Open Access. Powered by Scholars. Published by Universities.®
- Institution
- Publication
- Publication Type
Articles 1 - 12 of 12
Full-Text Articles in Business
Gamifying An Assessment Method: What Signals Are Organizations Sending To Applicants?, Konstantina Georgiou, Filip Lievens
Gamifying An Assessment Method: What Signals Are Organizations Sending To Applicants?, Konstantina Georgiou, Filip Lievens
Research Collection Lee Kong Chian School Of Business
Purpose: The paper aims to expand the authors' knowledge on gamification and the signals sent on behalf of the organization when gamified assessments are used. The authors examine the mechanisms through which the use of gamification into an assessment method may increase the attractiveness of an organization as a prospective employer. Design/methodology/approach: The first study examines, following a longitudinal design, the signals that an organization sends to applicants about the organization's symbolic traits (e.g. innovativeness), through the characteristics of a gamified assessment, in terms of enjoyment and flow and impact on organizational attractiveness. Upon clarifying this mechanism, the second study …
The Attention To Detail Test: Measurement Precision And Validity Evidence For A Performance-Based Assessment Of Attention To Detail, Brent A. Stevenor, Michael John Zickar, Fletcher Wimbush, Weston Beck
The Attention To Detail Test: Measurement Precision And Validity Evidence For A Performance-Based Assessment Of Attention To Detail, Brent A. Stevenor, Michael John Zickar, Fletcher Wimbush, Weston Beck
Personnel Assessment and Decisions
We report on the dimensionality, measurement precision, and validity of the Attention to Detail Test (ADT) designed to be a performance-based assessment of people’s ability to pay attention to detail. Within the framework of item response theory, we found that a 3PL bifactor model produced the most accurate item parameter estimates. In a predictive validity study, we found that the ADT predicted supervisor ratings of subsequent overall job performance and performance on detail-oriented tasks. In a construct-related study, scores on the ADT correlated most strongly with the personality facet of perfectionism. The test also correlated with intelligence and self-reported ACT …
Political Misfit At Work: Examining The Effects Of Political Affiliation Dissimilarity In Selection And Work Processes, Alexander Snihur
Political Misfit At Work: Examining The Effects Of Political Affiliation Dissimilarity In Selection And Work Processes, Alexander Snihur
FIU Electronic Theses and Dissertations
Over the last two decades, political affiliation membership has become an increasingly divisive social identity in the United States. Many organizational researchers have pushed for more investigation into understanding the effects of this salient yet understudied identity in the workplace. The purpose of this dissertation was to answer this call to action and examine the influence of political affiliation (Republican or Democrat) (dis)similarity on two discrete parts of the work process. Study one assessed how political affiliation (dis)similarity between a rater and a fictitious job applicant affected perceptions of applicant hireability through the potential mediators of applicant liking and applicant …
A Monte Carlo Analysis Of Thorndike's Indirect Range Restriction Correction Equations, Michael Thomas Pelayo
A Monte Carlo Analysis Of Thorndike's Indirect Range Restriction Correction Equations, Michael Thomas Pelayo
Masters Theses & Specialist Projects
Employee selection is an important process for organizations. Organizations seek to select the best employees for their available positions. Testing is key to many selection efforts. The results of studies assessing the criterion-related validity of a selection test are affected by a number of statistical artifacts, one of which is range restriction. Range restriction has the effect of attenuating the correlation coefficient. Statistical equations exist to correct for the effects of range restriction, and they enable researchers to obtain a more accurate estimate of the validity coefficient. Thorndike (1949) developed the best known and most frequently used of these correction …
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 …
Special Issue - Call For Papers: Applications Of Judgment And Decision Making To Problems In Personnel Assessment, Edgar E. Kausel, Alexander T. Jackson
Special Issue - Call For Papers: Applications Of Judgment And Decision Making To Problems In Personnel Assessment, Edgar E. Kausel, Alexander T. Jackson
Personnel Assessment and Decisions
No abstract provided.
Creating Test Score Bands For Assessments Involving Ratings Using A Generalizability Theory Approach To Reliability Estimation, Charles Scherbaum, Marcus Dickson, Elliott Larson, Brian Bellenger, Kenneth Yusko, Harold Goldstein
Creating Test Score Bands For Assessments Involving Ratings Using A Generalizability Theory Approach To Reliability Estimation, Charles Scherbaum, Marcus Dickson, Elliott Larson, Brian Bellenger, Kenneth Yusko, Harold Goldstein
Personnel Assessment and Decisions
The selection of a method for estimating the reliability of ratings has considerable implications for the use of assessments in personnel selection. In particular, the accuracy of corrections to validity coefficients for unreliability and test score bands are completely dependent on the correct estimation of the reliability. In this paper, we discuss how generalizability theory can be used to estimate reliability for test score bands with assessments involving ratings. Using selection data from a municipal entity, we demonstrate the use of generalizability theory-based compare the implications of its use in test score banding compared to the traditional approach.
Social Networking Sites And Personnel Selection: An Initial Validity Assessment, Travis J. Schneider
Social Networking Sites And Personnel Selection: An Initial Validity Assessment, Travis J. Schneider
Electronic Thesis and Dissertation Repository
The purpose of this dissertation was to add to the literature on the use of social networking sites (SNSs) for personnel selection. The first goal was to evaluate whether SNSs have the potential to be used as a valid source of information for selection. Specific SNS Indicator scales were created to test whether they have better validity evidence than the more traditionally-used Global SNS Rating. In a study of 141 undergraduate students at a large Canadian university, the Specific SNS Indicators demonstrated fairly weak evidence of interrater reliability, but some evidence of structural validity, and construct validity (convergent and discriminant). …
Gathering Behavioral Samples Through A Computerized And Standardized Assessment Center Exercise Yes, It Is Possible, Filip Lievens, Etienne Van Keer, Ellen Volckaert
Gathering Behavioral Samples Through A Computerized And Standardized Assessment Center Exercise Yes, It Is Possible, Filip Lievens, Etienne Van Keer, Ellen Volckaert
Research Collection Lee Kong Chian School Of Business
Although computerization and standardization might make assessment center (AC) exercises easier to administer and score, drawbacks are that most of such exercises have a static and multiple-choice format. This study reports on the development and initial validation of a computerized and standardized AC exercise that simulates key managerial tasks. This AC exercise capitalizes not only on the benefits of computerization and standardization (efficiency and cost savings) but at the same time aims to avoid their usual drawbacks (lower response fidelity and interactivity). The composite exercise score was significantly related to several criteria of interest and had incremental validity beyond cognitive …
The Risk Of Adverse Impact In Selections Based On A Test With Known Effect Size, Wilfried De Corte, Filip Lievens
The Risk Of Adverse Impact In Selections Based On A Test With Known Effect Size, Wilfried De Corte, Filip Lievens
Research Collection Lee Kong Chian School Of Business
The authors derive the exact sampling distribution function of the adverse impact (AI) ratio for single-stage, top-down selections using tests with known effect sizes. Subsequently, it is shown how this distribution function can be used to determine the risk that a future selection decision on the basis of such tests will result in an outcome that reflects the presence of AI. The article therefore provides test and selection practitioners with a valuable tool to decide between alternative selection predictors.
Incremental Validity Of Empirically Keyed Biodata Scales Over Gma And The Five Factor Personality Constructs
L. A. Witt
No abstract provided.