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Social and Behavioral Sciences Commons™
Open Access. Powered by Scholars. Published by Universities.®
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- Attribution theory (1)
- Cheating (1)
- Cognitive ability (1)
- Cognitive ability test (1)
- Computer-mediated communication (1)
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- Deception detection (1)
- Decision aids (1)
- Discounting principle (1)
- Employee selection (1)
- Employment interviews (1)
- Evidence-based decision making (1)
- Experiment (1)
- Impression management (1)
- Job Analysis (1)
- Meta-analysis (1)
- Personality (1)
- Personality Items (1)
- Technological unemployment (1)
- Technology mediation (1)
- Trust (1)
- Unproctored Internet testing (1)
Articles 1 - 5 of 5
Full-Text Articles in Social and Behavioral Sciences
A Public-Domain Personality Item Bank For Use With The Raymark, Schmit, And Guion (1997) Pprf, Scott Highhouse, Michael J. Zickar, Margaret E. Brooks, Charlie L. Reeve, Shreya T. Sarkar-Barney, Robert M. Guion
A Public-Domain Personality Item Bank For Use With The Raymark, Schmit, And Guion (1997) Pprf, Scott Highhouse, Michael J. Zickar, Margaret E. Brooks, Charlie L. Reeve, Shreya T. Sarkar-Barney, Robert M. Guion
Personnel Assessment and Decisions
Presented is the development of a repository of work-related personality items that may be used to assess job-related traits identified by the Personality-Related Position Requirements Form (PPRF: Raymark, Schmit, & Guion, 1997). Analyses of the item pool administered to a sample (n = 412) of trade apprentices showed evidence to support the12 work-related Big 5 sub-dimensions identified by the PPRF. A smaller validity study (n = 47) suggested that personality dimensions identified as job-related by the PPRF were related to important job-related outcomes.
Threat Of Technological Unemployment: Are Hiring Managers Discounted For Using Standardized Employee Selection Practices?, Kevin P. Nolan, Nathan T. Carter, Dev K. Dalal
Threat Of Technological Unemployment: Are Hiring Managers Discounted For Using Standardized Employee Selection Practices?, Kevin P. Nolan, Nathan T. Carter, Dev K. Dalal
Personnel Assessment and Decisions
Two studies were conducted to examine the tenability of Meehl’s (1986) “threat of technological unemployment” explanation for why practitioners of employee selection resist using standardized decision-making practices. The results of Study 1 support the existence of this threat by demonstrating that practitioners received less credit for the outcomes of employment decisions when structured rather than unstructured interviews were used to evaluate candidates and analytical rather than holistic data combination was used to determine candidates’ overall evaluations. The results of Study 2 support the influence of this threat on employee selection by demonstrating that practitioners recognized the effects using the standardized …
Cheating On Unproctored Internet Intelligence Tests: Strategies And Effects, Wim Bloemers, Arjan Oud, Karen Van Dam
Cheating On Unproctored Internet Intelligence Tests: Strategies And Effects, Wim Bloemers, Arjan Oud, Karen Van Dam
Personnel Assessment and Decisions
A crucial issue concerning unproctored Internet-based testing (UIT) of cognitive ability is its susceptibility to cheating. Whereas evidence indicates that cheating during UIT occurs, there is still little information about possible cheating strategies and their effects on (sub)test performance. Using a randomized experimental design, this study investigated the direct effects of cheating on an Internet-based test of cognitive ability by comparing test performance of cheaters (participants who were instructed to cheat) and successful cheaters (participants who thought their cheating had been successful) with that of non-cheaters. Successful cheaters obtained substantially higher scores compared to cheaters who thought they had been …
Technology In The Employment Interview: A Meta-Analysis And Future Research Agenda, Nikki Blacksmith, Jon C. Willford, Tara S. Behrend
Technology In The Employment Interview: A Meta-Analysis And Future Research Agenda, Nikki Blacksmith, Jon C. Willford, Tara S. Behrend
Personnel Assessment and Decisions
The use of technology such as telephone and video has become common when conducting employment interviews. However, little is known about how technology affects applicant reactions and interviewer ratings. We conducted meta-analyses of twelve studies that resulted in K=13 unique samples and N=1,557. Mean effect sizes for interview medium on ratings (d=-.41) and reactions (d=-.36) were moderate and negative, suggesting that interviewer ratings and applicant reactions are lower in technology-mediated interviews. Generalizing research findings from face-to-face interviews to technology-mediated interviews is inappropriate. Organizations should be especially wary of varying interview mode across applicants, as …
Individual Differences Predicting Impression Management Detection In Job Interviews, Nicolas Roulin
Individual Differences Predicting Impression Management Detection In Job Interviews, Nicolas Roulin
Personnel Assessment and Decisions
Applicant impression management (IM), and especially its deceptive side (i.e., faking), has been described as a potential threat to the validity of employment interviews. This threat was confirmed by evidence of interviewers’ inability to detect (deceptive) IM tactics. Previous studies suggested that some interviewers could be better IM detectors than others, but did not examine the reasons explaining higher abilities. Building on interpersonal deception theory, this study explores individual differences in cognitions (i.e., cognitive ability) and social sensitivity (associated with generalized trust and honesty) as predictors of IM detection abilities. Results of a study with 250 individuals suggest that these …