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Virtual Reality Technology: A New Tool for Personnel Selection
Abstract
The purpose of this article is to introduce virtual reality technology as a potential tool for personnel selection in organizations. We describe virtual reality technology, its hardware and software requirements, and some current applications. Then we propose specific types of job knowledge, skills, abilities, and other characteristics (KSAOs) particularly suitable to being assessed using virtual reality technology. We emphasize KSAOs that hold the greatest promise in terms of yielding greater validity than more commonly used selection techniques. We hope the present article will stimulate and guide future empirical research on the potential of virtual reality technology as a personnel selection tool.
... VR is a computational technology generated by one or more multisensory devices. The user can control, manipulate and explore, interactively and in real-time, allowing an immersive experience in a different and alternative environment (Aguinis et al ., 2001;Tori and Kirner, 2006). Through the use of 3D graphics or 360° videos, users experience an authentic computergenerated environment, creating a sense of presence that allows experiences such as walking on the surface of Mars, flying an aircraft, or observing the frescoes in the Sistine Chapel, without actually being there (Aguinis et al., 2001). ...
... The user can control, manipulate and explore, interactively and in real-time, allowing an immersive experience in a different and alternative environment (Aguinis et al ., 2001;Tori and Kirner, 2006). Through the use of 3D graphics or 360° videos, users experience an authentic computergenerated environment, creating a sense of presence that allows experiences such as walking on the surface of Mars, flying an aircraft, or observing the frescoes in the Sistine Chapel, without actually being there (Aguinis et al., 2001). ...
... But they also allow navigating through the environment, interacting with it, touching, lifting, manipulating, or moving objects (Kirner and Kirner, 2011). VR systems are often, but not always, immersive: immersion refers to the perception that the virtual environment surrounds the user, in which the stimuli of the physical environment are blocked through devices, such as the HMD, directing human senses to images, sounds, and objects to create a realistic virtual environment (Aguinis et al., 2001). ...
The growing interest in virtual and augmented reality applied to business leads companies to explore possible applications in several management areas. The application of virtual and augmented reality to human resources management and development is also underway.
... In addition to internships and contingent work arrangements, we propose the use of virtual-reality technology (VRT) as a third type of predictor of in situ performance. VRT was proposed as a personnel selection tool by Aguinis, Henle, and Beaty (2001), but its use does not seem to be common yet (Anderson, 2003). VRT is a computer technology that enables users to immerse themselves in an alternate world; through the use of real-time computer graphics, users experience a computer-generated environment as if it is real and they are part of it. ...
... VRT is a computer technology that enables users to immerse themselves in an alternate world; through the use of real-time computer graphics, users experience a computer-generated environment as if it is real and they are part of it. Aguinis et al. (2001) discussed VRT as a technique for the "future". However, the future is now. ...
... VRT creates a complex job environment in a realistic and highly controlled manner. As noted by Aguinis et al. (2001), "just a few years ago, this would have only been possible in science-fiction movies, but today virtual reality technology makes this feasible" (p. 70). ...
... In addition to internships and contingent work arrangements, we propose the use of virtual-reality technology (VRT) as a third type of predictor of in situ performance. VRT was proposed as a personnel selection tool by Aguinis, Henle, and Beaty (2001), but its use does not seem to be common yet (Anderson, 2003). VRT is a computer technology that enables users to immerse themselves in an alternate world; through the use of real-time computer graphics, users experience a computer-generated environment as if it is real and they are part of it. ...
... VRT is a computer technology that enables users to immerse themselves in an alternate world; through the use of real-time computer graphics, users experience a computer-generated environment as if it is real and they are part of it. Aguinis et al. (2001) discussed VRT as a technique for the "future". However, the future is now. ...
... VRT creates a complex job environment in a realistic and highly controlled manner. As noted by Aguinis et al. (2001), "just a few years ago, this would have only been possible in science-fiction movies, but today virtual reality technology makes this feasible" (p. 70). ...
We highlight important differences between twenty‐first‐century organizations as compared with those of the previous century, and offer a critical review of the basic principles, typical applications, general effectiveness, and limitations of the current staffing model. That model focuses on identifying and measuring job‐related individual characteristics to predict individual‐level job performance. We conclude that the current staffing model has reached a ceiling or plateau in terms of its ability to make accurate predictions about future performance. Evidence accumulated over more than 80 years of staffing research suggests that general mental abilities and other traditional staffing tools do a modest job of predicting performance across settings and jobs considering that, even when combined and corrected for methodological and statistical artifacts, they rarely predict more than 50% of the variance in performance. Accordingly, we argue for a change in direction in staffing research and propose an expanded view of the staffing process, including the introduction of a new construct, in situ performance, and an expanded view of staffing tools to be used to predict future in situ performance that take into account time and context. Our critical review offers a novel perspective and research agenda with the goal of guiding future research that will result in more useful, applicable, relevant, and effective knowledge for practitioners to use in organizational settings.
... While the introduction of virtual games, which integrate points, badges, competition, and role-playing, is fairly recent (Zielinski, 2015), simulations have continued to grow in popularity, as they provide high fidelity representations of actual work tasks and exhibit higher validities compared to other assessment methods (Lievens & Patterson, 2011). As technology continues to develop, high fidelity simulations will become even more realistic through the use of virtual, mixed, and augmented reality (Aguinis, Henle, & Beaty, 2001;Reynolds & Dickter, 2017). Organizations are also beginning to incorporate virtual interviews into the selection process and are working to leverage voice-analysis and emotion-recognition software to help gauge a candidate's emotional reaction and truthfulness during the interview by analyzing things like facial expressions, word choice, speech rate, and vocal tones (Zielinski, 2017). ...
