Industrial and Organizational Psychology Commons^™

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

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

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

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

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

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

Personnel Assessment and Decisions

No abstract provided.

Person-Corporate Social Responsibility Fit: Considering The Effects Of Corporate Values On Fit Within The Organization, Brittney Winters

Electronic Theses, Projects, and Dissertations

Corporate social responsibility (CSR) is an expanding trend as more organizations have adopted various CSR policies. Due to this, CSR has been a growing topic in Business and Psychology research, especially on the micro-level of CSR’s effects on individual employee outcomes. In this study, we proposed a new sub-dimension of Person-Organization (P-O) fit, such that there’s a Person-CSR (P-CSR) fit: the perceived congruence between an individuals’ values with an organization’s CSR initiatives. We predicted that P-CSR fit would explain additional variance over and beyond P-O fit for organizational outcomes: organizational commitment, organizational identity, job satisfaction, and organizational citizenship behaviors. Further, …

Dispositional Employability And The Relationship To Career Success: A Meta-Analysis, Alisha M. Jasmer

Electronic Theses, Projects, and Dissertations

This meta-analysis focuses on the willingness to work aspect of the RAW model of employability of Hogan et al. (2009), in relationship to career success. Willingness to work (W) can be defined as favorably disposed to work hard and take initiative at one’s job. The variables I used to structure the W are proactive personality, conscientiousness, work ethic, job involvement, adaptability, and ambition.

I used the Hunter and Schmidt method to analyze the data applying a random effects model. All calculations were conducted in Excel. The overall sample consisted of 100 effect sizes (r) derived from 41 studies. The total …

Strategies And Resources To Enhance Test Evaluation And Selection, Janet F. Carlson, Nancy Anderson

Buros Center: Professional Staff Publications

Testing serves an important function for SLPs in offering an evidence base that is useful in screening, diagnosing, monitoring progress, and documenting outcomes. Tests are used to measure diverse constructs such as communication, literacy, oral and written language, receptive and expressive vocabulary, articulation, phonological awareness and processing, and auditory perception and processing. In addition, specific impairments may require specialized measures to evaluate conditions such as stuttering and orthographic competence.

When using tests to diagnose language impairments, Betz, Eickhoff, and Sullivan (2013) suggest that SLPs consider carefully a test’s psychometric properties, particularly because of the “increasing emphasis on evidence-based practice, specifically, …

The Development Of Job-Based Psychological Ownership, Robert B. Bullock

Industrial-Organizational Psychology Dissertations

Psychological ownership has come to light as an important state with strong implications on employee attitudes and behaviors. However, relatively little attention has been paid towards the process by which employees come to develop feelings of psychological ownership towards their work, particularly regarding the role played by individual traits in this process. Ownership theorists claim that personality and disposition should matter (Mayhew, Ashkanasy, Bramble, & Gardner, 2007; Pierce & Jussila, 2011), yet these claims remain largely untested.

The purpose of the current investigation is to address these gaps by exploring how employee disposition and job design contribute to the development …

The Brief Aggression Questionnaire: Reliability, Validity, And Structure, Gregory D. Webster, C. Nathan Dewall, Richard S. Pond, Timothy Deckman, Peter K. Jonason, Bonnie M. Le, Austin Lee Nichols, Tatiana Orozco Schember, Laura C. Crysel, Benjamin S. Crosier, C. Veronica Smith, Elizabeth Layne Paddock

Research Collection Lee Kong Chian School Of Business

In contexts that increasingly demand brief self-report measures (e.g., experience sampling, longitudinal and field studies), researchers seek succinct surveys that maintain reliability and validity. One such measure is the 12-item Brief Aggression Questionnaire (BAQ; Webster et al., 2014), which uses 4 3-item subscales: Physical Aggression, Verbal Aggression, Anger, and Hostility. Although prior work suggests the BAQ's scores are reliable and valid, we addressed some lingering concerns. Across 3 studies (N = 1,279), we found that the BAQ had a 4-factor structure, possessed long-term test–retest reliability across 12 weeks, predicted differences in behavioral aggression over time in a laboratory experiment, …

Employee Behavioral Intention And Technology Use: Mediating Processes And Individual Difference Moderators, Robert Conrad Brusso

