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The Validity and Utility of Selection Methods in Personnel Psychology: Practical and Theoretical Implications of 100 Years of Research Findings

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... To achieve this, additional biographical variables were used, namely job level for the entire sample and tenure for a subset of the data collected for this project. Tenure, which, in this case, also reflects job experience, is related to performance independent of the complexity levels of jobs (Schmidt et al., 2016). Job level could be viewed as a proxy for job complexity, where job complexity increases as greater educational attainment is required for professional or managerial roles. ...
... The above levels were informed by classifications of jobs into occupational categories, as reported by Statistics South Africa (2012) and the National Center for O*NET Development (2022). Job level is also likely to be positively related to job performance if valid decisions were made to select or promote employees (Hunter et al., 1990;Schmidt et al., 2016). Based on existing evidence, it was hypothesised that: ...
... Tenure did not appear to be a corollary of general individual work performance. The effect of tenure on performance seems to taper off after 5 years of job experience when the acquisition of knowledge and skills also decreases (Schmidt & Hunter, 1992;Schmidt et al., 2016). The mean tenure of participants in the present subset of data was 7.81 years, which might explain why a negligible correlation was found. ...
Article
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This study aimed to investigate whether permissible inferences can be derived from employees’ standing on a general performance factor from their responses to the Individual Work Performance Review (IWPR) items. The performance of 448 employees was rated (by their managers) using the IWPR. Latent variable modelling was performed through a bifactor exploratory structural equation model with the robust version of the maximum likelihood estimator. The general factor’s score was also used to inspect correlations with two work performance correlates: tenure and job level. In line with international findings, the results suggested that a general factor could explain 65% of the common variance in the 80 items of the IWPR. Job level, but not tenure, correlated with general job performance. The results support calculating an overall score for performance, which might be a suitable criterion to differentiate top performers, conduct criterion validity studies, and calculate the return on investment of selection procedures or training programmes.
... Since then, a number of other meta-analyses have looked both at specific selection methods and the selection of specific professions. The meta-analysis methodology has also been refined, with some research suggesting that traditional meta-analyses under-estimate the validity of selection methods (Schmidt et al., 2016), while others argue that they over-estimate it (Sackett et al., 2021). ...
... In Hunter & Schmidt's original article, they presented work sample tests as one of the best single predictors of future job performance, but later research (e.g. Schmidt et al., 2016) found them to be less predictive than previously stated. ...
... (Cascio, 1998). With more applicants successfully judged the practical value of the selection procedure rises and with a rise in the proportion of correct decisions there are usually also quite large economical gains (Schmidt et al., 2016). ...
Book
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1. Introduction 2. Why is Selection Important in Aviation? 3. Historical Overview of Pilot Selection 4. Historical Overview of Air Traffic Controller Selection 5. What Do We Want to Select & Assess? 6. Selection Methods & Instruments 7. Design and Utility of Selection Systems 8. Validation 9. Current Practices 10. Potential Problems & Pitfalls 11. Emerging Technologies 12. Final Remarks 13. Selection Checklist 14. Results from EAAP Member Survey
... To what extent does the hierarchical complexity of leaders' reasoning skills satisfy the task demands of their roles? Reasoning skills are among the strongest predictors of workplace performance (Schmidt et al., 2016;Schmidt et al., 2008). As a result, a response to this question may help to determine whether leaders at multiple organisational layers exhibit the requisite cognitive abilities to perform critical aspects of their roles. ...
... Without exemplary leadership, solving the problems stemming from the first three threats will be impossible". The need to address the complexity gap is underscored by the observations that reasoning skills are one of the strongest predictors of workplace performance (Schmidt et al., 2016;Schmidt et al., 2008) and also that social systems exhibit a general tendency to increase in complexity over time, which may widen the complexity gap even further (Nolan & Lenski, 2008;Stewart, 2014). ...
Thesis
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This work is protected by Copyright. You may print or download ONE copy of this document for the purpose of your own non-commercial research or study. Any other use requires permission from the copyright owner. The Copyright Act requires you to attribute any copyright works you quote or paraphrase. The 21st century is characterised by high levels of complexity. In order to influence organisational outcomes, leaders must enact leadership processes while contending with these complex conditions. This thesis aims to contribute to theory, empirical research, and practice pertaining to leaders’ ability to navigate organisational complexity. This aim was underpinned by three research questions which were addressed by four empirical studies. Studies 1 and 2 address the first research question, which focuses on whether cognitive-developmental scores awarded by the Lectical Assessment System™ (LAS) and ego development scores awarded by the ego development scoring system, satisfy Kohlberg’s hard stage requirements (which define the primary form of complexity considered in this thesis). Hard stage requirements specify that developmental stages must be unidimensional, invariantly sequenced, qualitatively distinct, structured wholes, and hierarchically integrated. Hard stage requirements were operationalised for psychometric evaluation via the unidimensional Rasch model. Cognitive-developmental scores were provisionally demonstrated to satisfy all hard stage requirements. Ego development scores were demonstrated to satisfy the requirement of invariant sequence. However, they violated most other requirements even though they were tested on different samples and through various analytical procedures. Ego development scores seem to reflect a cumulative form of development that is more strongly related to the number of perspectives taken or unique words employed by test-takers. There are three potential implications. First, findings may suggest that one of the main theoretical postulates of cognitive-developmental theory has been successfully operationalised for the purpose of measurement. However, this does not appear to be the case for ego development. Second, findings may suggest that cognitive-developmental scores, but not ego development scores, may legitimately be used to make inferences about leaders’ ability to navigate complexity. Third, there are implications which are peculiar to cognitive and ego development, respectively. Study 3 addresses the second research question, which focuses on whether the hierarchical complexity of leaders’ reasoning skills satisfies the task demands of their roles. Findings suggest a statistically significant increase in the hierarchical complexity of reasoning skills from mid-leaders to upper leaders to senior leaders but not from senior leaders to executive leaders. Findings also suggest a significant complexity gap between leaders’ reasoning skills and the task demands of their roles, particularly for senior and executive-level leaders. Study 4 addresses the third research question, which focuses on whether the hierarchical complexity of leaders’ reasoning skills develops during participation in various leader development programs. Findings suggest leaders develop their reasoning skills, even though direct causal attributions could not be made. The rate of development appears to increase with more frequent and formative use of cognitive-developmental assessments but not with increased contact time. Given the size of the complexity gap and the rate at which hierarchical complexity appears to develop, leader development may need to be augmented by collective leadership development processes to reduce the impact of the complexity gap in individuals.
... More discretionary effort and motivation is required to voluntarily engage greater cognitive resources in lower-stakes activities because the expectancy of a valued outcome is relatively lower (Wigfield 1994). Furthermore, person factors, including motivational and conative dispositions, such as conscientiousness, openness/intellect, need for cognition, and goal orientation, have been shown to incrementally predict typical performance beyond cognitive ability (Schmidt and Hunter 1998;Schmidt et al. 2016;Strobel et al. 2019;Steinmayr et al. 2011). Finally, differences in task demands and design are likely to contribute to between-occasion variability as the tasks presented to us change across measurement occasions. ...
... Task factors include task design and complexity, 3 the cognitive load of the task (including the presence of intrinsic, extraneous, and germane cognitive load) (Beckmann 2010), and the introduction of new features or information into the problem space (Goff and Ackerman 1992). In addition to the specific cognitive ability being assessed, person factors include the aforementioned individual differences traits, including conscientiousness, openness/intellect, need for cognition, and goal orientation, which predict typical cognitive performance (Schmidt and Hunter 1998;Schmidt et al. 2016;Strobel et al. 2019;Steinmayr et al. 2011). Other more transient person factors include skill acquisition, neuromodulatory processes, stress, and motivation (Schmiedek et al. 2010). ...
Article
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Despite evidence that it exists, short-term within-individual variability in cognitive performance has largely been ignored as a meaningful component of human cognitive ability. In this article, we build a case for why this within-individual variability should not be viewed as mere measurement error and why it should be construed as a meaningful component of an individual’s cognitive abilities. We argue that in a demanding and rapidly changing modern world, between-individual analysis of single-occasion cognitive test scores does not account for the full range of within-individual cognitive performance variation that is implicated in successful typical cognitive performance. We propose that short-term repeated-measures paradigms (e.g., the experience sampling method (ESM)) be used to develop a process account of why individuals with similar cognitive ability scores differ in their actual performance in typical environments. Finally, we outline considerations for researchers when adapting this paradigm for cognitive assessment and present some initial findings from two studies in our lab that piloted the use of ESM to assess within-individual cognitive performance variation.
... Given the multiple types of integrity tests that were constructed according to different assumptions and theoretical beliefs stemming from the never-ending "bad apples-bad barrels" debate (May & Van Niekerk, 2019;Monga, 2016), the development of integrity testing for accurate measurements of integrity in the workplace has thus become complex and multidimensional (e.g., Palanski & Yammarino, 2009;Wanek, 1996) In fact, the multitude and variety of integrity tests available in the field reflects the importance and recognition of integrity testing for preemployment selection and talent development (Brown et al., 2019). Today, integrity testing is a widespread and substantial tool used in a broad spectrum of jobs and industries (e.g., Blumen et al., 2017;Byle & Holtgraves, 2008) for reducing the risk of hiring deviant employees that prone to counterproductive work behaviors (CWBs) (Byle & Holtgraves, 2008;Fine, 2012;Kuhn, 2020), unethical pro-organizational behaviors (UPBs) (Castille et al., 2018;Fehr et al., 2019), and certain integrity problems (Marcus et al., 2007;Ones et al., 1993;Schmidt et al., 2016). Nevertheless, the research effort spent on investigating the predictive validity of integrity tests specific to negative work performance has not kept pace with the prevalence in practice when compared with the mass publications on predicting overall job performance. ...