... Similar to the selection space, online training is going mobile, allowing learners to access training on demand using their smart devices, and will soon be the most conventional medium to reach the digitally connected workforce (Parsons, 2014). While virtual reality has been used for training within the military and medical fields for some time (Aguinis et al., 2001;Beach, 2016;Davies, 2016a), advances in technology will make this method of training more popular for a wider number of industries and roles (Feloni, 2017). In addition, augmented reality is being used as the primary tool in a type of just-intime training where workers access training on an as-needed basis through a headsup display (Shamma, 2017). ...
The Cambridge Handbook of Technology and Employee Behavior - edited by Richard N. Landers February 2019
... La justice distributive : basée sur la théorie de l'équité (Adams, 1965), elle correspond à l'équité des résultats de décisions organisationnelles (Folger & Cropanzano, 1998, in Marzucco & Hansen, 2013 et renvoie aux règles perçues qui influencent les perceptions d'équité des décisions (Ployhart & Ryan, 1998, in Marzucco & Hansen, 2013. Comme le propose Adams (1965), une décision est juste quand les récompenses sont proportionnelles aux contributions, c'est à dire, au mérite (Steiner, Amoroso & Hafner., 2004). ...
... La justice distributive : basée sur la théorie de l'équité (Adams, 1965), elle correspond à l'équité des résultats de décisions organisationnelles (Folger & Cropanzano, 1998, in Marzucco & Hansen, 2013 et renvoie aux règles perçues qui influencent les perceptions d'équité des décisions (Ployhart & Ryan, 1998, in Marzucco & Hansen, 2013. Comme le propose Adams (1965), une décision est juste quand les récompenses sont proportionnelles aux contributions, c'est à dire, au mérite (Steiner, Amoroso & Hafner., 2004). Dans le contexte du recrutement, les candidats perçoivent comme plus juste un recrutement qui donne le poste au candidat le plus en adéquation avec l'emploi, c'est-à-dire le profil correspondant le plus au poste en se basant sur ses résultats aux tests et autres évaluations de ses qualifications et compétences (Laberon, 2011). ...
A l'ère actuelle, les technologies deviennent omniprésentes et ce d'autant plus dans le cadre organisationnel. La psychologie et le recrutement alliés aux nouvelles technologies donnent des opportunités naissantes. Les choix des outils technologiques et méthodes dans le cadre des processus de recrutement ont un impact sur les perceptions qu'ont les candidats. Les candidats réagissent différemment selon les techniques de recrutement. Comment les candidats réagissent aux nouvelles technologies dans le cadre du processus de recrutement ? Quelles méthodes sont préférées et à quel niveau ?
... VR's potential as a methodological platform for management research was proposed more than two decades ago (e.g. Aguinis, Henle, & Beaty, 2001;Pierce & Aguinis, 1997). But, its application was not quite ready given practical, logistical, and cost-related challenges. ...
... Applying 'augmented/virtual reality' in personnel selection can even improve the validity of test results. However, it can also cause negative physical effects and the need for training to familiarize applicants with the technology (Aguinis et al. 2001). Further, by implementing time constraints for each item, 'speeded tests' can be used to decrease cheating (Arthur et al. 2010). ...
Driven by digitalization and accelerated by the COVID-19 pandemic, the ‘war for talents’
is increasingly shifting towards the digital world, transforming traditional personnel
selection systems into information systems. While these digital personnel selection
systems (DPSSs) make use of video interviews or gamified assessments to realize benefits in terms of cost-efficiency and sustainability, the use of digital technologies has a
significant impact on user behaviors and selection outcomes. Against this backdrop, we
present a common, interdisciplinary conceptualization of DPSSs in terms of a framework
for technology-driven factors, which we inferred from a systematic literature review. Our
interview-based evaluation showed that such an overview is urgently needed in research
and practice. Our findings represent a theory for analyzing and add to the descriptive
knowledge by providing an information systems lens on personnel selection. With this
understanding of technology-driven factors, we provide a profound basis for developing
user-centric DPSSs
... Augmented reality can help get the students more involved and less bored in the classroom (Sumadio & Rambli, 2010). The present students need significant, portable, and customized content that can be provided through AR. Figure 1 outlines the features of four different approaches viz E-learning, MOOCs, VR, and AR in education with discussion on their applications and limitations, and subsequent sections summarize these approaches (Aguinis et al., 2001;Bacca et al., 2014;Billinghurst et al., 2001;Ferguson & Sharples, 2014;Gunasekaran et al., 2002;Khalid et al., 2019a;Oye et al., 2012;Radu, 2014;Sumadio & Rambli, 2010). ...
