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Social and Behavioral Sciences Commons™
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- Assessment centers (2)
- Ambition (1)
- Assimilation effect (1)
- Behavior description interview (1)
- Behavioral observation (1)
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- Big data (1)
- Editorial (1)
- Hierarchical linear models for validation (1)
- Individual assessment for employee selection (1)
- Individual psychological assessment (1)
- Interview training (1)
- Job applicant interviews (1)
- Journal (1)
- Meta-analysis (1)
- Performance rating (1)
- Personality (1)
- Personnel assessment and decisions (1)
- Rating leniency (1)
- Science mapping (1)
- Selection interviews (1)
- Sociability (1)
- Technology and interviewing (1)
- Trait activation potential (1)
- Validity of individual psychological assessment (1)
- Work simulations (1)
Articles 1 - 7 of 7
Full-Text Articles in Social and Behavioral Sciences
Using Technology To Improve The Interview As A Selection Tool, Brad A. Chambers, John D. Arnold
Using Technology To Improve The Interview As A Selection Tool, Brad A. Chambers, John D. Arnold
Personnel Assessment and Decisions
Using the extant literature on best practices in the selection interview, this paper describes a technology-based selection interview system. The process includes interviewer training and certification, and the construction of standardized interview guides. Linked to a common set of human abilities and skills, answers to the questions and probes are evaluated using behaviorally anchored rating scales for each of a number of competency elements. The process described can be used to help ensure quality interviewing practices following these principles are used in organizations conducting multiple interviewers at different sites. How to use this process to address various research objectives is …
Assessment Of Personality Through Behavioral Observations In Work Simulations, Andrew B. Speer, Neil Christiansen, Christopher Honts
Assessment Of Personality Through Behavioral Observations In Work Simulations, Andrew B. Speer, Neil Christiansen, Christopher Honts
Personnel Assessment and Decisions
This study outlines the development of a rating scale designed to measure personality-related behavior in the context of work simulations. The tool, labeled the Work Simulation Personality Rating Scale (WSPRS), was validated in an assessment center by rating the personality of 123 assessment center participants. Scores from the WSPRS were correlated with corresponding traits from a self-reported personality inventory, and a Trait Activation Potential (TAP) framework was adopted to predict which traits would display best convergence based on assessment center observations. Correlations between the WSPRS dimensions and self-report trait scales ranged from .11 (Neuroticism) to .31 (Extraversion), with the rank-order …
Identifying The Strongest Or The Weakest Link: Effects On Subsequent Ratings, William S. Weyhrauch, Satoris S. Culbertson
Identifying The Strongest Or The Weakest Link: Effects On Subsequent Ratings, William S. Weyhrauch, Satoris S. Culbertson
Personnel Assessment and Decisions
The current study investigated the effect of a negative designation performance rating purpose in contrast to a positive designation purpose or a deservedness purpose on a) the ability of raters to differentiate amongst ratees at a later time and b) raters' tendencies to provide subsequently more severe or lenient ratings. Results from a laboratory study involving 102 participants indicated that positive designations tend to result in subsequently lenient ratings, while negative designations result in severe ratings. However, the nature of a rater’s previous decision had no discernable effect on the ability to differentiate levels of performance. Implications of these findings …
The Interactive Influence Of Ambition And Sociability On Performance In A Behavior Description Interview, Allen I. Huffcutt, Satoris S. Culbertson, Allen P. Goebl
The Interactive Influence Of Ambition And Sociability On Performance In A Behavior Description Interview, Allen I. Huffcutt, Satoris S. Culbertson, Allen P. Goebl
Personnel Assessment and Decisions
The purpose of this study was to present and empirically test the potential influence on ratings in a behavior description interview (BDI) of the personality traits ambition and sociability, two facets of extraversion. Results suggest a relatively strong role for ambition in the administration and outcomes of BDIs in organizational selection, particularly when its interaction with sociability is taken into consideration. In a sample of 85 participants working in entry-level positions, the correlation with BDI ratings was .22 for ambition alone, which increased to .44 when sociability and its interaction with ambition were added. Adding sociability by itself to ambition …
The Validity Of Individual Psychological Assessments For Entry-Level Police And Firefighter Positions, Ilianna H. Kwaske, Scott B. Morris
The Validity Of Individual Psychological Assessments For Entry-Level Police And Firefighter Positions, Ilianna H. Kwaske, Scott B. Morris
Personnel Assessment and Decisions
Although individual psychological assessment is widely used in employee selection, the empirical research on the validity of individual assessments is sparse. A multi-stage, multi-site study examined the validity of individual assessments for police officer and firefighter positions. Results showed that assessor judgments were largely unrelated to standardized test results, and that both assessor judgments and standardized tests were only weakly related to job performance ratings. Differences in validity across assessors were also found, with some assessors providing better predictions than others.
Cloud-Based Meta-Analysis To Bridge Science And Practice: Welcome To Metabus, Frank A. Bosco, Piers Steel, Frederick L. Oswald, Krista Uggerslev, James G. Field
Cloud-Based Meta-Analysis To Bridge Science And Practice: Welcome To Metabus, Frank A. Bosco, Piers Steel, Frederick L. Oswald, Krista Uggerslev, James G. Field
Personnel Assessment and Decisions
Although volumes have been written on spanning the science-practice gap in applied psychology, surprisingly few tangible components of that bridge have actually been constructed. We describe the metaBUS platform that addresses three challenges of one gap contributor: information overload. In particular, we describe challenges stemming from: (1) lack of access to research findings, (2) lack of an organizing map of topics studied, and (3) lack of interpretation guidelines for research findings. For each challenge, we show how metaBUS, which provides an advanced search and synthesis engine of currently more than 780,000 findings from 9,000 studies, can provide the building blocks …
Editorial: Why A New Journal?, Scott Edward Highhouse
Editorial: Why A New Journal?, Scott Edward Highhouse
Personnel Assessment and Decisions
No abstract provided.