Mecanismes implicites de prises de decision dans la situation de recrutement. / Internal norms affecting hiring decisions.

• Autore: Castra,-D.
• Rivista: Orientation-Scolaire-et-Professionnelle. 1995 Jun; Vol 24(2): 115-133
• Abstract: Studies the influence of internal norms in actual and simulated recruitment interviews, particularly with reference to young, minimally qualified, applicants. Results indicated internal norms strongly influenced decision making, regardless of job type, particularly when the employer's interview is brief and concise and in the final decision phase when the candidate is absent. Discusses training in identifying internal norms and their roles in decision-making in recruitment juries.

Intelligence pratique ou traditionnelle: Que mesure l'entrevue structuree situationnelle? / Practical or traditional intelligence: What does the situational interview measure?

• Autore: Durivage,-Andre; St.-Martin,-Josee; Barrette,-Jacques
• Rivista:European-Review-of-Applied-Psychology/Revue-Europeenne-de-Psychologie-Appliquee. 1995; Vol 45(3): 171-179
• Abstract: : Studied the nature of the construct underlying the situational interview (SI) as part of a personnel selection process. Human Ss: 48 normal male and female Canadian adults (aged 20-41 yrs) (candidates for a supervisory position in a psychiatric hospital). The Ss completed a series of personnel selection procedures, including the SI, a traditional measure of intelligence, and measures of tacit knowledge associated with practical intelligence (PI). Correlations between SI results and IQ scores and between SI results and PI measures (i.e., work experience and selected personality factors) were analyzed. Tests used: French versions of the General Aptitude Test Battery, the Personality Research Form, and the Jackson Personality Inventory.

A survey of selection practices in Irish organisations.

• Autore: Porteous,-Murray; Hodgins,-Joan
• Rivista: Irish-Journal-of-Psychology. 1995; Vol 16(4): 397-408
• Abstract: : Investigated levels of the use of various selection methods in Irish companies. Personnel representatives of 2237 companies, forming a representative sample of small, medium and large businesses provided data in a postal survey. Results indicated that selection methods employed by Irish companies are very similar to those in the UK. Many companies, particularly the smaller ones, lacked knowledge of more sophisticated methods while some of the more knowledgeable companies felt that tests which were not developed in Ireland were not appropriate for use in Ireland. The study elicited both quantitative and qualitative data. Quantitative analysis facilitated a comparison between studies on this topic, while qualitative analysis provided a deeper understanding of the attitudes of employers towards various selection methods. The results are discussed in terms of an integration of the research findings and an initiative towards an increased use of psychometrics in selection.

Frame-of-reference effects on personality scale scores and criterion-related validity.

• Autore: Schmit,-Mark-J.; Ryan,-Ann-Marie; Stierwalt,-Sandra-L.; Powell,-Amy-B.
• Rivista: Journal-of-Applied-Psychology. 1995 Oct; Vol 80(5): 607-620
• Abstract: : Increased use of personality inventories in employee selection has led to concerns regarding factors that influence the validity of such measures. A series of studies was conducted to examine the influence of frame of reference on responses to a personality inventory. Study 1 involved both within-subject and between-groups designs to assess the effects of testing situation (general instructions vs. applicant instructions) and item type (work specific vs. noncontextual) on responses to the NEO Five-Factor Inventory (P. T. Costa & R. R. McCrae, 1989). Results indicated that a work-related testing context and work-related items led to more positive responses. A second study found differences in the validity of a measure of conscientiousness, depending on the frame of reference of respondents. Specifically, context-specific items were found to have greater validity. Implications for personnel selection are discussed.

Why do "testing experts" have such limited vision?

• Autore: Zedeck,-Sheldon; Outtz,-James; Cascio,-Wayne-F.; Goldstein,-Irwin-L.
• Rivista: Human-Performance. 1995; Vol 8(3): 179-190
• Abstract: : (This reprinted article originally appeared in Human Performance, 1991, Vol 4[4], 297-308).  Responds to criticisms made by F. L. Schmidt (see PA, Vol 79:29816) concerning the sliding-band approach advocated by W. F. Cascio et al (see PA, Vol 79:29808). The criticisms addressed deal with (1) the use of statistical significance testing as the basis for a decision rule to determine whether candidates with different test scores should be treated as equivalent, (2) logic, (3) the data set used to illustrate the sliding-band procedure, and (4) whether true scores are parameters or statistics. New data sets are presented to show that the original data set was not anomalous.

Statistical implications of six methods of test score use in personnel selection.

• Autore: Cascio,-Wayne-F.; Outtz,-James; Zedeck,-Sheldon; Goldstein,-Irwin-L.
• Rivista: Human-Performance. 1995; Vol 8(3): 133-164
• Abstract: :(This reprinted article originally appeared in Human Performance, 1991, Vol 4[4], 233-264. Examined the impact of alternative procedures for using test scores as bases for selection in an actual distribution of test scores of 3,377 candidates for jobs as firefighters. The sliding-band procedure provided a compromise between top-down scoring, which was more likely to result in adverse impact against minorities, and within-group percentiles, which ignored differences between minorities and nonminorities in obtained raw scores. The sliding band gives an employer the flexibility to achieve a high level of predicted performance and racial and ethnic diversity in the work force, thus reconciling economic and social objectives in the framework of generally accepted procedures for testing hypotheses about differences in individual test scores.

Assessment of male and female behaviour in the employment interview.

• Autore: van-Vianen,-Annelies-E.; van-Schie,-Els-C.-M.
• Rivista: Journal-of-Community-and-Applied-Social-Psychology. 1995 Oct; Vol 5(4): 243-257
• Abstract: :Investigated the relationship between verbal and nonverbal behavior of male and female job applicants and their personality assessment during the preemployment selection process. 29 female and 17 male university teaching assistants were interviewed by a board comprised of 10 university staff members. Men and women were assessed stereotypically based on their sex, but also based on their behavior. For women, a feminine or masculine assessment was of special importance for her chance of selection. The less feminine a woman's assessment was, the more likely she was to have been accepted as an eligible candidate by the selection board. These accepted women showed both "female" and "male" behavior.

Graduate recruitment in Britain: A survey of selection methods used by organizations.

• Autore: Keenan,-Tony
• Rivista: Journal-of-Organizational-Behavior. 1995 Jul; Vol 16(4): 303-317
• Abstract: :Conducted a survey to determine the employee selection methods used by 536 organizations in the UK when recruiting new college graduates. The use of application forms for preselection purposes was widespread, although only a minority of organizations approached this task in a systematic way. While references were also widely used, they were often taken up late in the selection process. Interviews were universally used, both on their own and as a component of an assessment center. 44% of organizations used assessment centers as part of graduate recruitment. For most of these organizations, the interview was reported as being the most important component in determining final selection decisions. Most organizations provided some training for their selectors, but this was typically general in nature.

The recruitment and selection of young people by small businesses.

• Autore: Bartram,-Dave; Lindley,-Patricia-A.; Marshall,-Linda; Foster,-Julie
• Rivista: JJournal-of-Occupational-and-Organizational-Psychology. 1995 Dec; