Pamela Alonso

Pamela Alonso
University of Santiago de Compostela | USC · Department of Organizational Psychology

Doctor of Psychology

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14
Publications
16,294
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243
Citations

Publications

Publications (14)
Article
Full-text available
This paper aims to expand the literature on the determinants of the Cognitive Reflection Test scores, exploring the effects that the items sequence has on (1) Cognitive Reflection Test scores, (2) response time, (3) the relationship between Cognitive Reflection Test scores and response time, and (4) Cognitive Reflection scores, response time, and t...
Article
Full-text available
The objective of this research was to develop and validate the Employment Interview Perceptions Scale (EIPS). This scale evaluates two dimensions: perception of comfort during the interview and perception of the suitability of the interview for applicant evaluation. Two samples were used. The first one was composed of 803 participants, who evaluate...
Article
Full-text available
This article presents the results of four primary studies that investigated the degree to which the Big Five personality dimensions predict job performance in occupations with a low level of job complexity. Job performance was assessed as overall job performance (OJP), task performance (TP), and contextual performance (CP). The results showed that...
Article
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This research examined three issues: (1) the degree to which interviewers feel confident about their decisions when they use a specific type of interview (behavioral vs. conventional), (2) what interview type shows better capacity for identifying candidates' suitability for a job, and (3) the effect of two biases on interview ratings: a) the sex si...
Article
Full-text available
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...
Article
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The aim of this study is to analyze the degree of use of different selection instrument in small and medium size Spanish companies (PYMES). The findings show that the CV, references, and unstructured interviews are used by the majority of both medium and small companies. These instruments are not the best in terms of psychometric properties. The re...
Article
Full-text available
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...
Article
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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,...
Article
Full-text available
Previous studies have demonstrated the validity and reliability of structured interviews for personnel selection. However, results have been contradictory on whether this method produces adverse impact against women. This study is a meta-analysis to determine if structured interviews produce adverse impact by gender of the interviewee. Findings ind...
Article
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This article presents two studies examining reliability (internal consistency, equivalence, and stability), construct validity, and gender discrimination of merit ratings as a personnel selection procedure. The first study (N=72) found that merit rating showed a large test-retest reliability and rater's agreement (rxx=.93) but low internal consiste...
Article
This article presents two studies examining reliability (internal consistency, equivalence, and stability), construct validity, and gender discrimination of merit ratings as a personnel selection procedure. The first study (N=72) found that merit rating showed a large test-retest reliability and rater’s agreement (rxx=.93) but low internal consiste...
Article
Full-text available
Resumen. Este artículo presenta dos estudios en los que se ha examinado la fiabilidad (consistencia inter-na, equivalencia y estabilidad), validez de constructo y discriminación de género de las valoraciones de méritos como instrumento de selección de personal. En el primer estudio (N=72) se encontró que la valo-ración de méritos presentaba una fia...

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