... In many cases, this would then be followed by frustration and perceived unfairness in these employed individuals, which may then lead to retaliatory behaviors against the organization (Lau, Au, & Ho, 2003;Skarlicki & Folger, 1997). This presented an additional utility of cognitive ability testing in the workplace as it has long been used for predicting overall job performance mostly with the well-known g (general cognitive) ability (Schmidt & Hunter, 1998;Schmidt et al., 2016). ...
Article
Full-text available
The current meta-analysis provides a comprehensive and updated review on integrity-testing findings across industries and countries in the past 50 years (k = 150, N = 67,016). Integrity tests were coded into the types of overt tests, covert tests, biodata, organizational measures, value/moral reasoning/situational judgment tests, integrity-related cognitive ability tests, and novel measures. The criterion measures of workplace deviance included CWBs, unethical pro-organizational behaviors, and other workplace deviant behaviors. For the information source, both computer and manual searches were performed to locate relevant published and unpublished papers. A variety of sources were examined to avoid publication bias, and publication bias analyses were conducted to uphold the methodological rigor. Results indicated that all the integrity tests analyzed were significant in predicting workplace deviance, with an overall mean validity estimate corrected for indirect range restriction and measurement error as .43 (95% CI [.32; .52]; p < .001). Among the tests, the value-oriented tests and cognitive ability tests indicated relatively large validity estimates of .60 (95% CI [.41; .75]; p < .001) and .65 (95% CI [.53; .74]; p < .001), respectively. The relationship between integrity tests and workplace deviance was found to be significantly moderated by the type of integrity test, industry, country, and criterion source. The effect size of integrity tests was largest in predicting deviance in the military and law enforcement sector, and relatively large in the work samples of Canada, Germany, Israel, Romania, and the United States. However, the moderating effects of the nature of deviance, validation sample, validation strategy, publication status, medium of test, and gender, were nonsignificant. Compared with previous reviews, our study was unique in its cross-cultural direction, which included primary studies of integrity testing in countries with different languages (e.g., publications in Chinese) and associated cultural variations. New insights and comparisons with previous meta-analytic findings were discussed.
... As this paper argues, a strong argument for the usefulness of video games in candidate assessment is that they may indicate intellectual and cognitive abilities (see Weidner and Short 2019), which has not only been confirmed for puzzle and braintraining games (e.g., Buford and O'Leary 2015;Quiroga et al. 2009) but also for several other game genres such as action and casual games (see Quiroga and Colom 2020). HR research has repeatedly demonstrated that general intelligence is one of the best, if not the best, predictors of future job performance (see, e.g., Schmidt et al. 2016), so video games that indicate intelligence may meaningfully support companies' assessment procedures: In particular, as video games enable "stealth assessments" during which candidates are less aware that they are being monitored and evaluated, game-based assessments could reduce test anxiety, prevent faking, and foster candidate engagement (see, e.g., Boot 2015;Fetzer 2015;Shute et al. 2016;Wu et al. 2022). As Fetzer et al. (2017, p. 297) put it, "candidates may become so immersed in the game that their true behaviors emerge, increasing the accuracy of the assessment, rather than being constrained or changed by social desirability and the propensity of candidates to second-guess their actions during employment assessment." ...
... Perhaps the most promising application of video games in HR management is candidate assessment (see, e.g., Bhatia and Ryan 2018;Fetzer et al. 2017;Landers and Sanchez 2022;Melchers and Basch 2022), among others because video games may allow companies to make inferences about candidates' intellectual abilities (see Weidner and Short 2019). The assessment of intellectual ability plays an important role in personnel selection, as intelligence has long been established as one of the best performance predictors for diverse professions, especially for employees with no experience in the job (Schmidt et al. 2016). However, companies' reluctance to use intelligence tests has grown (see Krause et al. 2014), since intelligence tests are not popular among applicants (see Hausknecht et al. 2004), so game-based assessment could provide a useful supplement to personnel selection. ...
Article
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Several studies have shown that video games may indicate or even develop intellectual and cognitive abilities. As intelligence is one of the most widely used predictors of job performance, video games could thus have potential for personnel assessment. However, few studies have investigated whether and how virtual reality (VR) games can be used to make inferences about intelligence, even though companies increasingly use VR technology to recruit candidates. This proof-of-concept study contributes to bridging this gap between research and practice. Under controlled laboratory conditions, 103 participants played the commercial VR game Job Simulator and took the short version of the intelligence test BIS-4. Correlation and regression analysis reveal that, on average, participants who completed the game more quickly than others had higher levels of general intelligence and processing capacity, suggesting that VR games may provide useful supplementary tools in the prediction of job performance. Still, our results also indicate that game-based assessments have limitations that deserve researchers’ attention, which lead us to discuss directions for future research.
... Most notably, guidance counselors and psychologists working in the clinical, educational, and occupational fields use these instruments for various assessment needs, such as mental disorders diagnostics, career guidance, and personnel selection (Hogan, 2013;Urbina, 2014). Several studies support the efficiency of psychometric instruments in these fields (Hanson & Poston, 2011;Meyer et al., 2001;Morris et al., 2015;Sackett et al., 2008;Schmidt et al., 2016). For example, the validity of psychometric instruments seems to be comparable to that of other psychological and medical interventions (e.g., psychotherapy, electrocardiogram) (Meyer et al., 2001). ...
... For example, the validity of psychometric instruments seems to be comparable to that of other psychological and medical interventions (e.g., psychotherapy, electrocardiogram) (Meyer et al., 2001). Besides the clinical domain, research results also support the predictive capacity of psychometric instruments in the areas of personnel selection and education (Morris et al., 2015;Sackett et al., 2008;Schmidt et al., 2016). ...
... Reasoning, also known as fluid intelligence (Gf), has commonly been acknowledged as an essential aspect of fundamental cognitive abilities and has been regarded as the best measure of Spearman's g-factor (general mental ability; Carroll, 1993). In turn, general intelligence has been considered to be one of the best predictors of academic and professional success (e.g., Carroll, 1993;Mittring & Rost, 2008;Schmidt et al., 2016). Thus, the assessment of reasoning abilityin the most reliable, valid, and fair way possibleis a widely used approach for determining aptitude for schools, universities, and occupational careers. ...
... Reasoning ability has commonly been regarded as one of the best predictors of success in academic and occupational careers (e.g., Schmidt et al., 2016), and although reasoning tasks rank among the most employed cognitive assessments, test developers have stuck to the same response format for decades. Furthermore, most existing reasoning tests were developed for average performance groups (Ostapczuk et al., 2011), and as the leaking of test items is a current problem (International Test Commission, 2014), we created a novel figural matrices test for highstakes aptitude assessments at advanced cognitive performance levels. ...
Article
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Reasoning ability has commonly been regarded as the best predictor of academic and occupational success. Due to concerns about the validity of multiple-choice (MC) formats, test security breaches, and the fact that the difficulty levels of most existing reasoning assessments target the population mean, there is a constant need for new reliable and valid test instruments that can be applied to assess fluid intelligence in advanced cognitive performance areas. We developed a novel computerized figural matrices test to assess nonverbal reasoning for university student aptitude assessment. In two studies, we generated, revised, and empirically validated the Isometric Matrices Test (IMT). Our results show that the IMT is less prone to test-wiseness strategies than existing reasoning tests. In a third study, we created and evaluated an innovative Find the Mistake (FtM) response format as an alternative to classical multiple-choice formats. Overall, both response formats revealed satisfactory psychometric quality in terms of item difficulties and discrimination, test-retest reliability, construct and criterion validity, and Rasch or two-parameter logistic (2PL) model fit, but in one MC version, the internal consistency was low due to negative discrimination indices. The MC response format turned out to be easier than the FtM format, with men slightly outperforming women in both response modes. We propose the IMT as a useful tool for assessing nonverbal reasoning ability in above-average performance areas and discuss the automatic generation of larger IMT item pools for adaptive testing in order to increase test security and reliability.
... O contexto brasileiro de seleção de milhões de pessoas para o setor público é uma preocupação nobre há décadas, especialmente no combate aos personalismos, mas ofusca outras preocupações importantes. Pouca ou nenhuma atenção tem sido dada, por exemplo, à capacidade preditiva das seleções e a uma maior validade incremental dos exames, em desacordo com a literatura internacional relevante sobre tais assuntos (Hunter, Schmidt, & Judiesch, 1990;Joseph, Jinh, Newman, & O'Boyle, 2015;Schmidt & Hunter, 1998, 2015Schmidt, Oh, & Shaffer, 2016). ...
... Além disso, a literatura internacional também considera outros fatores que vão desde o refinamento da inteligência emocional autorrelatada (Joseph et al., 2015) até a relevância e validade de entrevistas estruturadas, conforme mapeado por Schmidt e Hunter (1998) com referências teóricas e dados empíricos durante um período de 85 anos, estendido para 100 anos (Schmidt et al., 2016). Tais aspectos parecem quase impensáveis no modelo de concurso que domina o Brasil faz mais de meio século, embora uma pequena minoria de cargos (promotores, professores federais, defensores públicos etc.) tenham procedimentos semelhantes a entrevistas. ...
