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Personnel Selection (personnel + selection)
Selected AbstractsIs the Political Skill Inventory Fit for Personnel Selection?INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT, Issue 2 2010An Experimental Field Study The political skill inventory (PSI) assesses social effectiveness in organizations by self-reports and has demonstrated strong evidence of validity. It was the purpose of this experimental field study to investigate construct and criterion-related validity of the PSI when used under conditions of personnel selection. In the experimental group (n=102), the instructions asked job incumbents to work on the PSI, a social desirability scale, and a Big-Five personality inventory as if they took part in a personnel selection procedure for a personally very attractive position. Additionally, they were asked to report yearly income. In the control group (n=110), job incumbents were asked to answer the items honestly. As expected, in both conditions, the PSI did not correlate with social desirability, but it correlated positively with extraversion, conscientiousness, and income, and negatively with neuroticism, thus demonstrating construct and incremental criterion-related validity under both conditions. Implications and limitations are discussed. [source] Integrity Tests and Other Criterion-Focused Occupational Personality Scales (COPS) Used in Personnel SelectionINTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT, Issue 1-2 2001Deniz S. Ones This article focuses on personality measures constructed for prediction of individual differences in particular work behaviors of interest (e.g., violence at work, employee theft, customer service). These scales can generically be referred to as criterion-focused occupational personality scales (COPS). Examples include integrity tests (which aim to predict dishonest behaviors at work), violence scales (which aim to predict violent behaviors at work), drug and alcohol avoidance scales (which aim to predict substance abuse at work), stress tolerance scales (which aim to predict handling work pressures well) and customer service scales (which aim to predict serving customers well). We first review the criterion-related validity, construct validity and incremental validity evidence for integrity tests, violence scales, stress tolerance scales, and customer service scales. Specifically, validities for counterproductive work behaviors and overall job performance are summarized as well as relations with the Big Five personality scales (conscientiousness, emotional stability, openness to experience, agreeableness and extraversion). Second, we compare the usefulness of COPS with traditional, general purpose, adult personality scales. We also highlight the theoretical and practical implications of these comparisons and suggest a research agenda in this area. [source] Personnel Selection at the Beginning of the New MillenniumINTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT, Issue 4 2000Jesús F. Salgado No abstract is available for this article. [source] Impact of Assessments of Validity Generalization and Situational Specificity on the Science and Practice of Personnel SelectionINTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT, Issue 4 2000Kevin R. Murphy The application of meta-analysis, in particular validity generalization (VG) analysis, to the cumulative literature on the validity of selection tests has fundamentally changed the science and practice of personnel selection. VG analyses suggest that the validities of standardized tests and other structured assessments are both higher and more consistent across jobs and organizations than was previously believed. As a result, selection researchers and practitioners can draw on the research literature to make reasonably accurate forecasts about the validity and usefulness of different tests in particular applications. Distinctions between tests of validity generalization and tests of situational specificity are described, and difficulties in demonstrating that validity is constant across the different settings where tests are used are outlined. [source] The Blackwell Handbook of Personnel SelectionPERSONNEL PSYCHOLOGY, Issue 3 2006Article first published online: 17 AUG 200 First page of article [source] The utilization of the Purdue cognitive job analysis methodologyHUMAN FACTORS AND ERGONOMICS IN MANUFACTURING & SERVICE INDUSTRIES, Issue 1 2003June Wei The objective of this article is to illustrate the utilization of the Purdue Cognitive Job and Task Analysis methodology, the Human Centered Cognitive Performance model based Purdue Cognitive Task Analysis Questionnaire, which not only analyzes jobs and tasks, but also provides a mechanism for improving cognitive job and task performance. Specifically, the utilization of this methodology can assist job evaluation, job design and job rotation, and personnel selection and training. © 2003 Wiley Periodicals, Inc. Hum Factors Man 13: 59,84, 2003. [source] Is the Political Skill Inventory Fit for Personnel Selection?INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT, Issue 2 2010An Experimental Field Study The political skill inventory (PSI) assesses social effectiveness in organizations by self-reports and has demonstrated strong evidence of validity. It was the purpose of this experimental field study to