Monday, February 18, 2013

Research update addendum

Okay, I know I just did a research update but but I had a couple stragglers, including a pretty important one, namely the Spring 2013 Personnel Psychology, which is free right now!

-  First, an important piece by Bobko and Roth updating d values for Black-White differences on selection measures.  Their updated analysis indicates measures such as biodata and assessment centers may have d values as large as paper-and-pencil tests of cognitive ability.  Personality measures still benefit from small differences.  They include a helpful table that breaks down the values by construct, and they also include a list of factors that can impact d, such as job complexity and range restriction.

- Second, a fascinating study of aberrant personality tendencies and their impact on career outcomes conceptualized using the Five-Factor Model and measured using the NEO PI-R.  More evidence that "dark side" personality traits are an important consideration in predicting career trajectories.

The other that just came out is the February 2013 Journal of Applied Social Psychology:

- First, a look at moderators of the relationship between employee weight and job-related outcomes.

- Second, a study that I think has implications for selection: looking at circumstances under which competitors copy their opponents choices.  I've observed over and over again that when an employee gets a competing offer, suddenly their attractiveness increases.  Perhaps not the same phenomenon, but worth exploring.

-  Next, another study of discrimination, this time age discrimination in within- and between-career job changes.  Results indicated discrimination against older workers was particularly pronounced when older applicants were making between- rather than within-career changes.

- Okay, I'm sensing a theme to this post.  In this study, the authors looked at how the wording of occupational descriptions activates gender stereotypes.

- Finally, something not about discrimination: the authors of this (small N) study found that a perceived aspect of emotional intelligence predicted perceived negotiation success beyond traditional personality traits.

And on that note...until next time!

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