Article
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Quando 58% de trabalhadores administrativos e 87% dos médicos foram selecionados apenas com base em provas teóricas de múltipla escolha, existe meritocracia? Seleções sem exigência de experiência, nem avaliações discursivas ou práticas. Basta apenas marcar um "x"... Este artigo busca responder um pressuposto historicamente construído e assimilado como uma espécie de mito no Brasil: a ideia de que o atual modelo de concurso público seria meritocrático. A extrema objetividade dos concursos tem o mérito de reduzir a tradição brasileira de nepotismos e apadrinhamentos, mas o modelo de avaliação apresenta graves falhas. Uma das disfunções é o academicismo, que supervaloriza títulos educacionais e conhecimentos teóricos em detrimento de habilidades simplesmente essenciais de muitos cargos. Foram verificados sob método de estatística descritiva (via análise de frequência) editais de concursos para preenchimento de cargos administrativos e médicos em instituições federais de ensino superior em todo o Brasil, tabulando os tipos avaliativos empregados em cada seleção e gerando tabelas e gráficos conexos. A partir dos resultados, o estudo sugere a adoção de avaliações que se conectem mais amplamente com as competências dos cargos e que, em lugar de privilegiar conhecimentos teóricos de baixa ou nula aplicabilidade, priorizem habilidades e comportamentos práticos inerentes aos cargos. Esta pesquisa aponta alternativas para uma nação com mais de 200 milhões de habitantes, cuja grande maioria não percebe os danos incalculáveis de um academicismo real e de uma meritocracia ilusória.
... Añade Colom que, después de un siglo de investigación sobre la inteligencia, Frank Schmidt (2016) concluyó que no solo es el mejor predictor general de desempeño, sino que "en un mundo competitivo, las organizaciones que recurren a criterios inválidos a la hora de elegir a los trabajadores más adecuados para sus necesidades, se colocan a sí mismas en una posición de desventaja". ...
Book
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El contenido de este manual está orientado a la práctica profesional, pero teniendo en cuenta en todo momento la evidencia proporcionada por el marco académico, proponiendo de este modo un modelo de profesionalidad que integra teoría y práctica. Tanto estudiantes, especialmente de postgrado, como profesionales y técnicos pueden encontrar aquí fácilmente recursos para afrontar con solvencia cualquier situación que necesiten gestionar relacionada con la definición de puestos de trabajo, la atracción y la evaluación del talento en las organizaciones, gracias al enfoque aplicado, didáctico y actualizado de este manual.
... Implementing an improved screening process during the selection of officers can not only reduce monitoring costs but also make it easier to terminate contracts of those who engage in misconduct, which is a major issue in activities involving the use of discretionary violence (Cabral et al., 2013). Additionally, it can enhance job stability for officers who comply with regulations and do not deviate (Ones, Viswesvaran, & Schmidt, 1993;Schmidt, Oh, & Shaffer, 2016). ...
Article
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Purpose This paper aims to examine the effects on firms' outcomes of a new government regulation on the private security industry that aimed to enhance the selection and training processes for armed-private security officers. Design/methodology/approach By using human capital theory and using a data set built from various public sources, this study analyzes the effects of a new regulation implemented in 2013–2014 in Brazil mandating psychological assessments for hiring private security armed officers. Firm-level data and a Difference-in-Differences (DiD) identification strategy are used to investigate the effects on turnover and human capital outcomes. Findings The study identifies substantial changes resulting from the new government regulation in private security firms. While it has led to increased turnover rates, the regulation has also facilitated firms in enhancing the human capital composition of their workforce by enabling the recruitment of more experienced personnel. Research limitations/implications This research informs to current debates on the effects of policy interventions on firm's outcomes by showing how regulations aimed to improve the configuration of human capital can generate win-win situations for both firms and citizens, despite the short-term trade-offs between higher turnover rates and improved human capital outcomes. Practical implications Refining selection and training processes can enhance the workforce in private security firms by replacing less capable professionals with more experienced ones. Insights from this study offer guidance to policymakers and industry practitioners in shaping effective business and public policies. Social implications This study underscores the role of training and psychological assessments in enhancing the composition of human capital in the private security industry. Originality/value By highlighting the role of policy interventions in establishing barriers to unskilled workers engaging in hazardous activities, this study contributes to the burgeoning literature in strategic management on the interaction between policy interventions and firm outcomes.
... This entails the seamless integration of physical workspaces, technological infrastructure and cultural components. The goal is to establish a balance, in which the requirements and aspirations of the employer, the employees and the customers are accomplished (Schmidt et al., 2016). AI-powered screening systems use algorithms to evaluate candidate qualifications, abilities and aptitude for particular positions, typically emphasizing performance indicators and job-related competencies (Stone and Stone, 2015). ...
Article
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Purpose The purpose of this study is to investigate the key characteristics of artificial intelligence (AI) in organizational settings, analyze its capacity to reduce customer service jobs in favor of more advanced roles and analyze its efficacy in candidate screening by emphasizing performance. Design/methodology/approach A comprehensive analysis of 40 papers is performed using the PRISMA method based on data from Web of Science, Scopus, Emerald and Google Scholar. Findings The findings show optimized human resource management operations such as recruiting and performance monitoring, resulting in increased precision in hiring and decreased employee turnover. Customer service automation redistributes human labor to more intricate positions that need analytical reasoning and empathetic skills. Practical implications The study has two key implications. First, AI can streamline customer service, freeing up human workers for more complex tasks. Second, AI may increase candidate screening accuracy and efficiency, improving recruiting outcomes and organizational performance. Originality/value The study adds to the current literature by shedding light on the intricate relationships between AI and organizational performance and providing insights into the processes underpinning trust-building in AI technology.
... However, this assumption is not universally valid. The research underscores the possibility of both linear [8,139,159] and non-linear relationships (e.g., curvilinear, quadratic) between personality and performance [20,25,27,31,98]. Misrepresenting the nature of these relationships can diminish the efficacy of personality assessments and their utility in organizational settings [27,117]. ...
Article
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The combination of machine learning and organizational psychology has led to innovative methods to address the diversity-validity dilemma in personnel selection, which is the tradeoff between selecting valid predictors of job performance while minimizing adverse impact. Recent technological advancements provide new strategies to mitigate gender biases while preserving the ability to predict job performance accurately. Our research introduces a novel framework consisting of three blocks: a gating block to filter user data, a bias measurement block using an adversarial network for detecting gender bias, and a feature importance block, identifying and removing biased, non-contributory performance features. We applied this model architecture to both simulated datasets and real-world hiring scenarios, with a particular emphasis on personality-based algorithms, aiming to refine the hiring predictive models to be gender fair and to meet the EEOC standards. In simulated environments, 70% of the predictive models get their impact ratio improved, approaching the ideal ratio by 22.73% while only incurring a slight 4.16% decrease in performance predictability. Real-world data testing yielded similar improvements, with 71% of the models showing an increased impact ratio, 18.8% closer to the ideal, and a 2.18% increase in predictive accuracy for job performance. The findings suggest that the application of neural networks can be an effective strategy for enhancing fairness in hiring practices with only minimal loss in predictive accuracy. Future research directions should explore the refinement of these models and the implications of their deployment in high-stakes hiring environments.
... Research suggests that relying solely on past work experience to predict job performance only yields an accuracy rate of 16%. In contrast, the assessment of a candidate's personality traits can predict job performance with a much higher accuracy rate of approximately 78% [4]. ...
Conference Paper
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With the advent of the internet and globalization, most services have become automated, including the recruitment process. E-recruitment systems have gained popularity due to their ability to automate various steps of recruitment. However, while some systems filter and screen CVs for skills, they do not assess a candidate's personality, which is crucial in determining their compatibility with a company's culture and practices. This compatibility leads to effective recruitment and happier, more productive employees who stay at the company longer. Due to the lack of a personality detection mechanism, recruiters spend a significant amount of time conducting multiple interviews to assess candidate fit. To address this issue, the authors propose a system that uses fine-tuned BERT to detect a candidate's MBTI personality from their CV or personal statement. The proposed system achieved an average accuracy of 72.14% per class and an AUC range of 0.85-0.90, following pre-processing of the Kaggle MBTI personality types dataset to address class imbalance.
... As such, it is imperative they shift focus and explore alternate indicators of potential, beyond traditional markers like academic degrees, to truly uncover and understand the essence of talent and assess the employability of their candidates (Chamorro-Premuzic, 2017). Employers can consider personality as a compelling alternative to traditional CV-based assessments, as it relates performance while being less susceptible to gender bias (Schmidt et al., 2016;Sackett et al., 2022). In addition, it is becoming increasingly imperative for employers to demonstrate that their hiring practices and tools are devoid of biases, ensuring that no particular group is unfairly disadvantaged based on their gender (Hunkenschroer and Kriebitz, 2023). ...
