECE. El...

Knowledge management systems try to elicit and support the flow of ideas and experiences among groups of employees (sometimes referred to as knowledge communities). Whereas numerous information and communication systems have been developed to support such knowledge exchanges, practical applications have found that technology alone cannot ensure tha...

A meta-analysis on the validity of tests of general mental ability (GMA) and specific cognitive abilities for predicting job performance and training success in the UK was conducted. An extensive literature search resulted in a database of 283 independent samples with job performance as the criterion (N=13,262), and 223 with training success as the...

This article consists of four sections. The first section presents a validity review of personality measures for predicting several or- ganizational criteria, including job performance, training success, leadership emergence, leadership effectiveness, work acci- dents, job satisfaction, turnover, counterproductive behaviours, absenteeism, and salar...

Many meta-analyses and hundreds of primary studies have been carried out on the criterion-oriented validity of personality measures for predicting job performance. The Five-Factor Model of personality has been used as a frame for analyzing the empirical evidence. However, the research in industrial, work and organizational psychology has not examin...

This paper examines the reactions to personnel selection methods in Spain and Portugal using a sample composed of 125 and 104 students, respectively. The results found are very similar in both countries. The best rated and most favorable methods are interviews, resumes and work sample tests, while contacts, integrity tests and graphology were the l...

Research and theory concerning beliefs (locus of control) and perceptions of control suggest that Asians tend to be lower and more passive than Americans, but this work has been conducted mainly with US-developed constructs and scales that assess primary control (i.e. changing the environment to adapt to the self). An international research team ex...

Este artículo tiene por objetivos: (1) presentar las entrevistas conductuales estructuradas (ECE) como una técnica apropiada para la selección de personal en las organizaciones tanto privadas como públicas; (2) describir el proceso de implementación de las entrevistas conductuales estructuradas en la Administración General del País Vasco (AGPV) y m...

A comprehensive meta-analysis of the validity of general mental ability (GMA) measures across 12 occupational categories in the European Community (EC) is presented. GMA measures showed that there is validity generalization and large operational validities for job performance and training success in 11 occupational groups. Results also showed that...

This article reports on a series of meta-analyses into the criterion validity of general menatl ability (GMA) and specific cognitive ability tests for predicting job performance ratings and training success in the European Community (EC). Meta-analyses were computed on a large EC database examining the operational validity of GMA and other specific...

This study compares the criterion validity of the Big Five personality dimensions when assessed using Five-Factor Model (FFM)-based inventories and non-FFM-based inventories. A large database consisting of American as well as European validity studies was meta-analysed. The results showed that for conscientiousness and emotional stability, the FFM-...