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  • 1
    Electronic Resource
    Electronic Resource
    Fairness Reactions to Personnel Selection Techniques in Spain and Portugal (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: This paper examines the reactions to personnel selection methods in Spain and Portugal using a sample composed of 125 and 104 students, respectively. The results found are very similar in both countries. The best rated and most favorable methods are interviews, résumés and work sample tests, while contacts, integrity tests and graphology were the least favorable ones. With regard to the process dimensions used, face validity and opportunity to perform are the most important bases for considering personnel techniques favorably. The results show some similarities with the ones found by Steiner and Gilliland (1996) in French and American samples. The similarities among the countries are examined and directions for future research are discussed.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/j.0965-075X.2004.00273.x
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    Paper (German National Licenses)
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  • 2
    Electronic Resource
    Electronic Resource
    Selection Interview: A Review of Validity Evidence, Adverse Impact and Applicant Reactions (2000)
    Oxford, UK and Boston, USA : Blackwell Publishers Ltd
    International journal of selection and assessment 8 (2000), S. 0 
    Details
    ISSN: 1468-2389
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Economics
    Notes: This article is focused on the evidence related to the criterion and construct validity of interview, its adverse impact on minority groups and the applicant reactions. Based on the content of the questions included in personnel interview, two types of interview made by found: conventional structured interview and behavioural structured interview. With regard to criterion validity, evidence shows that, in general, interviews may be used to predict job performance and, specifically, behavioural structured interviews show the highest validity coefficients. Although construct validity was less well investigated, there is currently a number of studies carried out in order to clarify what constructs are assessed by interviews. It was shown that conventional structured interviews and behavioural structured interviews clearly measure different constructs. With regard to group differences, interviews show only a small adverse impact, but this impact decreases if behavioural structured interviews are used. In connection with applicant reactions, more negative applicant reactions appear with behavioural structured interviews than conventional structured interviews. Practical implications and future lines of research are suggested.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/1468-2389.00153
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  • 3
    Electronic Resource
    Electronic Resource
    The Within-Setting Variability of Validity in Cognitive Ability Tests (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: This study was directed to check the second prediction of the situational specificity hypothesis (SSH). According to this prediction, if the setting is held constant, then validity coefficients will not vary from study to study. This prediction was tested using data from a series of studies in which cognitive ability tests were used. These tests are subjected to a cultural bias that could affect the validity variability. The results are contrary to the second prediction of the SSH because a great variability was found in the validity coefficients within-setting. However, the findings are consistent with the hypothesis of validity generalization (VGH) that predicts similar variability in both across settings and within-setting. Also, the cultural context does not seem to affect the variability of validity and this variability is similar to that observed in previous studies of validity generalization.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/j.0965-075X.2003.00258.x
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  • 4
    Electronic Resource
    Electronic Resource
    Internet-based Personality Testing: Equivalence of Measures and Assesses' Perceptions and Reactions (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: New information technology (e.g., Internet) allows some personnel selection procedures to be adapted to or developed with this new framework. However, the process of adaptation or development of new procedures produces new questions for research. This paper has three main objectives. First, to examine whether the paper-and-pencil version of a Big Five personality questionnaire can be translated to an Internet-based version without loss of psychometric properties. Second, to explore the perception and reactions of the examinees to the new version of the questionnaire. Third, to analyze the relationship among the individual's personality characteristics and the perceptions and reactions to the Internet-based version of the questionnaire. Two studies investigated these objectives. Study 1 showed that both versions were completely equivalent in terms of distributions, reliability, and factor structure. Study 2 showed that the examinees perceived the Internet-based version as more comfortable, less intimidating, and they prefer the Internet-based version. This study also showed that there are no relevant relationships among the individual's personality characteristics and their perceptions and reactions. The implications for research and practice are discussed.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/1468-2389.00243
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  • 5
    Electronic Resource
    Electronic Resource
    Test–Retest Reliability of Ratings of Job Performance Dimensions in Managers (2003)
    Oxford, UK and Boston, USA : Blackwell Publishing Ltd
    International journal of selection and assessment 11 (2003), S. 0 
    Details
    ISSN: 1468-2389
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Economics
    Notes: This article examines the test–retest reliability of supervisory ratings for several dimensions of job performance and for overall job performance. We found that the test–retest reliability of overall job performance is .79 (SD = .08), a value very close to the one found by Viswesvaran, Ones and Schmidt (1996), and that the average test–retest reliability for specific dimensions of job performance is .57 (SD = .07). We also found that some dimensions of job performance appear to be easier to rate than others. We suggest some implications of these findings for research and practice of personnel selection.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/1468-2389.00230
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  • 6
    Electronic Resource
    Electronic Resource
    “Dark Side” Personality Styles as Predictors of Task, Contextual, and Job Performance (2004)
    Oxford, UK : Blackwell Publishing
    International journal of selection and assessment 12 (2004), S. 0 
    Details
    ISSN: 1468-2389
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Economics
    Notes: Many meta-analyses and hundreds of primary studies have been carried out on the criterion-oriented validity of personality measures for predicting job performance. The Five-Factor Model of personality has been used as a frame for analyzing the empirical evidence. However, the research in industrial, work and organizational psychology has not examined the relationship between the dysfunctional tendencies of personality and the personality disorders as described in DSM-IV (Axis II) Diagnostic and Statistical Manual of Mental Disorders and job performance. The present paper examines the relationship between job performance and the dysfunctional personality styles included in a non-clinical personality inventory developed to assess personality tendencies related to the dysfunctional (normal) personality styles and the personality disorders in work settings. This inventory assesses 14 dysfunctional personality styles and was given to a sample of 85 applicants. The job performance was rated by the direct supervisor 8 months later, and three measures were obtained: task performance, contextual performance, and overall job performance. The results showed that the seven dysfunctional personality styles (suspicious, shy, sad, pessimistic, sufferer, eccentric, and risky) predicted the three measures of job performance. The egocentric personality style negatively predicted contextual performance. Finally, the submitted style predicted task performance. With the exception of the risky personality style, the rest of the styles mainly consisted of Neuroticism. Implications for the research and practice of personnel selection are discussed.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/j.0965-075X.2004.00290.x
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  • 7
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    Individual differences and counterproductive academic behaviors in high school (2020)
    Public Library of Science
    Details
    Publication Date: 2020-09-10
    Electronic ISSN: 1932-6203
    Topics: Medicine , Natural Sciences in General
    Published by Public Library of Science
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  • 8
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    Effects of Faking on the Predictive Validity of a Quasi-Ipsative Forced-Choice Personality Inventory: Implications for Sustainable Personnel Selection (2021)
    Molecular Diversity Preservation International
    Details
    Publication Date: 2021-04-15
    Description: Faking behavior is one of the main problems of personality measures. For this reason, determining the potential effects of faking on personality assessment procedures is relevant. The aim of this study has been to examine the impact of faking, induced in a laboratory setting, on the predictive validity of a quasi-ipsative forced-choice (FC) inventory based on the five-factor model. It also examined whether the magnitude of the predictive validity varied depending on the type of criteria analyzed (self-reported performance ratings and grade point average). The participants were 939 students from the University of Santiago de Compostela. As expected, the results showed that: (1) conscientiousness is the best predictor of performance even under faking response conditions; (2) conscientiousness predicts performance better when it is assessed using rating scales; and (3) reliability and validity were attenuated under faking conditions. Finally, we discuss the implications of these findings for the research and practice of personnel selection.
    Electronic ISSN: 2071-1050
    Topics: Energy, Environment Protection, Nuclear Power Engineering
    Published by Molecular Diversity Preservation International
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