Over the past numerous years, the training structure is applying outdated strategies that keep schools from moving to competency-based models. Since most of the parts are instructor-oriented, the students are the detached party in the classroom which prompts less communication between students and the instructor. Augmented Reality (AR) is an interactive technology that reshapes the classroom learning environments by providing a means to interact with the course and the instructor dynamically. The learning process can be made more effective, efficient, and expressive when AR is implemented in education. Recently, many research efforts have been made for merging AR with teaching because of its ability to provide an immersive and interactive environment. Furthermore, this work discusses the benefits of AR compared to customary technical platforms (such as e-learning, MOOC courses, and virtual reality) and traditional schooling approaches (chalk and talk and old-style books). Additionally, this work presents the studies that have been carried out on AR, outlines and provides a chronological review of the different approaches of AR being executed in training and education. The paper also highlights the present state of the art research, how the technology trend has changed over the years, and which subjects and their corresponding domain have been explored.
... VRT engages individuals in the simulated environment by requiring navigation, interaction, and immersion (Vince, 1998(Vince, , 2004. Aguinis, Henle, and Beaty (2001) provided the first extensive discussion of VRT use in employee selection. Their Table 2 provided examples of VRT techniques that could be used to assess job knowledge, skills, abilities (cognitive, psychomotor, physical, and perceptual), as well as conscientiousness and integrity. ...
... VR is defined as "a computer technology that enables users to view or immerse themselves in an alternate world". 23 More specifically, it is a distraction method that provides the user with real-time interaction with computer-simulated entities in a pseudo-natural immersion via multisensory stimulation (vision, hearing, and sometimes touch). [24][25][26][27] Fuchs 26 identifies immersion and interaction as key components of VR, while Vince 28 and Aguinas et al 23 add navigation in the virtual environment as a third component. ...
Background
Virtual reality (VR) is a non-pharmacological method to distract from pain during painful procedures. However, it was never tested in young children with burn injuries undergoing wound care.
Aim
We aimed to assess the feasibility and acceptability of the study process and the use of VR for procedural pain management.
Methods
From June 2016 to January 2017, we recruited children from 2 months to 10 years of age with burn injuries requiring a hydrotherapy session in a pediatric university teaching hospital in Montreal. Each child received the projector-based VR intervention in addition to the standard pharmacological treatment. Data on intervention and study feasibility and acceptability in addition to measures on pain (Face, Legs, Activity, Cry, Consolability scale), baseline (Modified Smith Scale) and procedural (Procedure Behavior Check List) anxiety, comfort (OCCEB-BECCO [behavioral observational scale of comfort level for child burn victims]), and sedation (Ramsay Sedation Scale) were collected before, during, and after the procedure. Data analyses included descriptive and non-parametric inferential statistics.
Results
We recruited 15 children with a mean age of 2.2±2.1 years and a mean total body surface area of 5% (±4). Mean pain score during the procedure was low (2.9/10, ±3), as was the discomfort level (2.9/10, ±2.8). Most children were cooperative, oriented, and calm. Assessing anxiety was not feasible with our sample of participants. The prototype did not interfere with the procedure and was considered useful for procedural pain management by most health care professionals.
Conclusion
The projector-based VR is a feasible and acceptable intervention for procedural pain management in young children with burn injuries. A larger trial with a control group is required to assess its efficacy.
... Virtual reality is a technology that allows individuals to immerse themselves in a threedimensional space where they can view, move, and interact with objects, as if they were real (Aguinas, Henle, & Beaty Jr, 2001;Mujber, Szecsi, & Hashimi, 2004). VR can help organizations meet their goals of attracting highly qualified job applicants. ...
... Questions regarding this will lie at both the automating and informating level. Aguinis, Henle, and Beaty, Jr. (2001) suggest that the use of virtual reality technology and simulations can enhance the realism and accuracy of selection tests. For example, a prospective building inspector can now virtually inspect a building instead of just answering questions on a paper-pencil test. ...
... Serious games worden verder gekenmerkt door de navigatiemogelijkheden, de interactie (bv. tussen avatars) en de immersie van de kandidaat in de virtuele testomgeving (Aguinis, Henle & Beaty, 2001). ...
... However, considering the technological devices easily available now, other approaches seem viable and promising. For example, virtual reality has been used in psychological assessment related to personnel selection or forensic assessment (Aguinas, Henle, & Beaty, 2001; Mertens & Allen, 2008). Other promising approaches can be found in means of ambulatory assessment or experience sampling (Fahrenberg et al., 2007 ). ...
... The first of these is the use of simulations using virtual reality. Virtual Reality has been defined as "a computer technology that enables users to view or 'immerse' themselves in an alternate world (Aguinis et al., 2001). The goal of virtual reality training is for the trainee to become immersed in and interact with the virtual environment in such a way that the environment seems "real" to them. ...
In recent years, information technology has had a profound effect on human resources (HR) processes and practices. However, relatively little research has examined its effectiveness, and most of the existing studies have not assessed the degree to which these new systems enable organizations to reach their HR goals of attracting, motivating and retaining employees. One reason for this is that there are a number of limitations associated with current systems including the fact that they: (a) use one way communication systems, (b) are impersonal and passive, (c) do not always allow for interpersonal interaction, and (d) often create an artificial distance between individuals and organizations. Thus, the primary purposes of the present article are to review the current effects of technology on HR processes, consider the existing literature on the topic, and discuss the advantages and potential limitations of using these systems. In addition, we offer directions for future research and practice on using technology to facilitate HR processes.
... Telepresence, or full-immersion VR, means that users lose awareness of being present at the site of the human-computer interface, and instead feel fully immersed in the VR environment experience (Stanney, 2002). Once immersed in a VR environment, users can perform surgery, walk on the surface of Mars, fly an aircraft, or stroll through the Sistine Chapel without really being there (Aguinis et al., 2001). ...
