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Full-Text Articles in Business
Criterion-Related Validity Of Forced-Choice Personality Measures: A Cautionary Note Regarding Thurstonian Irt Versus Classical Test Theory Scoring, Peter A. Fisher, Chet Robie, Neil D. Christiansen, Andrew B. Speer, Leann Schneider
Criterion-Related Validity Of Forced-Choice Personality Measures: A Cautionary Note Regarding Thurstonian Irt Versus Classical Test Theory Scoring, Peter A. Fisher, Chet Robie, Neil D. Christiansen, Andrew B. Speer, Leann Schneider
Personnel Assessment and Decisions
This study examined criterion-related validity for job-related composites of forced-choice personality scores against job performance using both Thurstonian Item Response Theory (TIRT) and Classical Test Theory (CTT) scoring methods. Correlations were computed across 11 different samples that differed in job or role within a job. A meta-analysis of the correlations (k = 11 and N = 613) found a higher average corrected correlation for CTT (mean ρ = .38) than for TIRT (mean ρ = .00). Implications and directions for future research are discussed.
Impact Of Conditional Job Offer On Applicant Reactions To Social Media In The Selection Process, Ashley Gomez
Impact Of Conditional Job Offer On Applicant Reactions To Social Media In The Selection Process, Ashley Gomez
Electronic Theses, Projects, and Dissertations
Social media (SM) permits the sharing of personal information online, which can lead to employers accessing personal, non-job-related information about applicants throughout the selection process. Limited prior research (Jeske & Shultz, in press; Stoughton et al., 2015) has found that, to varying degrees, applicants find this access of their personal information to be an invasion of their personal privacy. The aim of the present study was to replicate prior findings regarding invasion of privacy moderating the relationship between SM screening presence and procedural justice perceptions and to expand on prior research by exploring whether the stage at which this information …