A few new journal issues have come out lately:
Summer 2016 Personnel Psychology, including:
Transparency of Assessment Centers: Low Criterion-related Validity but Greater Opportunity to Perform?
May 2016 Journal of Applied Psychology, including:
Initial impressions: What they are, what they are not, and how they influence structured interview outcomes.
Racioethnicity, community makeup, and potential employees’ reactions to organizational diversity management approaches.
June 2016 International Journal of Selection and Assessment, including:
Applicant Reactions to Selection Events: Four studies into the role of attributional style and fairness perceptions
Behavioral Cues as Indicators of Deception in Structured Employment Interviews
The Role of Self-focused Attention and Negative Self-thought in Interview Anxiety: A test of two interventions
The Influence of Candidate Social Effectiveness on Assessment Center Performance Ratings: A field study
Discrimination due to Ethnicity and Gender: How susceptible are video-based job interviews?
A Comparison of General and Work-specific Personality Measures as Predictors of Organizational Citizenship Behavior
The Perceived Nature and Incidence of Dysfunctional Assessment Center Features and Processes
Who is Being Judged Promotable: Good actors, high performers, highly committed or birds of a feather?
Showing posts with label diversity. Show all posts
Showing posts with label diversity. Show all posts
Wednesday, May 04, 2016
Sunday, September 22, 2013
Research update: September, 2013
Okay, it's mega research update time!
First off, the September IJSA; lots of good stuff, including:
- a constructed response multimedia test for entry-level police resulted in minor ethnic group differences
- panel interviews once again prove their superiority (also: more on interview reliability)
- further analysis of the Hogan Personality Inventory with a Spanish sample
- how to applicants form impressions of person-organization fit? This study suggests contextual factors may be more important than interview content
- circumplex traits (combinations of personality factors) may predict counterproductive work behaviors better than simple FFM scores
- speaking of CWBs, conditional reasoning tests may not be the best predictor of them
- last but not least, what looks to be a good overview of competency modeling
Next up, the September JAP:
- an interesting, large study of the impact of candidate reactions on test scores, organizational perception, and criterion-related validity
- a study of the dynamics of the job search process and the impact of efficacy and focus
- highlighting certain factors during an interview may reduce discrimination toward pregnant applicants
Next, the Autumn 2013 Personnel Psychology:
- first, an important study of self-efficacy that suggests it is a product of past performance and not necessarily a predictor of future performance (free right now!)
- second, a study indirectly on selection that suggests that age diversity in work groups leads to more emotion regulation
Let's move on to the September JASP:
- okay, this may be a bit of a stretch, but if you're considering interviewing for a position as a dentist or a lawyer, make sure you suit up
- knowledge of service encounters predicts service effectiveness (and is related to conscientiousness)
- can use of biodata instruments result in adverse impact? This study suggests so, but also suggests that removal of problematic items has no impact on validity
Starting to wrap up, let's move to the October JOB:
- perceptions of the fairness of promotion practices is one of those "bubbling beneath the surface" issues in most organizations. This study found that perceptions are impacted by having been promoted in the past, organizational commitment, and ego defensiveness. Good stuff.
- do more creative sales agents produce higher sales? Perhaps only when there is a high quality of leader-member exchange.
- is validity generalization overgeneralized? (say that five times fast) These folks seem to think so.
In the home stretch, from the September Psychological Science:
- older employees may have lower average cognitive performance, but it's more consistent
- spatial ability has a valuable role to play in the development of creativity, and can predict things like patents and publications
Second to last, for you stats geeks out there, a study that suggests that t-tests can be used reliably with small samples, thank you very much
Finally, something that has nothing to do with selection but is a nominee for the 2013 HR Tests Coolest Study Award, and something we all are very familiar with: time bandits (no, not the movie).
First off, the September IJSA; lots of good stuff, including:
- a constructed response multimedia test for entry-level police resulted in minor ethnic group differences
- panel interviews once again prove their superiority (also: more on interview reliability)
- further analysis of the Hogan Personality Inventory with a Spanish sample
- how to applicants form impressions of person-organization fit? This study suggests contextual factors may be more important than interview content
- circumplex traits (combinations of personality factors) may predict counterproductive work behaviors better than simple FFM scores
- speaking of CWBs, conditional reasoning tests may not be the best predictor of them
- last but not least, what looks to be a good overview of competency modeling
Next up, the September JAP:
- an interesting, large study of the impact of candidate reactions on test scores, organizational perception, and criterion-related validity
- a study of the dynamics of the job search process and the impact of efficacy and focus
- highlighting certain factors during an interview may reduce discrimination toward pregnant applicants
Next, the Autumn 2013 Personnel Psychology:
- first, an important study of self-efficacy that suggests it is a product of past performance and not necessarily a predictor of future performance (free right now!)
- second, a study indirectly on selection that suggests that age diversity in work groups leads to more emotion regulation
Let's move on to the September JASP:
- okay, this may be a bit of a stretch, but if you're considering interviewing for a position as a dentist or a lawyer, make sure you suit up
- knowledge of service encounters predicts service effectiveness (and is related to conscientiousness)
- can use of biodata instruments result in adverse impact? This study suggests so, but also suggests that removal of problematic items has no impact on validity
Starting to wrap up, let's move to the October JOB:
- perceptions of the fairness of promotion practices is one of those "bubbling beneath the surface" issues in most organizations. This study found that perceptions are impacted by having been promoted in the past, organizational commitment, and ego defensiveness. Good stuff.
- do more creative sales agents produce higher sales? Perhaps only when there is a high quality of leader-member exchange.
- is validity generalization overgeneralized? (say that five times fast) These folks seem to think so.
In the home stretch, from the September Psychological Science:
- older employees may have lower average cognitive performance, but it's more consistent
- spatial ability has a valuable role to play in the development of creativity, and can predict things like patents and publications
Second to last, for you stats geeks out there, a study that suggests that t-tests can be used reliably with small samples, thank you very much
Finally, something that has nothing to do with selection but is a nominee for the 2013 HR Tests Coolest Study Award, and something we all are very familiar with: time bandits (no, not the movie).
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