Seriously? Just yesterday I did my research update, ending with a note that the December 2014 issue of the International Journal of Selection and Assessment should be out soon.
Guess what? It came out today.
So that means--you guessed it--another research update! :)
- First, a test of Spearman's hypothesis, which states that the magnitude of White-Black mean differences on tests of cognitive ability vary with the test's g loading. Using a large sample of GATB test-takers, these authors found support for Spearman's hypothesis, and that reducing g saturation lowered validity and increased prediction errors.
So does that mean practitioners have to choose between high-validity tests of ability or increasing the diversity of their candidate pool? Not so fast. Remember...there are other options.
- Next, international (Croatian) support for the Conditional Reasoning Test of Aggression, which can be used to predict counterproductive work behaviors. I can see this increasingly being something employers are interested in.
- Applicants that do well on tests have favorable impressions of them, while those that do poorly don't like them. Right? Not necessarily. These researchers found that above and beyond how people actually did on a test, certain individual differences predict applicant reactions, and suggest these be taken into account when designing assessments.
- Although personality testing continues to be one of the most popular topics, concerns remain about applicants "faking" their responses (i.e., trying to game the test by responding inaccurately but hopefully increase the chances of obtaining the job). This study investigates the use of blatant extreme responding, consistently selecting the highest or lowest response option, to detect faking, and looked at how this behavior correlated with cognitive ability, other measures of faking, and demographic factors (level of job, race, and gender).
- Next, a study of assessment center practices in Indonesia.
- Do individuals high in neuroticism have higher or lower job performance? Many would guess lower performance, but according to this research, the impact of neuroticism on job performance is moderated by job characteristics. This supports the more nuanced view that the relationship between personality traits and performance is in many cases non-linear and depends on how performance is conceptualized.
- ...which leads oh so nicely into the next article! In it, the authors studied air traffic controllers and found results consistent with previous studies--ability primarily predicted task performance while personality better predicted citizenship behavior. Which raises an interesting question: which version of "performance" are you interested in? My guess is for many employers the answer is both--which suggests of course using multiple methods when assessing candidates.
- Last but not least, an important study of using cognitive ability and personality to predict job performance in a three studies of Chilean organizations. Results were consistent with studies conducted elsewhere, namely ability and personality significantly predicted performance.
Okay, I think that's it for now!