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Selection Practices (selection + practice)

Distribution by Scientific Domains

Business, Economics, Finance and Accounting	62%

Selected Abstracts

Procedural Justice and Perceptions of Fairness in Selection Practice

INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT, Issue 3 2000
Lynette Harris
Demonstrating procedural justice through a focus on the psychometric job-related approach to selection continues to be the most effective means for employers to meet legal requirements and potential claims of unfair treatment. A study of selection practice in a large local UK City Council reports how a structured, highly ,job-focused' approach can result in negative perceptions about the fairness of the process, its outcomes and effectiveness. Its findings reveal an organizational dilemma , how to develop selection systems that are sufficiently robust in terms of demonstrating maximum procedural fairness and objectivity to withstand potential litigation but are sufficiently flexible to accommodate those other factors which influence individual perceptions of fairness. It considers the future of the highly structured approach in the light of pressures to develop selection processes which can meet the needs of rapidly changing organizational structures as well the expansion of anti-discrimination legislation and litigation. [source]

Socially Responsible Investing and Climate Change: Contradictions and Challenges

AUSTRALIAN ACCOUNTING REVIEW, Issue 34 2004
Sandra Van Der Laan
This article explores the contradiction between the articulated investment policies, screening criteria or ethical charters of socially responsible investment funds and their actions demonstrated by their portfolio selection practice. The paper provides a background to socially responsible investment and Australia's contribution to greenhouse gas emissions. A discussion of renewable energy options lays the foundation for our main assertion: that this set of possible alternatives provides some new and more environmentally robust options that will better complement the underlying philosophy of funds in the socially responsible investment sector. [source]

Divergence or convergence: a cross-national comparison of personnel selection practices

HUMAN RESOURCE MANAGEMENT, Issue 1 2002
Y. Paul Huo
Striking a balance between globalization and localization in human resource management (HRM) requires a better understanding of the cross-national differences in terms of both the status quo and the socially desirable HRM practices. With this purpose in mind, we examined the hiring practices in ten different countries or regions using the Best International Human Resource Management Practices Survey (BIHRMPS). Our empirical findings revealed more divergence than convergence in current recruiting practices, but they also suggest that organizations around the world are indeed in the process of converging on ways of recruitment even though the current selection criteria may still be driven by each country's prevalent cultural values. © 2002 Wiley Periodicals, Inc. [source]

Graduate Recruitment and Selection in Australia

INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT, Issue 2 2007
Sally A. Carless
Through a national survey of graduate recruitment coordinators, this study identified current recruitment and selection practices in Australia. Respondents (n=50) were mostly from private industry with about a third from the government sector, the full range of industry sectors was represented. Respondents were asked about the management of recruitment activities, methods used to communicate recruiting information, and the perceived accuracy of recruitment information. Information was also sought about the extent that job analyses were used, type of selection practices used, how applicant information was verified, the training and selection of interviewers and the effectiveness of recruitment activities. Descriptive statistics were used to provide a summary of the findings. A regression analysis was used to examine predictors of (a) recruiting effectiveness, (b) acceptance rates, and (c) unfilled vacancies. The results were compared with other studies of recruitment and selection. Future research and practical applications were discussed. [source]

Negotiating who presents the problem: next speaker selection in pediatric encounters

JOURNAL OF COMMUNICATION, Issue 2 2001
T Stivers
Using audio- and videotapes of acute pediatric encounters, this study (a) identifies pediatricians' practices of next speaker selection when soliciting the problem presentation, (b) identifies factors that bear on next speaker selection, and examines the consequences of physicians' selection practices for who ultimately presents the problem. Although doctors most frequently select children as problem presenters, parents are the most likely to actually present the child's problem. However, parents nonetheless orient to their children's rights to answer question that select them as next speaker. Thus, the actual problem presenter emerges as the result of a process of interactional negotiation rather than dominance or control. This study also suggests communication resources that may increase the child's participation in presenting the problem. [source]

Judging Bias: Juror Confidence and Judicial Rulings on Challenges for Cause

LAW & SOCIETY REVIEW, Issue 3 2008
Mary R. Rose
The judge in a jury trial is charged with excusing prospective jurors who will not be impartial. To assess impartiality, prospective jurors are typically asked whether they can be fair. Using an experimental paradigm, we found that small changes in jurors' self-reported confidence in their ability to be fair affected judges' decisions about bias but did not affect the judgments of either attorneys or jurors. We suggest why a judge's role and unique relationship with jurors is likely to foster a decision strategy based on reported juror confidence, and we discuss the implications of our analysis for current legal debates over jury selection practices. Unexpected patterns in our results also highlight the ways in which perceptions of impartiality are affected, in part, by the social characteristics of the observer. [source]

Attitudes Towards Personnel Selection Methods: A Partial Replication and Extension in a German Sample

APPLIED PSYCHOLOGY, Issue 4 2003
Bernd Marcus
Cette recherche qui fait appel à un échantillon de 213 étudiants allemands porte sur les attitudes envers un ensemble de méthodes utilisées dans la sélection professionnelle. Son but premier était d'apporter un nouvel éclairage sur les différences culturelles qui marquent les réactions des candidats devant les techniques de sélection en reconstituant partiellement une étude de Steiner & Gilliland (1996) qui recueillirent des évaluations de l'acceptation du processus pour dix procédures différentes auprès d'étudiants français et américains. Des divergences significatives sont apparues au niveau des moyennes, mais aucune structure sous-jacente ne put rendre compte de ces différences. En général, les sujets des trois nations ont note les plus favorablement les méthodes répandues (l'entretien et le C.V.), ainsi que les procédures en rapport évident avec le travail (les tests d'échantillon de travail), puis les tests papier-crayon, tandis que les contacts personnels et la graphologie étaient négativement appréciés. Autre objectif important: éprouver la validité des courtes descriptions des instruments de sélection généralement utilisées dans les études comparatives portant sur ce thème. On a évalué deux fois les attitudes envers quatre types de tests imprimés, une premiére fois après la présentation de la description et une seconde fois à l'issue de la passation du test. La convergence prétest-posttest, de basse à moyenne, met en évidence de sérieux problémes en ce qui concerne ces descriptions des tests papier-crayon. On aborde aussi les leçons à en tirer quant aux jugements sur les pratiques de sélection du point de vue des candidats et pour les recherches à venir. This research examined attitudes towards a variety of personnel selection methods in a German student sample (N= 213). Its first objective was to shed further light on cultural differences in applicant reactions to selection techniques by partially replicating a study by Steiner and Gilliland (1996), who obtained ratings of process favorability for ten different procedures from two groups of French and American students. Results indicated a number of significant mean discrepancies but no systematic pattern appeared to underlie these differences. In general, subjects in all three nations rated widespread methods (e.g. interview, résumés) or obviously job-related procedures (work sample tests) most favorably, followed by paper-and-pencil tests, whereas personal contacts and graphology appeared in the negative range. A second major objective was to examine the validity of the brief descriptions of selection instruments often used in comparative studies on this topic. Attitudes towards four different types of written tests were assessed twice for this purpose, once after presenting descriptive information, and a second time after actual test administration. Low to moderate pretest,posttest convergence pointed to serious problems with these descriptions for paper-and-pencil tests. Implications for current evaluations of selection practices from the applicants' perspective and for future research are discussed. [source]