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  • Articles  (5,743)
  • Articles: DFG German National Licenses  (5,743)
  • Cambridge University Press  (3,203)
  • Blackwell Publishers Ltd  (2,540)
  • 1995-1999  (5,743)
Collection
  • Articles  (5,743)
Source
Publisher
Years
Year
Topic
  • 1
    Electronic Resource
    Electronic Resource
    A Survey of Management Selection Practices in Greece (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: The results of a study of managerial recruitment and selection methods in Greece are presented. Forty-eight organizations responded to the postal survey. Questionnaires addressed the frequency of use of different methods and attitudes towards their use. Greek firms tend to use intuitive and subjective methods, such as interviews, curriculum vitae and personal recommendations. Interviews are considered the most valid predictors of future job performance followed by written examinations and psychological tests, while application forms followed by references and personal recommendations are viewed as the least valid.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/1468-2389.00120
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  • 2
    Electronic Resource
    Electronic Resource
    Index (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
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/1468-2389.00124
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  • 3
    Electronic Resource
    Electronic Resource
    Integrity and Honesty Testing: What Do We Know? How Do We Use It? (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: This selective review of integrity and honesty testing addresses two primary questions: ‘What do we know about honesty testing?’ and ‘How do we use what we know?’ Up-to-date information about test reliability, validity, and construct definition from recent reviews of the research literature in the USA is presented and interpreted. Relationships to other selection devices and personality measures are discussed, as well as how integrity tests fit into a multiple assessment selection system.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/1468-2389.00118
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  • 4
    Electronic Resource
    Electronic Resource
    Book Reviews (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: Books reviewed:Robert Shaw Trust in the Balance; Building Successful Organizations on Results, Integrity and ConcernLouis H. Janda Psychological Testing: Theory and ApplicationsDavid Ulrich, Michael R. Losey and Geraldine Lake, (eds) Tomorrow's HR Management: 48 Thought Leaders Call For Change
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/1468-2389.00123
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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
    Construct-oriented Biodata Development for Selection to a Differentiated Performance Domain (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: This study describes the development of a multidimensional biodata form which used explicit constructs to guide item generation and rational scale development, construct validation, criterion measurement and empirical keying. These constructs were goal-orientation, teamwork, customer service, resourcefulness, learning ability and leadership. Exploratory and confirmatory factor analyses in both applicant and incumbent samples were used to identify and test the model which included the thirteen, more differentiated rational scales relating to these six, broader constructs. Empirical keying of the rationally developed scales was conducted against criterion construct scales conceptually related to each predictor construct. Empirical keying at the item level was found to result in higher validities and cross-validities than either empirical keying at the scale level, or rational keying. The item keyed instrument also demonstrated incremental validity over a test of cognitive ability for specific work performance domains as well as overall work performance.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/1468-2389.00109
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  • 7
    Electronic Resource
    Electronic Resource
    Biodata: Meeting Clients’ Needs for a Better Way of Recruiting Entry-level Staff (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: Biodata as a selection technique is gaining greater acceptance in Australia and interest in the technique appears to be growing. There are a number of reasons for its rise in popularity, including particular advantages afforded by the technique such as enhanced validity and decreased adverse impact. This paper presents an overview of the development of a biodata instrument for large-scale recruitment and focuses specifically on how clients' needs were met by incorporating biodata in a revised recruitment system. The reader is also referred to another article in this issue by Karas and West that reports on this project, but covers technical aspects of the rational-empirical approach taken to instrument development.The biodata technique was chosen to meet specific requirements of a new selection system for entry level clerical and graduate staff of the Australian Public Service. Broadly, the system sought to assess a range of job-related skills encompassing both cognitive and noncognitive abilities and to maximize the validity and fairness of the recruitment process. The addition of a biodata questionnaire, as an integral part of the selection system, assisted in meeting these aims and providing clients with a more comprehensive process which offered greater flexibility and the reliable assessment of noncognitive attributes that are critical to success in today’s workplace.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/1468-2389.00112
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  • 8
    Electronic Resource
    Electronic Resource
    The Development of Person–Vocation Fit: A Longitudinal Study Among Young Employees (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: This two-phase panel study examines the development of the congruence between vocational interests and perceived skill requirements. Participants were 492 Dutch men and women between 18 and 26 years old, with a paid job in both phases. Three hypotheses inspired by the theory of work adjustment (Dawis and Lofquist 1984) and congruence theory (Holland 1992) were tested, using a composite index of fit proposed by Cronbach and Gleser (1953). The first hypothesis proposing that participants experiencing incongruence between their vocational interests and their perceived skill requirements are dissatisfied with their job was supported. The hypothesis that incongruence has a positive relationship with job change and a negative relationship with tenure was not confirmed. The expectation that the congruence between vocational interests and perceived skill requirements increases over time was confirmed. Furthermore, exploring determinants of change in vocational interests and perceived skill requirements, it was found that change in these domains was predicted by different variables, educational level being the only common factor. It is concluded that this study supports the longitudinal propositions of prevailing work-related person-environment fit theories.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/1468-2389.00100
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  • 9
    Electronic Resource
    Electronic Resource
    Call for Papers (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
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/1468-2389.00105
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  • 10
    Electronic Resource
    Electronic Resource
    Future-Oriented Job Analysis: A Description of the Process and Its Organizational Implications (1998)
    Oxford, UK and Boston, USA : Blackwell Publishers Ltd
    International journal of selection and assessment 6 (1998), S. 0 
    Details
    ISSN: 1468-2389
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Economics
    Notes: An application of a future-oriented job analysis (FOJA) procedure used to gain an understanding of newly formed entry-level positions in a large insurance organization is described. A brief review of the relevant literature is presented to serve as a foundation upon which to consider the current FOJA procedure. Specific assumptions, stages, and results of the current procedure are detailed. The benefits of this application of FOJA are also discussed.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/1468-2389.00089
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