We discuss seven methodological improvements that would stimulate important advancements in management research. We refer to these improvements as ‘wishes’ that we hope will materialize within the next decade. To promote the implementation of these improvements, we offer concrete and actionable recommendations that researchers can apply when designing and conducting empirical research and that journal editors and reviewers can consider when evaluating manuscripts for publication. These improvements address: (1) accelerating theoretical progress; (2) improving the construct validity of measures; (3) strengthening causal inferences; (4) incorporating multilevel design, measurement, and analysis; (5) balancing trade-offs between internal and external validity, (6) understanding the nature and impact of outliers; and (7) offering a realistic and useful description of a study's limitations.
... m sollicitanten te screenen. Voorbeelden van multimedia tests zijn multimedia situational judgment tests (SJT's, bijv. Olson-Buchanan & Drasgow, 2006; en webcamtests, bijv. Oostrom, Born, Serlie & Van der Molen, 2010), interviews via videoconferentie (bijv.Chapman, Uggerslev & Webster, 2003), en tests die gebruik maken van virtuele realiteit (bijv.Aguinas, Henle & Beaty Jr., 2001). Multimedia tests laten een actieve, dynamische uitwisseling van informatie tussen organisaties en kandidaten toe ...
Recruitment & Selection: Back from never been gone
Recruitment & Selection: Back from never been gone
The Netherlands and Flanders are well known for their long and profound tradition in research and development on recruitment and selection practices. During the past decade, however, considerably less attention has been paid towards recruitment and selection topics, both within the Dutch/Flemish academic literature as well as at Dutch/Flemish universities (e.g., in terms of the number of specialized courses). This remarkable observation runs counter to the call for scientifically trained recruiting/selection experts as instigated by several new developments within the professional field of recruitment and assessment. This article presents six developments/trends in recruitment and selection. We further illustrate the scientific-practitioner gap as well as several perspectives on recruitment and selection to address some of the recent developments.
... Another emerging area of intervention research is taking place in the field of industrial/organizational (I-O) psychology. Stanton and Rogelberg (2002) summarized the trend for online research methods in I-O psychology, including the use of virtual reality to simulate organizational situations and examine individuals' reactions to those situations (Aguinis, Henle & Beaty, 2001); online interviewing, including using chat room technology for conducting focus groups (Gaiser, 1997); the use of Webcams to collect behavioral data (Bellotti, 1997); the use of global positioning devices to identify the movement of employees for a given time (Harter & Hopper, 1994); using computer performance monitoring (CPM) devices that record the productivity of telephone operators or employees doing data entry (Stanton, 2000); and the analysis of Internet archives of an organization, including e-mails, documents, online teleconferencing, and chat rooms (Bargiela-Chiappini & Harris, 1996). As with the clinical studies mentioned earlier, these studies demonstrate creative ways in which Internet technology is being utilized in I-O psychology but did not examine issues of diversity. ...
People from around the globe rely on the Internet for daily use in a variety of ways from downloading information and staying connected with friends and family to collecting data for research purposes. Although the authors have seen rapid growth in access to the Internet among multicultural populations, some groups are still far behind. In particular, those with most limited access include non-English-speakers and low-income and working-class individuals in general. This paper discusses the use of the Internet as a research tool with culturally diverse populations with a focus on two specific purposes: The Internet as a tool to collect information about participants (e.g., survey research, qualitative and descriptive research, and needs assessment); and the Internet as an intervention tool in itself (e.g., intervention research and participatory research). The authors will discuss issues and challenges of using the Internet as a research tool and provide recommendations for using the Internet with culturally diverse populations in a culturally competent manner.
The aim of this paper is to identify initial requirements for a proactive and human-centered automotive development process, which considers future effects of global trends and challenges. For this, a qualitative case study is conducted on an industrial project, which focused on the effects of demographic development in a worldwide known and leading German automotive manufacturer. The actual demographic situation and future challenges are analyzed with the use of demography relevant criteria by workshops with experts from the manufacturer. Four topics were identified as crucial in the context of demography for the future (ergonomic workplace design, age-differentiated workplace design, intergenerational knowledge transfer, and personnel development). These topics are further explored by an expert workshop. In a case study, requirements for a human-centered automotive development process are derived from the discussions and results of the expert workshop. The paper concludes with an outlook regarding future actions to identify additional requirements and the development of a more human-centered automotive development process for practical use.