investigate construct and criterion-related validity of the PSI when used under conditions of personnel selection. In the experimental group (n=102), the instructions asked job incumbents to work on the PSI, a social desirability scale, and a Big-Five personality inventory as if they took part in a personnel selection procedure for a personally very attractive position. Additionally, they were asked to report yearly income. In the control group (n=110), job incumbents were asked to answer the items honestly. As expected, in both conditions, the PSI did not correlate with social desirability, but it correlated positively with extraversion, conscientiousness, and income, and negatively with neuroticism, thus demonstrating construct and incremental criterion-related validity under both conditions. Implications and limitations are discussed. [source] Reasons for Being Selective When Choosing Personnel Selection ProceduresINTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT, Issue 1 2010Cornelius J. König The scientist,practitioner gap in personnel selection is large. Thus, it is important to gain a better understanding of the reasons that make organizations use or not use certain selection procedures. Based on institutional theory, we predicted that six variables should determine the use of selection procedures: the procedures' diffusion in the field, legal problems associated with the procedures, applicant reactions to the procedures, their usefulness for organizational self-promotion, their predictive validity, and the costs involved. To test these predictions, 506 HR professionals from the German-speaking part of Switzerland filled out an online survey on the selection procedures used in their organizations. Respondents also evaluated five procedures (semi-structured interviews, ability tests, personality tests, assessment centers, and graphology) on the six predictor variables. Multilevel logistic regression was used to analyze the data. The results revealed that the highest odd ratios belonged to the factors applicant reactions, costs, and diffusion. Lower (but significant) odds ratios belonged to the factors predictive validity, organizational self-promotion, and perceived legality. [source] Pareto-Optimal Predictor Composite Formation: A complementary approach to alleviating the selection quality/adverse impact dilemmaINTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT, Issue 3 2008Paul R. Sackett In our rejoinder to the comments of Kehoe (this issue) and Potosky, Bobko and Roth (this issue) we emphasize that our proposal on Pareto-optimal predictor composite formation is a complementary and not a competitive alternative for reducing the tension between selection quality and adverse impact. Our work addresses the decisions to be made once one has decided to use a predictor composite. We also further clarify the basic features of Pareto-optimal tradeoffs and Pareto-optimal composites within the context of personnel selection. In particular, we indicate that Pareto-optimal tradeoffs between validity and adverse impact emerge because these goals are different and not because of any dualism between them. [source] Integrity Tests and the Five-Factor Model of Personality: A Review and Empirical Test of Two Alternative PositionsINTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT, Issue 2 2006Bernd Marcus The psychological meaning of integrity test scores has been explored predominantly in relation to the five-factor model of personality (FFM). Two alternative positions on this topic can be identified in the literature which state, respectively, that integrity tests measure (a) a higher-order factor of personality covering three FFM dimensions or (b) a linear composite of numerous facets from various domains within the FFM. An empirical test of these alternative positions, using structural equation modeling, revealed that the value of both views depended on the type of integrity test examined. With a personality-based integrity test, position (a) had to be refuted, whereas position (b) was strongly supported. There was also more supportive evidence for position (b) with an overt test, but the difference was far less pronounced than for the personality-based measure. Possible consequences for theories on the role of personality in personnel selection are discussed. [source] Impact of Assessments of Validity Generalization and Situational Specificity on the Science and Practice of Personnel SelectionINTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT, Issue 4 2000Kevin R. Murphy The application of meta-analysis, in particular validity generalization (VG) analysis, to the cumulative literature on the validity of selection tests has fundamentally changed the science and practice of personnel selection. VG analyses suggest that the validities of standardized tests and other structured assessments are both higher and more consistent across jobs and organizations than was previously believed. As a result, selection researchers and practitioners can draw on the research literature to make reasonably accurate forecasts about the validity and usefulness of different tests in particular applications. Distinctions between tests of validity generalization and tests of situational specificity are described, and difficulties in demonstrating that validity is constant across the different settings where tests are