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  • 1
    Electronic Resource
    Electronic Resource
    Reactions to Computerized Testing in Selection Contexts (2003)
    Oxford, UK : Blackwell Publishing
    International journal of selection and assessment 11 (2003), S. 0 
    Details
    ISSN: 1468-2389
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Economics
    Notes: Organizations are increasingly using computerized tests (e.g., multimedia, web-based, computer adaptive testing) in selection systems. A 2 (mode of presentation: paper-and-pencil – computerized)×2 (technical level of the job: high technical job–low technical job)×2 (selection decision: rejected or selected) between subjects design was used to assess proposed relationships between reactions to tests, their antecedents, and their consequences. While test-takers' post-test perceptions did not significantly differ as a result of mode of administration, computer anxiety and experience with computing were important factors in performing successfully. Significant relationships were found between post-feedback reactions and test-takers' intentions. The discussion highlights implications for implementing computerized selection tools.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/1468-2389.00245
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    Paper (German National Licenses)
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  • 2
    Electronic Resource
    Electronic Resource
    The Role of Recruiting Source Informativeness and Organizational Perceptions in Decisions to Apply (2005)
    Oxford, UK : Blackwell Publishing Ltd
    International journal of selection and assessment 13 (2005), S. 0 
    Details
    ISSN: 1468-2389
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Economics
    Notes: Although recruitment researchers often discuss influences on decisions to apply for jobs, few studies assess actual application behavior. This study of individuals who expressed an interest in a firefighter job revealed that applying was related to recruiting source informativeness and organizational familiarity. Source informativeness was not related to self-selection out of the process after application or performance on the selection process, but was related to perceptions of familiarity and to applicant demographics. Implications for recruitment are discussed.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/j.1468-2389.2005.00321.x
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  • 3
    Electronic Resource
    Electronic Resource
    The Effect of Selection Ratio on Perceptions of the Fairness of a Selection Test Battery (1997)
    Oxford, UK and Boston, USA : Blackwell Publishers Ltd
    International journal of selection and assessment 5 (1997), S. 0 
    Details
    ISSN: 1468-2389
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Economics
    Notes: This research examined the effects of the selection ratio on applicants’ perceptions of the fairness of a battery of tests. These fairness perceptions were also examined to assess whether they moderated the validity of the tests. A laboratory study was undertaken to examine the effects of the selection ratio on applicants going through a selection process and to examine the effects of being hired or rejected. Results revealed that the selection ratio did not have an effect on perceptions, but that hired individuals perceived greater distributive fairness. Furthermore, attitudes towards the cognitive ability test moderated the validity of the cognitive ability test, but attitudes toward the personality test did not moderate the validity of the personality test.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/1468-2389.00056
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  • 4
    Electronic Resource
    Electronic Resource
    Justice Expectations and Applicant Perceptions (2004)
    Oxford, UK and Boston, USA : Blackwell Publishing Ltd
    International journal of selection and assessment 12 (2004), S. 0 
    Details
    ISSN: 1468-2389
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Economics
    Notes: Expectations, which are beliefs about a future state of affairs, constitute a basic psychological mechanism that underlies virtually all human behavior. Although expectations serve as a central component in many theories of organizational behavior, they have received limited attention in the organizational justice literature. The goal of this paper is to introduce the concept of justice expectations and explore its implications for understanding applicant perceptions. To conceptualize justice expectations, we draw on research on expectations conducted in multiple disciplines. We discuss the three sources of expectations – direct experience, indirect influences, and other beliefs – and use this typology to identify the likely antecedents of justice expectations in selection contexts. We also discuss the impact of expectations on attitudes, cognitions, and behaviors, focusing specifically on outcomes tied to selection environments. Finally, we explore the theoretical implications of incorporating expectations into research on applicant perceptions and discuss the practical significance of justice expectations in selection contexts.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/j.0965-075X.2004.00261.x
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  • 5
    Electronic Resource
    Electronic Resource
    Effects of Nonlinearity and Heteroscedasticity on the Validity of Conscientiousness in Predicting Overall Job Performance (1999)
    Oxford, UK and Boston, USA : Blackwell Publishers Ltd
    International journal of selection and assessment 7 (1999), S. 0 
    Details
    ISSN: 1468-2389
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Economics