Цель работы. Целью работы является обоснование возможности и перспектив использования математического моделирования процессов управления персоналом в бизнесе. Метод или методология проведения работы. Исследование построено на методах общенаучного анализа и обобщения. Для обоснования выдвигаемых положений применялись методы системного анализа, теория игр. Результаты. Актуальность работы обусловлена возрастанием интереса к теории игр как инструменту принятия стратегических решений в российских компаниях при повышении уровня конкуренции на рынке в условиях риска и неопределенности, что предполагает оптимальность и эффективность принятия решения на математической основе. Для целей исследования выделен круг задач по оценке персонала. В связи с переходом российской экономики к инновационному типу развития приоритетной задачей менеджмента организации становится обеспечение качества трудовых ресурсов. Это объясняется тем, что человеческий капитал становится одним из решающих нематериальных факторов конкурентоспособности компаний. По этой причине особую значимость приобретает задача управления персоналом в условиях новой экономики. В рамках проведенного исследования для решения указанной задачи предлагается использование теории игр для повышения эффективности используемых на практике в сфере управления персоналом процедур и технологий. Теория игр является ключевым элементом в большинстве процессов принятия решений с участием двух или более людей или организаций. Она позволяет предсказывать исход сложных процессов принятия решений. Теорию игр эффективно использовать при принятии решений в ситуациях конфликта, конкуренции, сотрудничества. Область применения результатов. Результаты проведенного исследования могут использоваться для формирования системы управления персоналом организаций. Выводы. В результате исследования были сделаны выводы о целесообразности использования теории игр при оценке персонала для принятия управленческих решений, так как она позволяет производить точные математические расчеты и получать конкретные результаты с учетом интересов как работников, так и работодателей.
This chapter outlines and defines e-learning in its various contexts. It reviews several e-learning frameworks and provides an integrative framework though which the research on e-learning is reviewed. Given the centrality of e-learning to both corporate and educational training and learning initiatives, it is important for organizations and educators to understand how best to leverage technology in the design of e-learning initiatives. The chapter provides a set of evidence-supported guidelines for research to build on and for designers to build more effective e-learning initiatives. It reviews a number of e-learning frameworks and integrates them into an overall framework. This framework considers the role of the learner/trainee, the instructor, course design, technology, and the organization serve as inputs to the learning process. In turn, several motivational, behavioral and cognitive processes mediate these inputs and impact learning outcomes such as satisfaction and performance.
The professional role of psychologists who work in Human Resources, and more specificalIy in Staff Recruitment and Selection, is undergoing profound modifications, in parallel to the rapid technological, economic and even philosophical changes taking place in society as a whole. This study is a brief analysis of the evolution of psychology applied to the field of Staff Assessment and Selection and its likely development in the future. Recent research in psychology, the use of new technologies to evaluate and recruit staff, the huge changes in the work market and the new challenges that organizations face today form the basis for this reflection
The “war for talent” is still on. Annually conducted surveys have indicated for years that one third of all organizations are unable to fill vacant job positions with suitable candidates. Responding to these and other challenges, human resource management (HRM) is expected to transform itself. General opinion holds that the HRM transformation has just begun and that the potential of IT in HRM is not yet fully exploited. Examining the value potential of IT in HRM, existing IS research predominately studies the impact of IT on HRM. We contribute by examining the reverse impact in three steps. First, we use Thompson's theory of organizations in action to examine the expected impact of the HRM transformation on IT ("to-be" situation). Second, we use Kohli and Grover's IT value typology and review 20 years of the publication history ("as-is" situation). Finally, we relate expectations to actual review findings. We find that the HRM transformation should lead to a major shift in technology type used in organizations. However, this shift is not recognized yet, which is why our literature review reveals considerable unaddressed value potential of IT in HRM. We finish the paper by outlining IS research avenues in the context of HRM.
The Netherlands and Flanders are well known for their long and profound tradition in research and development on recruitment and selection practices. During the past decade, however, considerably less attention has been paid towards recruitment and selection topics, both within the Dutch/Flemish academic literature as well as at Dutch/Flemish universities (e.g., in terms of the number of specialized courses). This remarkable observation runs counter to the call for scientifically trained recruiting/selection experts as instigated by several new developments within the professional field of recruitment and assessment. This article presents six developments/trends in recruitment and selection. We further illustrate the scientist-practitioner gap as well as several perspectives on recruitment and selection to address some of the recent developments.
Distributed performance arrangements are increasingly used by organizations to structure dyadic and team interactions. Unfortunately, distributed teams are no panacea. This chapter reviews some of the advantages and disadvantages associated with the geographical and temporal distribution of team members. An extended discussion of the implications of distributed team performance for individual, team, and organizational decision making is provided, with particular attention paid to selected cultural factors. Best practices and key points are advanced for those stakeholders charged with offsetting the performance decrements in decision making that can result from distribution and culture.
This new edition suggests new directions for research and practice, includes emphasis on modern computers and technology useful in assessment, and pays more attention to prediction of individual growth and globalization challenges in the assessment process. The book will be of interest to faculty and students in Industrial Organizational psychology, human resource management and business. IO psychologists in private business and public sector organizations who have responsibilities for staffing and an interest in measurement and statistics will find this book useful.
This article introduces the special issue “Beyond psychometrics: assessment for the new millennium” and further speculates on how a number of organisational trends may influence selection practice in the future. These trends include the continuing emphasis on delayering, of selecting “core” strategic staff, of organisational fit, the impact of technology, the devolution and outsourcing of selection, the rise of teleworking, the questioning of Western assumptions alongside globalisation, and diversity. Developments in selection responses to these factors are identified, such as the popularity of assessment centres, psychometric tests, personality instruments and genetic testing. Some suggestions are made for possible future developments including whole team (or board) selection, the greater use of depth interviews, clinical tests of neurological functioning, and of virtual simulations, and the notion of the possession by individuals of a portable and verifiable assessment portfolio.
Purpose
The purpose of this paper is to discuss the impact of technology on the human resources (HR) function in organizations, in general, and in hospitality firms, in particular.
Design/methodology/approach
The issue is presented through an extensive literature review, in addition to practical examples and demonstrations from the hospitality industry.
