Must be new journal time! First J.A.P., now the International Journal of Selection and Assessment's December issue is hot off the presses.
So what are the highlights? Let's look:
First, an article by Levashina and Campion on faking behavior during employment interviews. They review the research and propose a model to guide future studies.
Next, a research study by Birkeland, et al. meta-analyzing faking of personality measures. Main findings? Applicants inflate their scores compared to non-applicants (not surprising) and these differences were larger on direct Big 5 measures. (Doesn't change the fact that these inventories have been shown to predict job performance.)
Next up, another research study, this one by Harold, et al., analyzing how verifiability of biodata items impacted results among a sample of call center incumbents and applicants. Findings? Again, no shocker here--verifiable items won out. Interestingly, the mean scores were not significantly different between the two groups.
Here's where things get (more) interesting. The next piece is an article by Van Iddekinge et al. looking at rating face-to-face (f2f) versus videotaped interviews. Using a simulated selection setting, the researchers found f2f interviews received higher scores compared to video interviews of the same people. In addition, the correlation between f2f and video interviews was pretty low (r=.31) compared to correlations among raters of the same f2f interviewee (r=.73).
Next up, a study by Krause et al. of promotions into a training academy for high-level executive positions in German police departments. The authors found that scores on a 2-day assessment center added significant prediction power (of academy scores) above and beyond cognitive ability tests.
Second to last, an article by Dancer & Woods (sounds like a singing group) analyzing the 16PF (Fifth Edition) and FIRO-B factor structures. Using a sample of over 4,000 executive assessments over a 9 year period, the authors found support for a five-factor structure for the 16PF but did not find support for a three-factor structure on the FIRO-B. A sixth factor, Social Independence, emerged when analyzing the two measures in combination.
Finally, the last study is by Thomas Timmerman and investigates (not for the first time) the issue of criterion validity of narrow v. broad personality trait measurement. The sample included 203 call center employees (these poor call center employees, always being guinea pigs) and results provided support for Extraversion and Openness to Experience predicting turnover, but also support for several narrower facets.