Article
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Introduction Gender biases in hiring decisions remain an issue in the workplace. Also, current gender balancing techniques are scientifically poorly supported and lead to undesirable results, sometimes even contributing to activating stereotypes. While hiring algorithms could bring a solution, they are still often regarded as tools amplifying human prejudices. In this sense, talent specialists tend to prefer recommendations from experts, while candidates question the fairness of such tools, in particular, due to a lack of information and control over the standardized assessment. However, there is evidence that building algorithms based on data that is gender-blind, like personality - which has been shown to be mostly similar between genders, and is also predictive of performance, could help in reducing gender biases in hiring. The goal of this study was, therefore, to test the adverse impact of a personality-based algorithm across a large array of occupations. Method The study analyzed 208 predictive models designed for 18 employers. These models were tested on a global sample of 273,293 potential candidates for each respective role. Results Mean weighted impact ratios of 0.91 (Female-Male) and 0.90 (Male-Female) were observed. We found similar results when analyzing impact ratios for 21 different job categories. Discussion Our results suggest that personality-based algorithms could help organizations screen candidates in the early stages of the selection process while mitigating the risks of gender discrimination.
... Compatibility of a candidate to a company is often a direct indicator of how happy and motivated they will be while working and it is a factor that can be used to predict the amount of output this candidate is able to provide to the company [3]. Research shows that past work experiences is only able to predict job performance by 16% accuracy where else, by assessing a candidate's personality one is able to predict their job performance by around 78% accuracy [4]. ...
Conference Paper
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Personality classification from text is a very popular domain of research among the domain of natural language processing. Personality of an individual has been found to be a very important characteristic when analyzing an individual for a particular purpose. Especially in fields such as e-recruitment, personality is a determining factor of if an individual has a placement at a particular workplace. The author aims to explore various personality classifications such as 'The Big Five' and the "Myer Briggs Type Indicator' and various approaches in which text classification when it comes to detecting personality. Both machine learning and deep learning approaches are examined, and their inner workings, benefits and limitations are detailed as well. We expect that this article will provide a thorough insight to personality classification of text by a numerous number of approaches.
... A more recent meta-analysis found a somewhat smaller but still moderately large association between integrity tests and overall work performance and CWB (Van Iddekinge et al., 2012). Thus, previous research has demonstrated the incremental validity and practical utility of using an integrity test along with tests of cognitive ability in personnel selection procedures (e.g., Giordano et al., 2020;Marcus et al., 2016;Ones & Viswesvaran, 1998a;Schmidt et al., 2016). ...
Article
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Despite the fact that employee faking or intentional response distortion is a critical concern in many workplace processes, the antecedents of this behavior are poorly understood. Based on signaling theory describing faking behavior as a strategic adaptation to competitive signals, this study examines the influence of personal integrity and perceived competition on faking. An online between-subjects experiment was carried out on a sample of teachers from elementary schools in selected regions of the Czech Republic ( N = 470). The experimental group was subjected to competition-inducing instructions during the administration of the Occupational Integrity Scale (OIS) and the Balanced Inventory of Desirable Responding (BIDR-CZ), as an indicator of faking (impression management). Findings provided support for the moderating role of perceived competition on the link between impression management and personal integrity. Those who scored lower in reliability and moral sense (factors of OIS) exposed to competition-inducing instructions scored significantly higher on impression management than respondents in the control group, supporting the critical role of competition manipulation against excessive score inflation. Findings suggested that if organizations are not sure of the level of integrity of employees, they should not utilize competitive cues since individuals with low integrity tend to fake their responses to increase the person-organization fit. The managerial implications of these findings were discussed.
... Nachdem in diesem Artikel bisher vor allem problematische Aspekte und mögliche Risiken und Nebenwirkungen des Überblicksartikels von Schmidt und Hunter (1998) sowie der nachfolgenden Übersichten wie von Schmidt et al. (2016) und von Sackett et al. (2022 angesprochen wurden, könnte der Eindruck entstehen, dass diese Übersichten generell hochgradig problematisch und fehlerhaft sind. Eine solche Schlussfolgerung wäre aber falsch. ...
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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.
... The need to evaluate personality variables among teacher-education candidates has introduced into the field of teacher education measures frequently used in occupational psychology to evaluate candidates in the work force. Schmidt (2016) surveyed prevalent methods of evaluating candidates in order of their validity in predicting job success and their incremental validity beyond mental ability tests. The measures commonly used were work samples, structured interviews, peer evaluations, biographical questionnaires, integrity tests, unstructured interviews, group dynamics, work ethic tests (such as "conscientiousness"), and recommendations. ...
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Although teacher’s personality is an essential component of successful classroom learning, most teacher education programs accept students solely on the basis of scholastic ability scores such as school grades, national test scores (SAT, GRE) or undergraduate college transcripts. To ensure suitability to teaching, a personality-evaluation system was developed in Israel for teacher education candidates. This evaluation system includes non-cognitive measures, such as group dynamic exercises, simulations, a teaching exercise, situational judgement tests, personality tests and an inter-personal interview, all performed face-to-face (FTF) at a testing center. The outbreak of COVID-19 in 2020 brought about lockdowns and social distancing, precluding the administration of this FTF evaluation system. Therefore, the development team adapted the system to online remote testing, using Zoom technology. The present study examined the effect of this transition to remote evaluation on the quality of selection for teaching, looking at suitability-to-teaching scores and the subjective views of applicants and evaluators. A comparison of the 2020 remote scores with the 2019 FTF scores revealed that scores on remote evaluation were slightly lower than FTF scores, and were more centralized. While the candidates found that remote evaluation provided fewer opportunities to express themselves, both candidates and evaluators were satisfied with the administration and convenience of the evaluation day. The Discussion chapter summarizes the unique affordances and constraints of remote evaluations and presents suggestions for changes which might be made when moving an assessment online that could take advantage of this new environment.
... Sattva corresponds to the tendency to perform one's duty with practical wisdom (Radhakrishnan, 1927). The two most prominent drivers of job performance are intelligence and conscientiousness (Schmidt et al., 2016). As discussed above, individuals high on sattva are likely to be knowledgeable, wise, and selfless workers who are not distracted by desires. ...
Article
Gunas personality framework is an inclusive and comprehensive personality framework. Every human being is composed of three gunas or fundamental elements —sattva (intelligence-stuff), rajas (energy-stuff), and tamas (mass-stuff). Some of the prior measures of gunas do not fully capture the content of this variable, and some are not suitable for contemporary use. We conceptualize gunas in terms of an individual’s attitude towards social issues and have developed a new measure of gunas. We have demonstrated the concurrent and predictive validity of the measure through a study of two samples of 60 executives and 356 MBA students. We show that sattva predicts performance, rajas predicts effort, and tamas is positively related to dispositional negativity. We show how the new gunas scale is a useful tool in contemporary times.
... (1996) i, poza opiniami pojedynczych badaczy (Murphy, 2008;Murphy i Deshon, 2000), są powszechnie akceptowane jako odzwierciedlenie rzetelności subiektywnych miar efektywności oraz stosowane jako wartość przyjmowana podczas korygowania wyników metaanaliz poświęconych trafności predyktorów (np. Schmidt i in., 2016). Jednakże znaczna grupa badaczy nie może zaakceptować przytoczonych wyników jako zadowalających. ...
... Job similarity evaluation is critical to many human resources (HR) initiatives, including generalization and transportability of selection test validity across jobs. Nevertheless, with few notable exceptions (e.g., Putka et al., 2022), refereed publications on job comparison approaches have been uncommon recently, in contrast to other aspects of selection systems such predictor validity (Sackett et al., 2022;Schmidt et al., 2016). Relatedly, whereas effect size benchmarks exist for a variety of work-related constructs (Bosco et al., 2015), little comparable research has been published on the relationships among jobs. ...
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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 to establish a distribution of job profile correlations across all job pairs for five attributes – generalized work activities, knowledge, skills, abilities, and work styles. These correlations represent effect sizes, or degree of shared variance between jobs. Practitioners may reference these correlational distributions as benchmarks for gauging the practical significance of the observed degree of similarity between two jobs of interest compared to the broader world of work.
... For example, HR departments could specifically 1440 focus on how potential employees exhibit resistance when recruiting personnel in the mining, 1441 quarrying, and oil and gas industries; accommodation and food services; and health care and 1442 A c c e p t e d M a n u s c r i p t social assistance sectors. Applying a critical incident technique in structured interviews (Schmidt 1443(Schmidt et al., 2016 or in innovative gamification-based assessments (Georgiou et al., 2019) can help to 1444 identify high levels of (destructive) subordinate resistance and avoid recruiting even more 1445 resisting employees into organizations with already high levels of subordinate resistance. In 1446 addition, identifying a tendency toward subordinate resistance may be particularly important 1447 when recruiting employees for a career track with leadership potential. ...
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Whereas a plethora of research investigated subordinates who accept their leaders’ influence attempts (i.e., those who follow), we focus here on the reversed perspective, namely subordinates who decide not to follow their leaders’ requests. For example, a subordinate may intentionally lower their effort, regularly pass-off work tasks to colleagues, or take the leader for a fool. The purpose of the present study was to develop a conceptual account of this phenomenon. More specifically, we aimed to develop a classification of subordinate resistance as perceived by leaders that can guide future research on this multifaceted phenomenon. To achieve this goal, we conducted 40 semi-structured interviews with organizational leaders. We utilized topic modeling to map out five categories of subordinate resistance (i.e., entitlement, contact seeking/avoiding, effort minimization, emotionally fluctuating communication, and undermining team cohesion). In a second study (N = 1,229), we investigated the frequency with which leaders experienced each category of resistance, and explored leader-related antecedents (demographics, cognitive ability, personality) we well as situational antecedents (industry). We discuss a proposed nomological net of subordinate resistance, consequences that subordinates (and leaders) might face when engaging in (experiencing) subordinate resistance, and how the person–situation debate may contribute to understanding when subordinate resistance occurs.