Findings
The literature clearly points to a substantial incorporation of technology in HR operations, to the extent that human resource information systems (HRIS) are perceived today as internal e‐commerce. This transition offers significant potential but also raises challenges and concerns. In addition, certain constraints often prevent HRIS from being utilized to their full potential, and therefore need to be addressed at the managerial level.
Practical implications
The review particularly raises the importance of managerial commitment to the successful performance of HRIS in organizations. In addition, suggestions for overcoming the barriers of the effective implementation of HRIS across HR functions are detailed throughout the paper.
Originality/value
The paper presents an important contemporary issue that has received very little attention in the hospitality and tourism literature. By providing a state‐of‐the‐art review on the potential contribution of HRIS to the industry, and elaborating on critical issues related to the topic, the paper can be of value for both HR educators and practitioners.
Instruments for Personnel Selection in the 21st Century: Research and Practice This article presents an evidence-based overview of innovative selection techniques that were developed in the last years to provide an answer to key questions concerning the contemporary practice of selection. In addition, we aim to point out gaps in the current knowledge about these novel techniques to guide future research. The article shows that innovative selection instruments such as conditional reasoning tests, integrity tests, and implicit association tests might offer opportunities to measure value-based competencies, and maladaptive traits. Furthermore, contextualized personality questionnaires, business-related intelligence tests, situational judgment tests, and so-called serious games enable organizations to improve their image, which creates branding opportunities to promote the company as an attractive employer. Finally, we conclude by stating that practitioners and researchers face numerous selection challenges. Examples are the selection of a diverse as well as competent workforce and the reliable and valid implementation of unproctored Internet testing.
This paper presents a narrative review of recent research into applicant and recruiter reactions to new technology in employee selection. Different aspects of the use of new technology are noted including computer-based testing, Internet-based recruitment and candidate assessment, telephone-based and video-based interviews, video-based situational judgment tests, and virtual reality scenarios. It is argued that an appropriate way to conceptualize these advances is as 'technical innovations' as defined in the creativity and innovation research in Industrial, Work, and Organizational (IWO) psychology. Applicant reactions research is reviewed thematically, and studies into three main themes are discussed: Applicant preferences and reactions, equivalence, and adverse impact. Following Bartram (2001), an amphibian-monarchistic analogy is employed at several stages in the review. Four major criticisms of the extant applicant reactions research base are noted: its atheoretical orientation, a short-termist concentration upon reactions level outcomes, an over-reliance on students as surrogates, and a patchiness of coverage of crucial research questions. The second part of this paper explores neglected issues of recruiter adoption of new technology for employee selection. Again drawing from advances in the innovation and creativity literatures, this section explores likely antecedent factors at the individual and organizational levels of analysis. A general model of recruiter adoption of new technology is posited as a framework for future research in this area. For both applicant and recruiter reactions further research is called for and implications for practice are noted throughout.
Virtual manufacturing is the use of a desktop virtual reality system for the computer-aided design of components and processes for manufacture. Virtual reality is a computer technology that enables users to view or 'immerse' themselves in an alternate world. Immersion and man-machine interaction is the core of VR technology. VR technology has obvious applications in education and training where potentially dangerous tasks such as flying or surgery are carried out and also has been used for many different applications in a variety of industries. This work provided some insight into reconstructing of virtual machining center by using Virtools platform and realized the machining center navigation and man-machine interactive operation. In this virtual environment, users can operate the machining center and complete a product machining process. Through this virtual platform, users can obtain knowledge about structure of machining center and get familiar with the complex operation of machining center before they have opportunity of manipulating the real machining tool, which is desirable for practical operation.
Virtual reality systems involve the integration of both hardware and software components. The hardware enables users to navigate, interact and become immersed in the virtual environment while underlying support software creates the virtual environment and integrates the hardware into a working system. Although virtual reality is widely used for product design visualisation in engineering, there exist a number of possible avenues where virtual reality can be very effective. This paper deals with viable industrial applications for the visualisation of internal details of complex macrostructure. This research paper is concerned with a bone scaffold and chainmill structure that is less than 10 millimeters in size with relatively complex interconnections. The paper discusses the significant advantages of visualising and interacting with 3D digital prototype models of such structures in a virtual environment over the original physical structure, rapid prototype model and other techniques.
Older adults with questionable dementia are at risk of progressing to dementia, and early intervention is considered important. The present study investigated the effectiveness of a virtual reality (VR)-based memory training for older adults with questionable dementia.
A pre-test and post-test design was adopted. Twenty and 24 older adults with questionable dementia were randomly assigned to a VR-based and a therapist-led memory training group, respectively. Primary outcome measures included the Multifactorial Memory Questionnaire and Fuld Object Memory Evaluation.
Both groups demonstrated positive training effects, with the VR group showing greater improvement in objective memory performance and the non-VR group showing better subjective memory subtest results in the Multifactorial Memory Questionnaire.
The use of VR seems to be acceptable for older adults with questionable dementia. Further study on the effect of educational background and memory training modality (visual, auditory) is warranted.
