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).
Showing posts with label Creativity. Show all posts
Showing posts with label Creativity. Show all posts
Sunday, September 22, 2013
Thursday, June 13, 2013
Another (smaller) research update
Seems like this always happens, I post a research update and then Personnel Psychology comes out with their latest issue.
Oh well! At least you won't have to read as much this time And while we're at it, let's take a look at the latest Journal of Applied Social Psychology. But first, Personnel Psych:
- The relationship between task performance and citizenship behavior: more complicated than you might think
- Propensity scoring: a statistical technique that may improve our ability to make causal inferences from quasi-experimental designs
- Can creative employees drive higher organizational performance? Well that seems to depend on how open to risk your organization is...
- It's easier said than done, but those looking for a job should try to stay positive: it influences how quickly you're likely to land your next position
- Last but not least, a small correction to a study posted earlier on the advantage of contextualizing personality inventory items
Okay, on to June 2013 JASP, which is a special issue on prejudice:
-Trying to reduce bias in your selection process? Make sure your raters get enough sleep.
- Discrimination against people based on their weight: it starts early! (there's another study on weight discrimination that looked at its impact on perceived social status)
- Discrimination against men perceived to be Muslim increased among Western observers when subjects were presented in traditional dress.
- Those of Black/White biracial descent were less likely to be perceived as minorities and thus less appropriate receipts of affirmative action
- Okay, I like this one in particular, and it happens to be the last one I'll describe. Researchers showed that competency perceptions of an African-American man hired varied depending on whether it was under "affirmative action" or a "diversity initiative"--the latter resulting in higher ratings. This was particularly true for conservative, White raters. Just goes to show how important words are, as any political consultant will tell you.
Fin.
Oh well! At least you won't have to read as much this time And while we're at it, let's take a look at the latest Journal of Applied Social Psychology. But first, Personnel Psych:
- The relationship between task performance and citizenship behavior: more complicated than you might think
- Propensity scoring: a statistical technique that may improve our ability to make causal inferences from quasi-experimental designs
- Can creative employees drive higher organizational performance? Well that seems to depend on how open to risk your organization is...
- It's easier said than done, but those looking for a job should try to stay positive: it influences how quickly you're likely to land your next position
- Last but not least, a small correction to a study posted earlier on the advantage of contextualizing personality inventory items
Okay, on to June 2013 JASP, which is a special issue on prejudice:
-Trying to reduce bias in your selection process? Make sure your raters get enough sleep.
- Discrimination against people based on their weight: it starts early! (there's another study on weight discrimination that looked at its impact on perceived social status)
- Discrimination against men perceived to be Muslim increased among Western observers when subjects were presented in traditional dress.
- Those of Black/White biracial descent were less likely to be perceived as minorities and thus less appropriate receipts of affirmative action
- Okay, I like this one in particular, and it happens to be the last one I'll describe. Researchers showed that competency perceptions of an African-American man hired varied depending on whether it was under "affirmative action" or a "diversity initiative"--the latter resulting in higher ratings. This was particularly true for conservative, White raters. Just goes to show how important words are, as any political consultant will tell you.
Fin.
Saturday, July 23, 2011
July Research Update
Okay, it's past time for a research update. Let's see what's going on out there:
- Looking to get a better salary offer? Research by Thorsteinson suggests that you shouldn't be afraid to aim high...
- Trying to hire for creativity? You'll be interested in Madjar et al.'s research that indicated that depending on the type of creativity you're after (i.e., radical or incremental) both personal and environmental factors play a role. For example, if you're after radical creativity, look for a willingness to take risks and career commitment.
- You stats guys and gals out there will want to check out Johnson et al.'s study that investigated common method variance (CMV). Specifically, they found that by applying different types of remedies for CMV, they altered the relationship between two variables (core self-evaluation and job satisfaction). Something to consider when investigating criterion-related validity.
- Speaking of core self-evaluation, Chen disputes the inclusion of several factors in the concept, and argues that problems exist with its convergent and discriminant validity.
- Observer ratings of personality are hot. And Oh, Wang, and Mount get into the action with their study that found (as other have) that observer ratings yield higher predictive validities than self-reports. Now if we only had an easily-accessible database of observer ratings...
- Do hiring managers really discriminate against obese individuals? Yep, as Agerstrom and Rooth show. Specifically, scores on the implicit association test predicted whether hiring managers were likely to invite obese applicants for an interview.