... An important part of the evidence in support of the cross-nation applicability of Cognify is the replicability of the international evidence of the predictive validity of GCA for individual work performance (Ones et al., 2012;Sackett et al., 2021;Schmidt et al., 2016) in South Africa. The predictive validity of Cognify has been inspected in the Australian context. ...
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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 lacking. This study investigated the structural equivalence of a game-based assessment of cognitive ability across 228 Australians and 239 South Africans. A smaller sample of 115 South Africans also received work performance ratings to investigate the predictive validity of the cognitive assessment. Results of factor analysis supported a strong general factor of cognitive ability across the entire sample but only partial metric and scalar invariance across the two nations. The general factor of the game-based assessment further revealed promising results in terms of its predictive validity for five broad dimensions of individual work performance.
... Integrity at work has become one of the most distinctive evidence-based research areas for understanding the relationships between personality and work outcomes (Cortina & Luchman, 2013). Integrity at work, i.e., the occurrence of honesty, trustworthiness, truthfulness, fairness, and commitment to morality (Schlenker, 2008), is considered the third most important personality predictor of overall job performance after conscientiousness and general mental ability (Schmidt et al., 2016). Moreover, integrity at work is one of the most robust predictors of counterproductive work behavior (CWB; Ones et al., 1993). ...
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Interest in the diagnostics of integrity by work and organizational psychology researchers and practitioners alike has been steadily increasing. In two studies we report results on the development of the Occupational Integrity Scale (OIS), a novel, openly available scale. The first study tested the psychometric properties of the OIS in a sample of 870 adult public education employees. The second study replicated the factor structure of the OIS in a sample of 147 company employees and tested the validity against self-reported Big Five and supervisor-reported employee CWB two months later. A three-factor solution was identified. The OIS demonstrated consistent relationships with personality criteria and limited associations to supervisor assessment of CWB.
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Danışanlar ve terapistler kendi kültürlerinin, yaşam deneyimlerinin ve dünya görüşlerinin kesişimine karşılık gelen sosyal kimliklerini psikoterapi sürecine getirir. Mevcut derleme sosyal kimlikler bakımından terapist-danışan eşleşmesinin danışanın bakış açısından psikoterapist seçimi ve terapötik sonuçlarla ilişkisini incelemeyi amaçlamıştır. Öncelikle sosyal kimlik teorisi tanıtılmış ve etkileşim ortakları arasındaki sosyal kimlik benzerliğinin veya eşleşmesinin empati, güven, kendini açma ve anlayış gibi olumlu kişiler arası süreçler için önemi vurgulanmıştır. Ardından benzer kişiler arası süreçlerin psikoterapinin başarısı için de son derece önemli olduğunun altı çizilerek, danışan deneyimleri açısından özellikle ırk/etnisite, din, cinsiyet ve yaş bakımından danışan-terapist eşleşmesini ele alan görgül çalışmaların bulguları gözden geçirilmiştir. Danışan-terapist sosyal kimlik eşleşmesinin danışanların psikoterapist seçimini, memnuniyetini, psikoterapiye devamlılığını ve tedavi sonuçlarını etkilediği çıkarımına gidilebilir. Ancak danışan-terapist kimlik uyumuna ilişkin bulguların tutarlı olduğunu söylemek güçtür. Bu karmaşık sonuçlar, aynı sosyal gruptaki üyeler arası farklılıkların ve çalışmalar arasındaki metodolojik farklılıkların göz ardı edilmesiyle ilişkili olabilir. Danışanlar özellikle terapinin ilk aşamalarında terapistin yaş, cinsiyet, din, sosyoekonomik düzey ve ırk/etnik köken gibi görece kolayca fark edilebilir özelliklerine göre terapiste güven geliştiriyor olabilseler de farklılıklarla bir arada yaşamanın kaçınılmaz olduğu günümüz toplumlarında kültürel açıdan duyarlı psikoterapi yaklaşımlarını yaygınlaştırmak daha önemlidir.
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Background/objectives The concept of a general factor of collective intelligence, proposed by Woolley et al. in 2010, has spurred interest in understanding collective intelligence within small groups. This study aims to extend this investigation by examining the validity of a general collective intelligence factor, assessing its underlying factor structure, and evaluating its utility in predicting performance on future group problem-solving tasks and academic outcomes. Methods Employing a correlational study design, we engaged 85 university students in a series of complex cognitive tasks designed to measure collective intelligence through individual, group, and predictive phases. Results Contrary to the hypothesized single-factor model, our findings favor a two-factor model influenced by Cattell’s theory of crystalized and fluid intelligence. These two factors accounted for substantial variance in group performance outcomes, challenging the prevailing single-factor model. Notably, the predictive validity of these factors on group assignments was statistically significant, with both individual and collective intelligence measures correlating moderately with group assignment scores (rs = .40 to .47, p < .05). Conclusions Our research suggests that collective intelligence in small group settings may not be uniformly governed by a single factor but rather by multiple dimensions that reflect established theories of individual intelligence. This nuanced understanding of collective intelligence could have significant implications for enhancing group performance in both educational and organizational contexts. Future research should explore these dimensions and their independent contributions to group dynamics and outcomes.
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The toxic career theory posits that individuals with dark triad personality traits (characterized by low honesty-humility) may advance in their careers by employing an agentic social style such as political skill. We tested this theory with reference to the agentic saturation of honesty-humility, Machiavellianism, psychopathy, narcissism, and their aspects and facets; furthermore, we amplified it with reference to enterprising job demands as an additional link between dark traits and workplace status in a multisource criss-cross design. The sample comprised 421 workers and 861 coworkers. Our study demonstrated that the positive indirect effects of low honesty-humility on extrinsic career success also apply to two toxic personality traits, namely, Machiavellianism and grandiose narcissism. Psychopathy, however, was different; boldness, the agentic aspect of psychopathy, merely attenuated the negative total effects of meanness and disinhibition on workplace status; it did not neutralize them. Theoretical and practical implications are discussed. Future research should address paranoid, passive-aggressive, and vulnerable narcissistic syndromes and assess toxic career theory in specific contexts such as academia, the military, law enforcement, nursing, religious organizations, and artistic contexts.
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This research study aims to determine the Work Immersion Readiness of Learners in the Division of Cavite Province-West Cluster. Specifically, this study sought to answer three key questions: (1) the academic performance of the learners prior to immersion, the extent of the learners’ readiness and the attitudes and values learners possess. The Grade 12 learners from the Senior High Schools in DepEd Cavite Province-West cluster answered the Work Immersion Preparedness Tool. The google form was forwarded to the Work Immersion Coordinators. The data was subjected to appropriate statistical treatment using mean, frequency, percentage and ranking. Results of the study showed that most of the learners from West Cluster have grades from 90-100. Data showed that ICT was Very Much Ready with a mean of 3.39. The Academic Strand, the Home Economics and Programming Specialization appeared to be moderately ready with a mean ranging from 3.01 to 3.22. However, SMAW and EIM Specialization are slightly ready with a mean of 2.58 and 2.57, respectively. Furthermore, this study showed that learners from west cluster possess the following attitudes and values: Good common sense, passion for improvement, patience, listening skills. The study's weaknesses showed that this does not use correlational study that may determine the relationship of the variables. However, the knowledge of the level of Preparedness determines the learner’s knowledge learned in school before the experience in Immersion Venues. What makes this study unique is that this may help Work Immersion teachers, Work Immersion Coordinator and Administrators to plan for interventions that would potentially help the learners to improve prior to immersion in the companies.
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The current study investigated how individual differences in self–other rating agreement (SOA) were related to leadership emergence. A sample of 4,524 students from MBA programs in the United States and Canada completed a leaderless group task as part of an assessment center. The results revealed that emergence varied by SOA, with underraters exhibiting the highest levels of emergence, followed by self‐aware (i.e., accurate), and then overraters. One of the intriguing results is that underraters were more likely to display emergent behaviors than accurate raters, raising questions about the widely held belief regarding the use of accurate self‐assessments as an indicator of leadership effectiveness. Overall, the results indicate that SOA is an antecedent of leadership emergence behaviors. While prior research has examined the effect of SOA on performance, commitment, and leadership perceptions, the study contributes to the literature by examining whether SOA influences actual emergence behavior.
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In this revised and updated edition of Hunt's classic textbook, Human Intelligence, two research experts explain how key scientific studies have revealed exciting information about what intelligence is, where it comes from, why there are individual differences, and what the prospects are for enhancing it. The topics are chosen based on the weight of evidence, allowing readers to evaluate what ideas and theories the data support. Topics include IQ testing, mental processes, brain imaging, genetics, population differences, sex, aging, and likely prospects for enhancing intelligence based on current scientific evidence. Readers will confront ethical issues raised by research data and learn how scientists pursue answers to basic and socially relevant questions about why intelligence is important in everyday life. Many of the answers will be surprising and stimulate readers to think constructively about their own views.