The assumptions and statistical implications of six methods of test use in em- ployment contexts were examined by using an actual distribution of test scores of 3,377 candidates for jobs as firefighters in a large U.S. city. The six methods examined were: (a) strict top-down referral in order of test score; (b) within-group percentile referral; (c) fied bands, using random referral within bands; (d) fied bands, using nonrandom, diversity-based referral within bands; (e) sliding bands, using random referral within bands; and (f) sliding bands, using nonrandom, diversity-based referral within bands. The six strategies yielded significant differences on two related criteria: the percentages of minority and nonminority candidates referred for selection, and the relative level of adverse impact produced by each referral strategy. Average test scores of selectees at two different selection ratios did not differ significantly across the six referral strategies. Implications of the findings are discussed in terms of their impact on merit hiring and the achievement of economic and social goals. In general, use of any strategy other than strict top-down referral results in some loss in utility. However, if the goal is to optimize social and economic objectives simultaneously, then tradeoffs are necessary. In some situations, use of the sliding band (with diversity-based referral) may be best suited to this purpose.
Tested F. L. Schmidt and J. E. Hunter's (1977) Bayesian validity generalization procedure. This procedure was applied to 56 distributions of validity coefficients drawn from 698 published and unpublished studies representing 5 clerical job families, 10 test types, and 2 classes of criteria—job proficiency and training success. Results show that most of the between-study variation in empirical validity results is accounted for by 4 statistical artifacts, thus casting doubt on the belief that employment test validities are situationally specific. In most cases, generalization of validity to similar clerical jobs or new settings appears to be justified, even where the hypothesis of situational specificity can not be rejected with certainty. The correlation between mean test type validities for proficiency and training criteria was high, indicating that, contrary to previous belief, similar ability measures are predictive of both criterion types. (45 ref) (PsycINFO Database Record (c) 2012 APA, all rights reserved)
The purpose of this research was to develop and test a theory of decision-making performance for hierarchical teams with distributed expertise. This theory identifies 3 core team-level constructs (team informity, staff validity, and hierarchical sensitivity) and 3 constructs below the team level that are central to decision-making accuracy in hierarchical teams with distributed expertise. Two studies are presented to test the proposed theory. A total of 492 college students worked on a computerized command-and-control simulator. Results from these studies are discussed in light of the theory. Similarities and differences in results across the 2 studies are discussed, as are potential modifications of the theory considering the data. Finally, implications of the theory for applied team contexts are elaborated.
Two data sources--self-reports and peer ratings--and two instruments--adjective factors and questionnaire scales--were used to assess the five-factor model of personality. As in a previous study of self-reports (McCrae & Costa, 1985b), adjective factors of neuroticism, extraversion, openness to experience, agreeableness-antagonism, and conscientiousness-undirectedness were identified in an analysis of 738 peer ratings of 275 adult subjects. Intraclass correlations among raters, ranging from .30 to .65, and correlations between mean peer ratings and self-reports, from .25 to .62, showed substantial cross-observer agreement on all five adjective factors. Similar results were seen in analyses of scales from the NEO Personality Inventory. Items from the adjective factors were used as guides in a discussion of the nature of the five factors. These data reinforce recent appeals for the adoption of the five-factor model in personality research and assessment.
PROPOSES A NEW EMPHASIS IN THE PREDICTION OF FUTURE JOB BEHAVIOR. THE ESTABLISHMENT OF CONSISTENCIES IS SUGGESTED BETWEEN RELEVANT DIMENSIONS OF JOB BEHAVIOR AND PREEMPLOYMENT BEHAVIOR SAMPLES OBTAINED FROM REAL OR SIMULATED SITUATIONS. IF SAMPLES INSTEAD OF SIGNS ARE EMPLOYED, A NUMBER OF PREDICTION AND MEASUREMENT PROBLEMS ARE ALLEVIATED OR AT LEAST CONFRONTED MORE DIRECTLY. AN EMERGING TECHNOLOGY OF BEHAVIOR SAMPLING AND MEASUREMENT APPEARS TO MAKE THESE GOALS OBTAINABLE. (20 REF.) (PsycINFO Database Record (c) 2006 APA, all rights reserved).
In 3 prior meta-analyses, the relationship between the Big Five factors of personality and job criteria was investigated. However, these meta-analyses showed different findings. Furthermore, these reviews included studies carried out only in the United States and Canada. This study reports meta-analytic research on the same topic but with studies conducted in the European Community, which were not included in the prior reviews. The results indicate that Conscientiousness and Emotional Stability are valid predictors across job criteria and occupational groups. The remaining factors are valid only for some criteria and for some occupational groups. Extraversion was a predictor for 2 occupations, and Openness and Agreeableness were valid predictors of training proficiency. These findings are consistent with M.R. Barrick and M.K. Mount (1991) and L.M. Hough, N.K. Eaton, M.D. Dunnette, J.D. Kamp, and R.A. McCloy (1990). Implications of the results for future research and the practice of personnel selection are suggested.
From the Publisher:
This in-depth review of current virtual reality technology and its applications provides a detailed analysis of the engineering, scientific and functional aspects of virtual reality systems and the fundamentals of VR modeling and programming. It also contains an exhaustive list of present and future VR applications in a number of diverse fields. Virtual Reality Technology is the first book to include a full chapter on force and tactile feedback and to discuss newer interface tools such as 3-D probes and cyberscopes. Supplemented with 23 color plates and more than 200 drawings and tables which illustrate the concepts described.