used are outlined. [source] A Review and Extension of Current Models of Dynamic CriteriaINTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT, Issue 3 2000Debra Steele-Johnson An important issue in personnel selection and test validation has been the nature of performance criteria and more specifically the existence of dynamic criteria. There is a continuing debate regarding the extent to which performance and validity coefficients remain stable over time. We examine research within work, laboratory, and academic settings and evaluate existing models of dynamic criteria. Building on previous models, we propose an integrative model of dynamic criteria that identifies important issues for ability and performance constructs and discusses how variables related to the task, job, and organization can affect the temporal stability of criterion performance and the ability-performance relationship. [source] Rationality and Its Symbols: Signalling Effects and Subjectification in Management Consulting*JOURNAL OF MANAGEMENT STUDIES, Issue 8 2004Thomas Armbrüster abstract In service sectors such as management consulting, it is very difficult to measure the impact or success of a service even after it has been delivered. In these markets of goods between experience and credence, symbolic value is helpful and necessary to complement quality perceptions. The leading management consulting firms, in particular, do not only deliver data-driven analyses but also represent and symbolize the rational approach to business issues. This article looks at the role of personnel selection in the context of quality symbolization. It argues that the predominant tool for personnel selection in the consulting sector, the case study, accounts for both a signalling effect of rationality to the business environment and a subjectification of consulting staff to the consulting culture and rationality beliefs. The case is made that, rather than leading to a valid selection of high-performance personnel, the process of personnel selection has latent effects, which nonetheless contribute to the consulting industry's success. [source] ASSESSING THE CANDIDATE AS A WHOLE: A HISTORICAL AND CRITICAL ANALYSIS OF INDIVIDUAL PSYCHOLOGICAL ASSESSMENT FOR PERSONNEL DECISION MAKINGPERSONNEL PSYCHOLOGY, Issue 2 2002SCOTT HIGHHOUSEArticle first published online: 7 DEC 200 Although individual assessment is a thriving area of professional practice in industry, it receives little, if any, attention from textbooks on industrial psychology or personnel management. This article is an attempt to establish individual assessment's place in the history of personnel selection, and to examine why the practice has survived despite receiving little attention in research and graduate training. It is argued that the clinical, holistic approach that has characterized individual-assessment practice has survived primarily because the "elementalistic" testing approach, focusing on traits and abilities, has often been dismissed as inadequate for addressing the complexities of the executive profile. Moreover, public displeasure with standard paper-and-pencil testing in the 1960s and 1970s made the holistic approach to assessment an attractive, alternative. The article contrasts individual assessment practice with the current state of knowledge on psychological assessment and personnel decision making. Like psychotherapy in the 1950s, individual psychological assessment appears to have achieved the status of functional autonomy within psychology. [source] Emotional Intelligence in the Workplace: A Critical ReviewAPPLIED PSYCHOLOGY, Issue 3 2004Moshe Zeidner Cet article est une revue critique des théories et résultats empiriques favorables à l'intelligence émotionelle (I.E.) et à son prétendu rôle dans l'environnement professionnel. On s'intéresse au statut supposé de l'I.E. dans la performance au travail, la satisfaction et l'évaluation de la carrière et des compétences (surtout dans la domaine de la sélection et de l'orientation). Globalement, cette revue de questions prouve que les recherches récentes ont fait de grands pas dans la comprehénsion de l'utilité de l'I.E. au travail. Les preuves strictement scientifiques sont cependant insuffisantes, la littérature accordant une confiance excessive aux avis d'experts, aux anecdotes, aux études de cas et aux enquêtes privées non publiées. On propose, à la fin de l'article, quelques directives pratiques pour favoriser le développement et l'utilisation de mesures de l'I.E. dans les situations professionnelles. This paper critically reviews conceptualisations and empirical evidence in support of emotional intelligence (EI) and its claimed role in the occupational environment. Consideration is given to the purported status of EI in occupational and career assessment (with particular emphasis on personnel selection and placement), job performance, and satisfaction. Overall, this review demonstrates that recent research has made important strides towards understanding the usefulness of EI in the workplace. However, the ratio of hyperbole to hard evidence is high, with over-reliance in the literature on expert opinion, anecdote, case studies, and unpublished proprietary surveys. The review concludes by providing a number of practical guidelines for the development and implementation of EI measures within occupational settings. [source] | |||||||||||||