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Abstract Objective According to the legislator's ideas, the selection of medical students in Germany should no longer be based on the Abitur grade alone. This approach has already been implemented in the two-stage selection process at Witten/Herdecke University (UW/H) using several criteria. On the one hand, the present study aims to determine the prognostic value of the procedural components for the overall performance on the selection day. On the other hand, the different strategies of the applicants in processing the written task (phase 1) will be examined with regard to their application success. Methodology Data on applications for the summer semester 2020 (N = 819 phase 1; N = 233 phase 2) were available retrospectively. A stepwise regression analysis was conducted to determine the predictive power of each procedural component. Using a summary content analysis, the four essays from the applicants' motivation letters were structured and categories were identified, and an extreme group comparison (Group 1: Not invited; Group 2: University acceptance; N = 60 essays) was conducted. Results As the stepwise regression analysis shows, the individual biographical interview emerged as the strongest predictor in terms of overall performance, followed by lecture, group interview, and multiple mini interviews. Content analysis extracted content and scaling categories for the individual essays, as well as an additional meta-category (Impression Management, IM). Successful applicants demonstrated, among other things, better judgment skills, more sophisticated reasoning skills, and an internalized role model as a physician. In addition, they used defensive IM strategies, e.g., subjectification and self-deprecation, more frequently. Conclusion Biographical interview is considered the strongest predictor of overall performance. The dimensions of impression management, reasoning quality and judgment proved to be reliable predictors of successful performance in the selection process. In addition, role image as a physician and professional commitment had a favorable effect on the selection decision.
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Cognitively loaded tests of knowledge, skill, and ability often contribute to decisions regarding educpation, jobs, licensure, or certification. Users of such tests often face difficult choices when trying to optimize both the performance and ethnic diversity of chosen individuals. The authors describe the nature of this quandary, review research on different strategies to address it, and recommend using selection materials that assess the full range of relevant attributes using a format that minimizes verbal content as much as is consistent with the outcome one is trying to achieve. They also recommend the use of test preparation, face-valid assessments, and the consideration of relevant job or life experiences. Regardless of the strategy adopted, it is unreasonable to expect that one can maximize both the performance and ethnic diversity of selected individuals.
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General mental ability (intelligence) is the dominant determinant of the large individual differences in work output on the job revealed by research, but highly visible individual differences in citizenship behavior on the job make the intelligence-performance relationship harder to observe in everyday life. Over time, the validity of job experience for predicting performance declines, while that of ability remains constant or increases. Path analyses indicate that the major reason ability predicts performance so well is that higher ability individuals learn relevant job knowledge more quickly and team more of it. The current social policy that strongly discourages use of mental ability in hiring is counterproductive and has produced severe performance decrements. This policy should be changed to encourage the use of ability measures. However, it should also encourage the use of personality measures that increase overall predictive validity while simultaneously reducing differences in minority-majority hiring rates.
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Data from four different jobs (N = 1,474) were used to evaluate three hypotheses of the joint relation of job experience and general mental ability to job performance as measured by (a) work sample measures, (b) job knowledge measures, and (c) supervisory ratings of job performance. The divergence hypothesis predicts an increasing difference and the convergence hypothesis predicts a decreasing difference in the job performance of high- and low-mental-ability employees as employees gain increasing experience on the job. The noninteractive hypothesis, by contrast, predicts that the performance difference will be constant over time. For all three measures of job performance, results supported the noninteractive hypothesis. Also, consistent with the noninteractive hypothesis, correlational analyses showed essentially constant validities for general mental ability (measured earlier) out to 5 years of experience on the job. In addition to their theoretical implications, these findings have an important practical implication: They indicate that the concerns that employment test validities may decrease over time, complicating estimates of selection utility, are probably unwarranted.
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This study uses meta-analysis of an extensive predictive validity database to explore the boundary conditions for the validity of the structured interview as presented by McDaniel, Whetzel, Schmidt, and Maurer (1994). The interview examined here differs from traditional structured interviews in being empirically constructed, administered by telephone, and scored later based on a taped transcript. Despite these and other differences, this nontraditional employment interview was found to have essentially the same level of criterion-related validity for supervisory ratings of job performance reported by McDaniel for other structured employment interviews. These findings suggest that a variety of different approaches to the construction, administration, and scoring of structured employment interviews may lead to comparable levels of validity. We hypothesize that this result obtains because different types of structured interviews all measure to varying degrees constructs with known generalizable validity (e.g., conscientiousness and general mental ability). The interview examined here was also found to be a valid predictor of production records, sales volume, absenteeism, and job tenure.
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This article summarizes the practical and theoretical implications of 85 years of research in personnel selection. On the basis of meta-analytic findings, this article presents the validity of 19 selection procedures for predicting job performance and training performance and the validity of paired combinations of general mental ability (GMA) and the 18 other selection procedures. Overall, the 3 combinations with the highest multivariate validity and utility for job performance were GMA plus a work sample test (mean validity of .63), GMA plus an integrity test (mean validity of .65), and GMA plus a structured interview (mean validity of .63). A further advantage of the latter 2 combinations is that they can be used for both entry level selection and selection of experienced employees. The practical utility implications of these summary findings are substantial. The implications of these research findings for the development of theories of job performance are discussed.
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This meta-analytic review presents the findings of a project investigating the validity of the employment interview. Analyses are based on 245 coefficients derived from 86,311 individuals. Results show that interview validity depends on the content of the interview (situational, job related, or psychological), how the interview is conducted (structured vs. unstructured; board vs. individual), and the nature of the criterion (job performance, training performance, and tenure; research or administrative ratings). Situational interviews had higher validity than did job-related interviews, which, in turn, had higher validity than did psychologically based interviews. Structured interviews were found to have higher validity than unstructured interviews. Interviews showed similar validity for job performance and training performance criteria, but validity for the tenure criteria was lower.
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How should data be interpreted to optimize the possibilities for cumulative scientific knowledge? Many believe that traditional data interpretation procedures based on statistical significance tests reduce the impact of sampling error on scientific inference. Meta-analysis shows that the significance test actually obscures underlying regularities and processes in individual studies and in research literatures, leading to systematically erroneous conclusions. Meta-analysis methods can solve these problems-and have done so in some areas. However, mela-analysis represents more than merely a change in methods of data analysis. It requires major changes in the way psychologists view the general research process. Views of the scientific value of the individual empirical study, the current reward structure in research, and even the fundamental nature of scientific discovery may change.
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The purpose of this article is to examine the nature and magnitude of the relationship between cognitive abilities and vocational interests — two important measures of individual differences. Our meta-analysis of 27 studies with 29 independent samples and an overall sample size of 55,297 participants demonstrated meaningful relations between cognitive abilities and vocational interests. Meta-analytic coefficients ranged from −0.29 to 0.47; their strength and direction were comparable for females and males. Furthermore, we established both age and birth cohort as moderators of the relation between interests and cognitive abilities. Limitations and implications for future research are discussed.
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Recent empirical reviews have claimed a surprisingly strong relationship between job performance and self-reported emotional intelligence (also commonly called trait EI or mixed EI), suggesting self-reported/mixed EI is one of the best known predictors of job performance (e.g., ρ̂ = .47; Joseph & Newman, 2010b). Results further suggest mixed EI can robustly predict job performance beyond cognitive ability and Big Five personality traits (Joseph & Newman, 2010b; O'Boyle, Humphrey, Pollack, Hawver, & Story, 2011). These criterion-related validity results are problematic, given the paucity of evidence and the questionable construct validity of mixed EI measures themselves. In the current research, we update and reevaluate existing evidence for mixed EI, in light of prior work regarding the content of mixed EI measures. Results of the current meta-analysis demonstrate that (a) the content of mixed EI measures strongly overlaps with a set of well-known psychological constructs (i.e., ability EI, self-efficacy, and self-rated performance, in addition to Conscientiousness, Emotional Stability, Extraversion, and general mental ability; multiple R = .79), (b) an updated estimate of the meta-analytic correlation between mixed EI and supervisor-rated job performance is ρ̂ = .29, and (c) the mixed EI-job performance relationship becomes nil (β = -.02) after controlling for the set of covariates listed above. Findings help to establish the construct validity of mixed EI measures and further support an intuitive theoretical explanation for the uncommonly high association between mixed EI and job performance-mixed EI instruments assess a combination of ability EI and self-perceptions, in addition to personality and cognitive ability. (PsycINFO Database Record (c) 2014 APA, all rights reserved).
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In this article, I present a theory that explains the origin of sex differences in technical aptitudes. The theory takes as proven that there are no sex differences in general mental ability (GMA), and it postulates that sex differences in technical aptitude (TA) stem from differences in experience in technical areas, which is in turn based on sex differences in technical interests. Using a large data set, I tested and found support for four predictions made by this theory: (a) the construct level correlation between technical aptitude and GMA is larger for females than males, (b) the observed and true score variability of technical aptitude is greater among males than females, (c) at every level of GMA females have lower levels of technical aptitude, and (d) technical aptitude measures used as estimates of GMA for decision purposes would result in underestimation of GMA levels for girls and women. Given that GMA carries the weight of prediction of job performance, the support found for this last prediction suggests that, for many jobs, technical aptitude tests may underpredict the job performance of female applicants and employees. Future research should examine this question. © Association for Psychological Science 2011.