    Notes: Most research on the relationship between personality and overall job performance assumes linearity and homoscedasticity. This study investigated the prevalence and nature of nonlinearities and heteroscedasticies in relationships between conscientiousness and supervisory ratings of overall job performance across five independent samples using both concurrent (k = 4) and predictive (k = 1) designs. Hierarchical polynomial regression analyses found evidence of robust linear effects but no evidence of statistically significant quadratic or cubic effects. A statistically and practically significant heteroscedastic effect was found in only one sample such that lower errors of prediction were evidenced in the ends in comparison to the middle of the bivariate distribution. Implications for the use of conscientiousness in personnel selection are suggested. Limitations of the current study and directions for future research are noted.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/1468-2389.00115
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  • 6
    Electronic Resource
    Electronic Resource
    Receptivity to assessment-based feedback for management development (2000)
    Bradford : Emerald
    The @journal of management development 19 (2000), S. 252-276 
    Details
    ISSN: 0262-1711
    Source: Emerald Fulltext Archive Database 1994-2005
    Topics: Economics
    Notes: Research on feedback acceptance typically has not focused on feedback given in developmental contexts nor has this research used sources other than self-reports to measure feedback acceptance. This study examined recipient characteristics as influences on receptivity to management development feedback. Racial similarity of the feedback recipient and giver was the most consistent predictor of receptivity. Self-report, feedback giver, and outsider ratings of receptivity evidenced little congruence. Implications for understanding receptivity in developmental contexts are discussed.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1108/02621710010322580
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  • 7
    Electronic Resource
    Electronic Resource
    Should Faculty Rank Be Included as a Predictor Variable in Studies of Gender Equity in University Faculty Salaries? (1997)
    Springer
    Research in higher education 38 (1997), S. 297-312 
    Details
    ISSN: 1573-188X
    Source: Springer Online Journal Archives 1860-2000
    Topics: Nature of Science, Research, Systems of Higher Education, Museum Science
    Notes: Abstract Many different approaches, almost all of which use some form of regression, have been used to study the issue of gender equity in university faculty salaries. One major point of contention in ail of these approaches is whether faculty rank, which is university conferred, should be included as a predictor variable. Two illustrations are presented to demonstrate how omitting faculty rank as a predictor variable from gender equity studies of university faculty salaries can lead to incorrect conclusions concerning gender discrimination. The first illustration uses hypothetical data constructed so that there is no difference in salary due to gender. However, when faculty rank is not included as a predictor variable in the regression model, there is a significant difference in salary due to gender. The second illustration uses actual data from a study of gender equity in pay at Bowling Green State University. This data set is used to construct a new data set that is totally free of gender bias. When a regression model omitting faculty rank is fit to this gender bias-free data, again a significant difference in salary due to gender is present. Therefore, it is recommended that faculty rank be included as a predictor variable in any model used to study gender equity relating to salary.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1023/A:1024946022857
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  • 8
    Electronic Resource
    Electronic Resource
    Critical modeling principles when testing for gender equity in faculty salary (1996)
    Springer
    Research in higher education 37 (1996), S. 633-658 
    Details
    ISSN: 1573-188X
    Source: Springer Online Journal Archives 1860-2000
    Topics: Nature of Science, Research, Systems of Higher Education, Museum Science
    Notes: Abstract Multiple regression procedures are commonly used to investigate gender equity in faculty salary. However, a review of 19 case studies indicates that many of them fail to (a) adequately develop a regression model that examines the linear and nonlinear (i.e., interactive and curvilinear) relations between predictors and the criterion and (b) appropriately apply regression diagnostic statistics throughout salary model development. A seven-step process is presented as a comprehensive framework for testing allegations of gender discrimination in faculty salary. Steps include (a) identifying predictors of faculty salary, (b) identifying and establishing criteria for interpreting statistical tests and diagnostic procedures, (c) determining the criterion variable used in the salary model, (d) developing a salary model, (e) testing for gender discrimination in pay, (f) conducting diagnostic procedures to confirm the appropriateness of the final salary model, and (g) testing the assumptions of the regression model. An application of this model is presented using a case study (N = 725 faculty).
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1007/BF01792950
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  • 9
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    Should more senior workers be better citizens? Expectations of helping and civic virtue related to seniority (2016)
    Springer
    Details
    Publication Date: 2016-09-29
    Electronic ISSN: 2193-1801
    Topics: Natural Sciences in General
    Published by Springer
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  • 10
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    Not much more than platitudes? A critical look at the utility of applicant reactions research (2008)
    Elsevier
    Details
    Publication Date: 2008-09-01
    Print ISSN: 1053-4822
    Electronic ISSN: 1873-7889
    Topics: Economics
    Published by Elsevier
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