Psychology Theses & Dissertations

Considering the substantial amount of time and organizational resources that are involved in the development and implementation of end-user technology (e.g., communication software platforms, social networking sites) within organizations, it is imperative to understand the factors that best predict use of end-user software. Although technology acceptance models, grounded in broader theories of behavior, do exist, these models fall-short in determining the most proximal antecedents of actual behavior. Currently, the majority of the research in the information technology arena posits behavioral intention as the most proximal antecedent of technology use. Behavioral intention does explain variance in use, but this relationship has …

An Evaluation Of Game Fiction-Enhanced Training: Using Narrative To Improve Trainee Reactions And Learning, Michael Beaumont Armstrong

Psychology Theses & Dissertations

Gamification is growing in popularity in instructional contexts like education and workplace training, but it is unclear which game elements are specifically conducive to improve learning outcomes. Narratives, which represent one way the game element “game fiction” is commonly implemented, have been used to improve learning outcomes over expository texts in the context of psycholinguistics, whereas the Technology-Enhanced Training Effectiveness Model (TETEM) proposes that certain individual differences impact the relationships between technology-enhanced training and learning outcomes. From this theoretical basis, this study gamified a training session with game fiction in order to improve reactions to training and learning over the …

Cross-Sectional Assessment Of Safety Culture Perceptions And Safety Behavior In Collegiate Aviation Programs In The United States, Daniel Kwasi Adjekum, Julius Keller, Micah Walala, John P. Young, Cody Christensen, Randal J. Demik, Gary J. Northam Ph.D.

International Journal of Aviation, Aeronautics, and Aerospace

A cross-sectional quasi- mixed-method approach was used to determine the relationships between safety culture perceptions and safety reporting behavior among flight students with and without certified flight instructor (CFI) ratings. Respondents (n=259) were recruited from five collegiate aviation programs in the US and took part in the study. Survey Items adopted from the Collegiate Aviation Perception of Safety Culture Assessment Survey (CAPSCAS) were validated using factor analysis analyzed for reliability before use in the study. Researchers sought to find out if the safety reporting behavior (reporting frequency) of respondents could be predicted from their safety culture perceptions. Pearson’s …

Intervention Effects On Safety Compliance And Citizenship Behaviors: Evidence From The Work, Family, And Health Study, Leslie B. Hammer, Ryan C. Johnson, Tori Laurelle Crain, Todd Bodner, Ellen Ernst Kossek, Kelly Davis, Erin L. Kelly, Orfeu M. Buxton, Georgia Karuntzos, L. Casey Chosewood, Lisa Berkman

Psychology Faculty Publications and Presentations

We tested the effects of a work-family intervention on employee reports of safety compliance and organizational citizenship behaviors in 30 health care facilities using a group-randomized trial. Based on conservation of resources theory and the work-home resources model, we hypothesized that implementing a work-family intervention aimed at increasing contextual resources via supervisor support for work and family, and employee control over work time, would lead to improved personal resources and increased employee performance on the job in the form of self-reported safety compliance and organizational citizenship behaviors. Multilevel analyses used survey data from 1,524 employees at baseline and at 6-month …

Understanding The Building Blocks Of Selection Procedures: Effects Of Response Fidelity On Performance And Validity, Filip Lievens, Wilfried De Corte, Lena Westerveld

Research Collection Lee Kong Chian School Of Business

This study aims to advance our conceptual understanding of selection procedures by exploring the effect of response fidelity (i.e., written constructed response vs. behavioral constructed response) on test performance, validity, and applicant perceptions. Stimulus fidelity (multimedia stimulus) was kept constant. In a field experiment, 208 applicants for entry-level police officer jobs completed a multimedia situational judgment test with written constructed responses and behavioral responses. We hypothesized the behavioral response mode (a) to be a better predictor of police trainee performance one year later, (b) to be less cognitively saturated, (c) to exhibit higher personality (extraversion) saturation, and (d) to be …

Examining Work-Family Conflict And Parenting Stress For Parents Of Children With Autism Spectrum Disorder Through The Lens Of Boundary And Conservations Of Resources Theories, Alyssa A. Pettey

Electronic Theses, Projects, and Dissertations

Understanding the challenges parents of children with disabilities face when seeking to balance work and family is a real concern; however, these challenges have not been well studied. Parents of children with disabilities experience excess challenges in the home domain as a result of their caregiving demands that can lead to challenges in balancing family and work. This is particularly problematic for parents raising children with autism spectrum disorder (ASD). The present study examined the relationship between inter-domain transitions and work-family conflict in order to identify personal and situational factors that were associated with reduced conflict and parenting stress in …