- Looking to increase the number of staff that exhibit organizational citizenship behaviors? (ya know, things like helping out a co-worker when they don't have to) You might look first to the supervisor, as Yaffe and Kark demonstrate.
- A recent study that found that more women on a team increased group performance garnered some press, but the real story was the predictive role played by social competence (which women happened to score higher on). The authors pondered whether social competence could be trained, thus increasing group performance. Well, a new study by Kotsou et al. seems to suggest just that, showing that a group-format intervention increased emotional competence in adults (it also resulted in lower cortisol secretion and better subjective and physical well-being).
- Speaking of trying to maximize team performance, a study by Humphrey et al. found that both short- and long-term team performance was highest when variance in conscientiousness scores was lowest but variance in extroversion was highest. What does this mean? It suggests that people perform best when around others with similar levels of conscientiousness but perform better when working with people that vary in their levels of extroversion. Fascinating, and something to consider when hiring for or building teams.
- And speaking (again) of emotional competence, Seal et al. describe the development of a new measure of social and emotional development.
- Finally there is Hee et al. with an important study of prejudice. Specifically, the authors found that prejudice against out-group members increases with in-group size and perceptions of homogeneity among both the in-group and out-group. In addition to validating the importance of intergroup contact, this research suggests prejudice may be reduced when dealing with small groups and increasing an understanding of the differences within each group. Makes a lot of sense.
Last but not least, for you IPAC members don't forget that presentations from the just-concluded conference (which I heard was a rousing success) are starting to be posted in the members-only portion of the website. Good stuff!
- Looking to get a better salary offer? Research by Thorsteinson suggests that you shouldn't be afraid to aim high...
- Trying to hire for creativity? You'll be interested in Madjar et al.'s research that indicated that depending on the type of creativity you're after (i.e., radical or incremental) both personal and environmental factors play a role. For example, if you're after radical creativity, look for a willingness to take risks and career commitment.
- You stats guys and gals out there will want to check out Johnson et al.'s study that investigated common method variance (CMV). Specifically, they found that by applying different types of remedies for CMV, they altered the relationship between two variables (core self-evaluation and job satisfaction). Something to consider when investigating criterion-related validity.
- Speaking of core self-evaluation, Chen disputes the inclusion of several factors in the concept, and argues that problems exist with its convergent and discriminant validity.
- Observer ratings of personality are hot. And Oh, Wang, and Mount get into the action with their study that found (as other have) that observer ratings yield higher predictive validities than self-reports. Now if we only had an easily-accessible database of observer ratings...
- Do hiring managers really discriminate against obese individuals? Yep, as Agerstrom and Rooth show. Specifically, scores on the implicit association test predicted whether hiring managers were likely to invite obese applicants for an interview.
- Looking to increase the number of staff that exhibit organizational citizenship behaviors? (ya know, things like helping out a co-worker when they don't have to) You might look first to the supervisor, as Yaffe and Kark demonstrate.
- A recent study that found that more women on a team increased group performance garnered some press, but the real story was the predictive role played by social competence (which women happened to score higher on). The authors pondered whether social competence could be trained, thus increasing group performance. Well, a new study by Kotsou et al. seems to suggest just that, showing that a group-format intervention increased emotional competence in adults (it also resulted in lower cortisol secretion and better subjective and physical well-being).
- Speaking of trying to maximize team performance, a study by Humphrey et al. found that both short- and long-term team performance was highest when variance in conscientiousness scores was lowest but variance in extroversion was highest. What does this mean? It suggests that people perform best when around others with similar levels of conscientiousness but perform better when working with people that vary in their levels of extroversion. Fascinating, and something to consider when hiring for or building teams.
- And speaking (again) of emotional competence, Seal et al. describe the development of a new measure of social and emotional development.
- Finally there is Hee et al. with an important study of prejudice. Specifically, the authors found that prejudice against out-group members increases with in-group size and perceptions of homogeneity among both the in-group and out-group. In addition to validating the importance of intergroup contact, this research suggests prejudice may be reduced when dealing with small groups and increasing an understanding of the differences within each group. Makes a lot of sense.
Last but not least, for you IPAC members don't forget that presentations from the just-concluded conference (which I heard was a rousing success) are starting to be posted in the members-only portion of the website. Good stuff!
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