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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, particularly at the Federal level (U.S. Merit Systems Protection Board, 2003). Likewise, employment interviews have long been a focus of both laboratory (e.g., Highhouse & Bottrill, 1995; Motowidlo & Burnett, 1995; Paunonen, Jack-son, & Oberman, 1987; Purkiss, Perrewe, Gillespie, Mayes, & Ferris, 2006) and field (e.g., Chapman & Zweig, 2005; Maurer & Solamon, 2006; van der Zee, Bakker, & Bakker, 2002) research. Although the use of employment interviews is widespread, a wealth of research indicates that not all inter-views are equally valid predictors of future job performance. In particular,
Chapter
Full-text available
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, particularly at the Federal level (U.S. Merit Systems Protection Board, 2003). Likewise, employment interviews have long been a focus of both laboratory (e.g., Highhouse & Bottrill, 1995; Motowidlo & Burnett, 1995; Paunonen, Jack-son, & Oberman, 1987; Purkiss, Perrewe, Gillespie, Mayes, & Ferris, 2006) and field (e.g., Chapman & Zweig, 2005; Maurer & Solamon, 2006; van der Zee, Bakker, & Bakker, 2002) research. Although the use of employment interviews is widespread, a wealth of research indicates that not all inter-views are equally valid predictors of future job performance. In particular,
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The practical value to organizations and to society of even small increments to validity from suppressor effects may be substantial. This study empirically examined the potential importance of suppressor variables in the personality domain. Of the five suppressor variables tentatively identified in the initial validation sample, four were found to hold up in an independent cross-validation sample. The suppressor variables increased the cross-validated multiple r from .61 to .68 (an 11% increase). The authors argue that, in addition to potential increments to prediction, suppressor variables in the personality domain may also contribute to substantive knowledge and theory development. The authors recommend that examination of potential suppressors be a more frequent component of research and analysis in the personality domain.
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In recent years, it has been advocated that capital budgeting and financial accounting techniques be used in evaluating the utility of human resources programs such as selection, training, and performance appraisal (Cronshaw & Alexander, 1985; Boudreau, 1983a, 1983b). We have demonstrated that many of these methods are often conceptually and logically inappropriate. We also showed that even in cases in which these techniques are logically applicable, their use may have unintended negative consequences. Finally, we discussed the question of the appropriate conceptual definition of utility. We conclude that different conceptual definitions of utility are useful under different circumstances; there is no single "correct" definition of utility. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
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Given the overwhelming research evidence showing the strong link between general cognitive ability (GCA) and job performance, it is not logically possible for industrial -organizational (I/O) psychologists to have a serious debate over whether GCA is important for job performance. However, even if none of this evidence existed in I/O psychology, research findings in differential psychology on the nature and correlates of GCA provide a sufficient basis for the conclusion that GCA is strongly related to job performance. In I/O psychology, the theoretical basis for the empirical evidence linking GCA and job performance is rarely presented, but is critical to understanding and acceptance of these findings. The theory explains the why behind the empirical findings. From the viewpoint of the kind of world we would like to live in - and would like to believe we live in - the research findings on GCA are not what most people would hope for and are not welcome. However, if we want to remain a science-based field, we cannot reject what we know to be true in favor of what we would like to be true.
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This article presents a series of meta-analyses carried out, exploring the construct validity of personnel selection interviews. Accordingly, the interviews were divided into two different groups: conventional interviews and behavior interviews. Conventional interviews are typically composed of questions directed at checking credentials, description of experience, and self-evaluative information. Behavior interviews mainly include questions concerning job knowledge, job experience, and behavior descriptions. The results showed that conventional interviews assessed general mental ability, job experience, the Big Five personality dimensions, and social skills, whereas behavior interviews mainly assessed job knowledge, job experience, situational judgment, and social skills. According to these findings, conventional and behavior interviews seem to be different interviews.
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Meta-analysis is arguably the most important methodological innovation in the social and behavioral sciences in the last 25 years. Developed to offer researchers an informative account of which methods are most useful in integrating research findings across studies, this book will enable the reader to apply, as well as understand, meta-analytic methods. Rather than taking an encyclopedic approach, the authors have focused on carefully developing those techniques that are most applicable to social science research, and have given a general conceptual description of more complex and rarely-used techniques. Fully revised and updated, Methods of Meta-Analysis, Second Edition is the most comprehensive text on meta-analysis available today. New to the Second Edition: * An evaluation of fixed versus random effects models for meta-analysis* New methods for correcting for indirect range restriction in meta-analysis* New developments in corrections for measurement error* A discussion of a new Windows-based program package for applying the meta-analysis methods presented in the book* A presentation of the theories of data underlying different approaches to meta-analysis
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Despite early claims that vocational interests could be used to distinguish successful workers and superior students from their peers, interest measures are generally ignored in the employee selection literature. Nevertheless, theoretical descriptions of vocational interests from vocational and educational psychology have proposed that interest constructs should be related to performance and persistence in work and academic settings. Moreover, on the basis of Holland's (1959, 1997) theoretical predictions, congruence indices, which quantify the degree of similarity or person-environment fit between individuals and their occupations, should be more strongly related to performance than interest scores alone. Using a comprehensive review of the interest literature that spans more than 60 years of research, a meta-analysis was conducted to examine the veracity of these claims. A literature search identified 60 studies and approximately 568 correlations that addressed the relationship between interests and performance. Results showed that interests are indeed related to performance and persistence in work and academic contexts. In addition, the correlations between congruence indices and performance were stronger than for interest scores alone. Thus, consistent with interest theory, the fit between individuals and their environment was more predictive of performance than interest alone. © The Author(s) 2012.
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Based on data from 4 independent studies reported by R. Vineberg and E. N. Taylor (1972) with a total sample size of 1,474, path analysis was used to examine the causal impact of job experience on job knowledge, performance capability as measured by job sample tests, and supervisory ratings of job performance. Findings support the conclusion that (1) when mean job experience is 2–3 yrs, there is substantial variance in job experience and (2) when the jobs are of an intermediate complexity level, job experience has a substantial direct impact on job knowledge and a smaller direct impact on performance capabilities as assessed by job sample measures. Job experience also has a substantial indirect effect on work sample performance through its effect on job knowledge, which, in turn, was found to be the strongest determinant of work sample performance. The pattern and magnitude of causal effects of general mental ability were similar to those of job experience. The effect of job knowledge on supervisory ratings was several times stronger than the effect of job sample performance, confirming the findings of J. E. Hunter (1983). When job experience was held constant, the direct impact of ability on the acquisition of job knowledge increased substantially, and this, in turn, increased the indirect effect of ability on job sample performance. (28 ref) (PsycINFO Database Record (c) 2012 APA, all rights reserved)
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The authors examined the bases for fairness reactions to different selection practices and considered cross-cultural differences in these reactions by comparing respondents from 2 cultures. College students ( N = 259) from France and the United States rated the favorability of 10 selection procedures and then indicated the bases for these reactions on 7 procedural dimensions. Selection decisions based on interviews, work-sample tests, and resumes were perceived favorably in both cultures. Graphology was perceived more favorably in France than in the United States, but even French reactions toward graphology were somewhat negative. The perceived face validity of the selection procedure was the strongest correlate of favorability reactions among both samples. Beyond comparing the results from each culture, the discussion addresses implications for multinational companies establishing selection systems in foreign countries. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
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Meta-analysis (Hunter, Schmidt, & Jackson, 1982) of 50 assessment center studies containing 107 validity coefficients revealed a corrected mean and variance of .37 and .017, respectively. Validities were sorted into five categories of criteria and four categories of assessment purpose. Higher validities were found in studies in which potential ratings were the criterion, and lower validities were found in promotion studies. Sufficient variance remained after correcting for artifacts to justify searching for moderators. Validities were higher when the percentage of female assessees was high, when several evaluation devices were used, when assessors were psychologists rather than managers, when peer evaluation was used, and when the study was methodologically sound. Age of assessees, whether feedback was given, days of assessor training, days of observation, percentages of minority assessees, and criterion contamination did not moderate assessment center validities. The findings suggest that assessment centers show both validity generalization and situational specificity. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
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Claims that cognitive ability tests of the kind generally used in personnel selection are valid predictors of successful performance for jobs in all settings. This controversial stance is supported by analyses that recast findings of invalid tests as instances of Type I error. Ideally, if an employer has large enough samples, perfectly reliable tests, and an unrestricted range of ability in the applicant pool, the most widely used types of standardized tests should be valid in all job situations, and the notion of job-specific validity would no longer hold. The authors argue against previous reservations about the suitability of cognitive ability tests for employee selection that were made on the basis of their supposed limited applicability, their bias, and their ultimate contribution to workforce productivity. (56 ref) (PsycINFO Database Record (c) 2012 APA, all rights reserved)
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Personnel psychologists have traditionally believed that employment test validities are situation specific. This study presents a Bayesian statistical model that is based on the alternate hypothesis that variation in validity outcomes from study to study for similar jobs and tests is artifactual in nature. Certain outcomes using this model permit validity generalization to new settings without carrying out a validation study of any kind. Where such generalization is not justified, the procedure is considered to provide an improved method of data analysis and decision making for the necessary situational validity study. Application to 4 distributions of empirical validity coefficients is presented to demonstrate the power of the model. (22 ref) (PsycINFO Database Record (c) 2012 APA, all rights reserved)
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Conducted a comprehensive meta-analysis based on 665 validity coefficients across 576,460 data points to investigate whether integrity test validities are generalizable and to estimate differences in validity due to potential moderating influences. Results indicate that integrity test validities are substantial for predicting job performance and counterproductive behaviors on the job, such as theft, disciplinary problems, and absenteeism. The estimated mean operational predictive validity of integrity test for predicting supervisory ratings of job performance is .41. Results from predictive validity studies conducted on applicants and using external criterion measures (i.e., excluding self-reports) indicate that integrity tests predict the broad criterion of organizationally disruptive behaviors better than they predict employee theft alone. Despite the influence of moderators, integrity test validities are positive across situations and settings. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
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The purpose of this investigation was to explore the extent to which employment interview evaluations reflect cognitive ability. A meta-analysis of 49 studies found a corrected mean correlation of .40 between interview ratings and ability test scores, suggesting that on average about 16% of the variance in interview constructs represents cognitive ability. Analysis of several design characteristics that could moderate the relationship between interview scores and ability suggested that (a) the correlation with ability tends to decrease as the level of structure increases; (b) the type of questions asked can have considerable influence on the magnitude of the correlation with ability; (c) the reflection of ability in the ratings tends to increase when ability test scores are made available to interviewers; and (d) the correlation with ability generally is higher for low-complexity jobs. Moreover, results suggest that interview ratings that correlate higher with cognitive ability tend to be better predictors of job performance. Implications for incremental validity are discussed, and recommendations for selection strategies are outlined.