Work Family Outcomes: Examining Family-Supportive Supervisor Behaviors And Flexibility In The Context Of Low Wage Work, Amanda R. Pettey

Electronic Theses, Projects, and Dissertations

Low wage workers are faced with unique challenges such as shift work, scheduling conflicts, and increased job demands, all of which have the capacity to prevent work and family balance. Recently, supportive supervisors and flexible work arrangements have been suggested as essential to mitigating negative work family outcomes. Due to the underrepresentation of low wage workers in the literature, however, the nature of these relationships in the context of low wage work remains unclear. The present study examined the relationship between family-supportive supervisor behaviors (FSSB) and work family conflict and enrichment as mediated by flexibility characteristics. The sample consisted of …

The Effects Of Cosmopolitan Culture, Competitiveness, And Need For Cognitive Closure On Creativity, Chi-Ying Cheng

Research Collection School of Social Sciences

Deviant from thecurrent literature of multiculturalism-creativity link, this paper investigateswhether individuals benefit from exposure to one but diverse culture as well asthe moderators for this relationship. Drawing upon knowledge activation theory, Study 1found that individuals raised in a diverse culture like Singapore exhibithigher creativity when primed with their culture than in the control conditions. However, this advantage disappearswhen the Singaporean cultural tendency “Kiasu”, also known as extremecompetitiveness, is recalled when individuals are primed with their culture.Study 2 further examined how the Kiasu prime, personal Kiasu tendency, and needfor cognitive closure (NFCC) interact to influence creativity. The resultsshowed that when the …

An Examination Of Several Variables Influencing The Efficacy Of The Gateway In Street Sign Configuration On Motorist Yielding Behavior, Miles Bennett

Dissertations

This study contains five different experiments that examine the effects of several variables influencing the effectiveness of the In-Street sign and various In-Street sign configurations. Experiment 1 and 2 compared the effects of the Gateway configuration using R1-6 signs to blank fluorescent yellow-green signs arranged in the Gateway configuration on motorist yielding to pedestrians in crosswalks. The results showed that the blank signs produced an increase in yielding from 7% to 33%, while the addition of the message and symbols to the sign increased yielding to 78%. Experiment 1, 2, and 4 examined the effects of different configurations of the …

Bright Or Dark, Or Virtues And Vices? A Reexamination Of The Big Five And Job Performance, Christopher M. Castille

Doctoral Dissertations

Personality research in industrial/organizational psychology has been dominated by the description of personality traits and outcomes as either bright or dark. Unfortunately, research has shown that bright traits have dark outcomes and vice versa, suggesting that a paradox is plaguing the literature. To resolve this paradox, I propose that a different heuristic stemming from positive psychology be utilized: virtues and vices. Virtues refer to exercises of human excellence while vices refer to actions of human failure. Drawing on the virtue ethics concept of the Aristotelian mean, dark traits are viewed as extreme or elevated levels of bright personality traits, allowing …

Training Evaluation Investigating Core Self-Evaluations And Perceptions Of Training Transfer, Thomas P. Patterson

Masters Theses & Specialist Projects

Although training evaluation is understood as an important way of determining the effectiveness of a training program, additional research in the area of training transfer and core self-evaluations (CSE) could provide insight on measuring the effectiveness of training programs. Training transfer differences and CSE were examined in training courses offered in a workforce development program. The goals of the study were to: (1) evaluate the validity of using CSE as a means of predicting perceptions of transfer, (2) test the previous findings that utility reactions measures are a stronger predictor of transfer than affective reactions measures, (3) determine which type …

Individual Adaptability As A Predictor Of Job Performance, Stephanie L. Murphy

Doctoral Dissertations

In the new global economy, organizations frequently have to adjust to meet challenging demands of customers, competitors, or regulatory agencies. These adjustments at the organizational level often cascade down to employees, and they may face changes in their job responsibilities and how work is performed. I-ADAPT theory suggests that individual adaptability (IA) is an individual difference variable that includes both personality and cognitive aspects and has both trait- and state-like properties. As a result, IA may be an acceptable alternative for traditional, stable selection tests for operating within unstable environments. The present paper examined the relationship of individual adaptability, cognitive …