Conventional research methodologies that use written vignettes to present stimuli have been criticized as lacking in realism. We propose the use of highly immersive virtual reality (VR) technology to overcome limitations of written vignettes and other traditional methodologies. We also illustrate how VR technology can be effectively used to investigate various topics in organizational behavior and industrial/organizational psychology. © 1997 John Wiley & Sons, Ltd.
Recent advances in virtual reality (VR) have resulted in major opportunities for improving the safety training of mine workers, supervisors and managers. VR has the potential to expose mine personnel to hazardous situations in a safe, highly visual and interactive manner. Customized simulations of mine layouts, dynamic operations and mine environment can be set up, and mine personnel can be allowed to move around the virtual mine, making decisions at key points. The consequences of both correct and incorrect decisions can be immediately fed back to the trainee.
We adopted a strong inference epistemological approach and confronted predictions derived from 2 competing paradigms that attempt to explain poor evaluations and slow organizational advancement of female managers as compared to male managers. Participants viewed a video tape of a manager (female, male) occupying identical roles in the organizational structure and using 1 of 2 forms of influence behaviors (direct or indirect). The prediction of the social-role model was that female managers would receive more negative evaluations than did male managers when using (sex-role incongruent) direct influence behaviors. The prediction of the structural model was that there would be no gender-based differences and there would be a main effect for influence use (because direct influence is more congruent with the managerial position than is indirect influence). Supporting the structural model, ratings of managerial power, leadership effectiveness, managerial attributes, and reactions to an influence attempt were affected by the type of influence used and not by gender.
We advance and illustrate a new procedure for the formation of equivalence bands in preemployment tests for situations in which criterion data are available. The proce- dure consists of 3 steps: (a) the computation of the width of a band of statistically indistinguishable scores on a performance measure Y, (b) the determination of the upper and lower limits on the band for Y, and (c) the computation of the 2 scores on a preemployment test X that produce predicted scores for Y equal to the upper and lower limits of the band on Yestablished in Step 2. Thus, this new approach generates 2 scores on X that are associated with a range of statistically indistinguishable scores on the predicted value of the criterion.
Hanges, Grojean, and Smith (this issue) reaffirmed the Cascio, Outtz, Zedeck, and Goldstein (1991) "traditional" test score banding procedure and argued that the "alternative" method proposed by Aguinis, Cortina, and Goldberg (1998) is problematic. We clarify 4 differences between the traditional and alternative procedures. We suggest once again that the traditional approach be used when evidence regarding criterion-related validity is not available and that the alternative approach be used when this information is available.
This book reviews recent efforts to deal with taxonomic issues in the behavioral sciences. Some of the material is based on an extensive research program directed by the first author. The book updates this work and integrates it with recent related research. The program attempted to develop and evaluate systems for describing and classifying tasks that could improve predictions about human performance. Emphasis is on a common task-descriptive language to integrate the human performance research literature and improve generalizations of research findings.
The book brings together ideas from such diverse fields as human learning, experimental and differential psychology, task analysis, and human factors technology. These fields in one form or another are concerned with the prediction of human task performance, but there has so far been a lack of communication across these fields. This book provides the needed integration. The effort represents one of the few attempts to bridge the gap between basic research on human performance and the applications of the research to real-world problems.
The book deals with conceptual and methodological issues in developing useful taxonomic structures in various areas of the behavioral sciences, and relates these to developments in other sciences. Innovative efforts in areas of human performance are reviewed and evaluated according to a variety of criteria. The world of human tasks is not impossibly diverse and common task dimensions that allow improved predictions of human performance can be identified. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
How virtual reality is helping improve patient care in the form of advanced educational tools and therapeutic options.
Virtual reality (VR) is a highly interdisciplinary field involving computer science; perceptual psychology; human factors engineering; signal processing; and electrical, mechanical, and optical engineering. This unique book brings together vital information from all of these fields, providing both the theoretical and practical knowledge required to design VR systems capable of solving real-world problems. A serious treatment fo VR written specifically for engineers, researchers, and designers in industry and the military, this advanced-level handbook is up to date in every respect. Author and VR expert Rory Stuart describes each stage of the VR design process in detail, explaining a rigorous methodology for the planning, design, and testing of VR systems.
Virtual reality (VR) has become increasingly well-known over the last few years. However, little is known about the side-effects of prolonged immersion in VR. This study set out to investigate the frequency of occurrence and severity of side-effects of using an immersion VR system. Out of 146 subjects, 61% reported symptoms of malaise at some point during a 20-min immersion and 10-min post-immersion period. These ranged from symptoms such as dizziness, stomach awareness, headaches, eyestrain and lightheadedness to severe nausea. These symptoms caused 5% of the subjects to withdraw from the experiment before completing their 20-min immersion period. Further research needs to be conducted that attempts to identify those factors that play a causative role in the side-effects of the VR system, and that looks for methods of reducing these side-effects.
On the basis of a distinction between test content and method of testing, the present study examined several conceptually and practically important effects relating race, reading comprehension, method of assessment, face validity perceptions, and performance on a situational judgement test using a sample of 241 psychology undergraduates (113 Blacks and 128 Whites). Results showed that the Black-White differences in situational judgment test performance and face validity reactions to the test were substantially smaller in the video-based method of testing than in the paper-and-pencil method. The Race x Method interaction effect on test performance was attributable to differences in reading comprehension and face validity reactions associated with race and method of testing. Implications of the findings were discussed in the context of research on adverse impact and examinee test reactions.
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