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A literature review indicates that the standard deviation of employee output averaged 20% of mean output under nonpiecework compensation systems and 15% under piecework systems. For both systems, variability around the mean was small. Implications for selection and workforce productivity are discussed. (25 ref) (PsycINFO Database Record (c) 2012 APA, all rights reserved)
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Used decision theoretic equations to estimate the impact of the Programmer Aptitude Test (PAT) on productivity if used to select new computer programers for 1 yr in the federal government and the national economy. A newly developed technique was used to estimate the standard deviation of the dollar value of employee job performance, which in the past has been the most difficult and expensive item of required information. For the federal government and the US economy separately, results are presented for different selection ratios and for different assumed values for the validity of previously used selection procedures. The impact of the PAT on programmer productivity was substantial for all combinations of assumptions. Results support the conclusion that hundreds of millions of dollars in increased productivity could be realized by increasing the validity of selection decisions in this occupation. Similarities between computer programers and other occupations are discussed. It is concluded that the impact of valid selection procedures on work-force productivity is considerably greater than most personnel psychologists have believed. (37 ref) (PsycINFO Database Record (c) 2012 APA, all rights reserved)
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Using a large database, this study examined 3 refinements of validity generalization procedures: (1) a more accurate procedure for correcting the residual standard deviation (SD) for range restriction to estimate SD p, (2) use of r̄ instead of study-observed rs in the formula for sampling error variance, and (3) removal of non-Pearson rs. The 1st procedure does not affect the amount of variance accounted for by artifacts. The addition of the 2nd and 3rd procedures increased the mean percentage of validity variance accounted for by artifacts from 70 to 82%, a 17% increase. The cumulative addition of all 3 procedures decreased the mean SD p estimate from .150 to .106, a 29% decrease. Six additional variance-producing artifacts were identified that could not be corrected for. In light of these it was concluded that the obtained estimates of mean SD p and mean validity variance accounted for were consistent with the hypothesis that the true mean SD p value is close to zero. These findings provide further evidence against the situational specificity hypothesis. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
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How should data be interpreted to optimize the possibilities for cumulative scientific knowledge? Many believe that traditional data interpretation procedures based on statistical significance tests reduce the impact of sampling error on scientific inference. Meta-analysis shows that the significance test actually obscures underlying regularities and processes in individual studies and in research literatures, leading to systematically erroneous conclusions. Meta-analysis methods can solve these problems, and have done so in some areas. However, meta-analysis represents more than merely a change in methods of data analysis. It requires major changes in the way psychologists view the general research process. Views of the scientific value of the individual empirical study, the current reward structure in research, and even the fundamental nature of scientific discovery may change. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
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Two studies, with a total sample size of 400,000 Ss and with the US Department of Labor's Dictionary of Occupational Job Titles (1977), examined the traditional belief that between-job task differences cause aptitude tests to be valid for some jobs but not for others. Results indicate that aptitude tests are valid across jobs, since the moderating effect of tasks(a) is negligible even when jobs differ grossly in task makeup and (b) is probably nonexistent when task differences are less extreme. Findings have implications for validity generalization, the use of task-oriented job analysis in selection research, criterion construction, moderator research, and proper interpretation of the US's Uniform Guidelines on Employee Selection Procedures. It is concluded that the belief that tasks are important moderators of test validities can be traced to behaviorist assumptions introduced into personnel psychology in the early 1960's and that, in retrospect, these assumptions are false. (44 ref) (PsycINFO Database Record (c) 2012 APA, all rights reserved)
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Quantifying the economic impact of psychological programs in organizations requires determination of (a) the size and variability of the resulting increase in job performance and (b) the economic value of the increase in job performance. New methods of meta-analysis allow attainment of the 1st of these; and in relation to the 2nd, utility analysis methods provide the ability to translate job performance increases into estimates of the economic value of the program. In the area of personnel selection, many meta-analytic studies have resulted in precise and generalizable estimates of the validity of cognitive ability tests and other selection procedures. Utility analyses show that the job performance increases resulting from use of valid selection methods have substantial economic value. Valid selection produces major increases in work-force productivity. It is concluded that the combined effects of selection and nonselection interventions can be expected to produce substantial increases in workforce productivity. (29 ref) (PsycINFO Database Record (c) 2012 APA, all rights reserved)
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Previous studies have suggested handwriting analysis (HA) as potentially useful in the screening of job applicants. The present study examined 4 issues pertinent to this application of HA: (a) interjudge reliability of graphological inferences, (b) criterion-related validity of graphological inferences, (c) effect of what is written (content) rather than how it is written, and (d) the knowledge or skill level involved in HA. 103 adult writers were asked to supply 2 samples of their handwriting—"neutral" in content and autobiographical. Criterion data included supervisory ratings, self-ratings, and sales productivity. 20 professional graphologists were used to analyze the handwriting samples. 24 undergraduates with no prior experience with graphology or HA were asked to provide "inferences" from the same script samples given to the graphologists. Results provide only minimal support for an analysis of inferences based on handwriting. Whereas there was some evidence for interrater reliability among the graphologists, no evidence for validity was detected. Type of script sample did not appear to make a difference. Implications for industry are discussed. (21 ref) (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Book
Emotional intelligence (EI) is one of the most widely discussed topics in current psychology. Although first mentioned in the professional literature nearly two decades ago, in the past five years it has received extensive media attention. The term "emotional intelligence" refers to the ability to identify, express, and understand emotions; to assimilate emotions into thought; and to regulate both positive and negative emotions in oneself and others. Yet despite the flourishing research programs and broad popular interest, scientific evidence for a clearly identified construct of EI is sparse. It remains to be seen whether there is anything to EI that researchers in the fields of personality, intelligence, and applied psychology do not already know. This book offers a comprehensive critical review of EI. It examines current thinking on the nature, components, determinants, and consequences of EI, and evaluates the state of the art in EI theory, research, assessment, and applications. It highlights the extent to which empirical evidence supports EI as a valid construct and debunks some of the more extravagant claims that appear in the popular media. Finally, it examines the potential use of EI to guide practical interventions in various clinical, occupational, and educational settings. Bradford Books imprint
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In the current study, we present a more accurate method for correcting for range restriction (Case V) that expands upon Bryant and Gokhale’s (1972) method. We further present detailed steps to incorporate the Case V method into Schmidt and Hunter’s (2015; Hunter & Schmidt, 2004) psychometric meta-analysis methods (both individual correction and artifact distribution approaches). We then evaluate the accuracy of the Case V method vis-à-vis existing methods. Monte-Carlo simulation results indicate that the Case V method provides very accurate estimates for the mean true score correlation and reasonably accurate estimates for the true standard deviation. More importantly, Case V almost always provides more accurate results than alternative methods (particularly, Case IV). To illustrate how the Case V method works with real data, we conduct a reanalysis of Judge, Heller, and Mount’s (2002) meta-analysis examining the relationships between the Big Five personality traits and job satisfaction. Results indicate that the true score correlations between the Big Five traits and job satisfaction have been underestimated, whereas their true standard deviations have been overestimated. Implications for range restriction corrections in organizational research are discussed.
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The empirical evidence that has accumulated in support of the notion that personality is a valid predictor of employee performance is vast, yet debate on the matter continues. This study investigates frame‐of‐reference effects as they relate to the validity of self‐report measures of personality. Specifically, we compare the validities of general, noncontextualized personality measures and work‐specific, contextualized measures. The findings suggest that personality measures are a more valid predictor of performance when the scale items or instructions are framed specifically so as to reference work‐specific behaviors. We found that the validities for noncontextualized measures of personality ranged from .02 to .22, with a mean validity of .11. The validities for contextualized measures ranged from .19 to .30, with a mean of .25. Additional moderator analyses were conducted in an effort to examine several alternate explanations for these validity differences. Specifically, we examined differences between the developmental purpose (general use vs. workplace use) and reliabilities of each type of personality measure. We also compared the validities from published studies to those from unpublished studies. Results suggest that these moderators did not have an impact on the validity differences between noncontextualized and contextualized measures.
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Theoretical and empirical research suggests that job experience, organizational tenure, and age have non-linear relationships with performance. Considered simultaneously, there should exist an inverted U-shaped relationship between time and performance. Furthermore, the nature of this inverted U-shaped relationship should be affected by characteristics of the sample and measurement of performance. Using meta-analysis, this paper seeks to confirm the existence of the inverted U-shaped relationship between time and performance, and to demonstrate the moderating effects of performance measurement (objective versus subjective measures of performance) and job complexity. The results have implications for theory, research on dynamic performance, and human resource management practice.