Cultural Context's Influence On The Relationships Between Leadership Personality And Subordinate Perceptions, Victoria J. Smoak

Doctoral Dissertations

Fascination with leadership and the pursuit of its understanding have been common across disciplines throughout history (Bass & Stogdill, 1990). Studying leadership in an organization provides value in understanding its relation to outcomes such as employee attitudes (Podsakoff, MacKenzie, & Bommer, 1996), individual performance (Tierney, Farmer, & Graen, 1999) and organizational performance (Day & Lord, 1988; Sully de Luque, Washburn, Waldman, & House, 2008). Leadership is suggested to be the underlying human factor key to organizational effectiveness (Hogan & Kaiser, 2005). In spite of the vast body of literature, much remains to be understood, especially understanding context (McCall & Hollenbeck, …

Crystallized Intelligence And Openness To Experience: Drawing On Intellectual-Investment Theories To Predict Job Performance Longitudinally, Christopher B. Patton

Doctoral Dissertations

Various approaches to conceptualizing and measuring intelligence have been utilized throughout history. Despite the plethora of intelligence theories, the field of industrial and organizational (I-O) psychology has been largely dominated by the psychometric tradition of intelligence and Spearman's general factor theory of intelligence (g). Moreover, other approaches to intelligence (e.g., the developmental perspective) have generally been ignored by I-O psychology. This is puzzling given the widespread acceptance among I-O psychologists of intelligence's substantial and increasing importance in the modern workplace.

Supported by a vast amount of research, g has often been recognized as the single best predictor of …

The Interplay Of Elicitation And Evaluation Of Trait-Expressive Behavior: Evidence In Assessment Center Exercises, Filip Lievens, Eveline Schollaert, Gert Keen

Research Collection Lee Kong Chian School Of Business

In assessment centers (ACs), research on eliciting candidate behavior and evaluating candidate behavior have largely followed independent paths. This study integrates trait activation and trait rating models to posit hypotheses about the effects of behavior elicitation via situational cues on key assessor observation and rating variables. To test the hypotheses, a series of experimental and field studies are conducted. Only when trait-expressive behavior activation and evaluation models work in conjunction, increases in observability are coupled with increases in the interrater reliability, convergent validity, discriminant validity, and accuracy of AC ratings. Implications of these findings for AC theory and practice are …

Development And Test Of An Integrative Model Of Job Search Behaviour, Greet Van Hoye, Alan M. Saks, Filip Lievens, Bert Weijters

Research Collection Lee Kong Chian School Of Business

Research on job search and the theory of planned behaviour (TPB) has identified job search attitude, subjective norm, and job search self-efficacy as the most proximal determinants of job seekers' search intentions and subsequently job search behaviours. However, we do not yet know how more distal individual differences (e.g., personality) and situational factors (e.g., social context) might help to predict these key TPB determinants of job search behaviour. In an integrative model of job search behaviour, we propose specific relationships between these distal variables and the TPB determinants, which in turn are expected to mediate the effects of individual differences …

The Multilevel Effects Of Supervisor Adaptability On Training Effectiveness And Employee Job Satisfaction, Joseph Alvin Sherwood

Dissertations and Theses

The present study explored the multilevel effects of supervisor learning adaptability on training effectiveness, and post-training employee job satisfaction in a work-family and safety-based intervention aimed at increasing family supportive supervisor behaviors (FSSB) and safety behaviors. Using a sample of 291 municipal public works field workers from two independent organizations, it was hypothesized that supervisor adaptability positively relates to post-training FSSB and employee job satisfaction. Specifically, it was hypothesized that learning adaptability prepares those supervisors to be more inclined to engage actively in training, thereby increasing employee reported FSSBs more significantly for those supervisors and leading to intervention target results, …

Web-Based Recruitment: Strategies For Attracting Lgbt Employees, Daniel R. Abben

College of Science and Health Theses and Dissertations

Organizations are interested in workforce diversity for a variety of reasons. One way to foster employee diversity is through the use of targeted recruitment practices. While this topic has received attention in the literature, most of the work has examined the effectiveness of recruiting people whose minority status is apparent. Thus, the goal of this research is to explore the effectiveness of recruitment strategies targeted toward individuals whose minority status is not immediately obvious, namely lesbian, gay, bisexual, and transgender adults. Two specific recruitment strategies were used: providing information about domestic partner benefits and providing information about community partnerships. The …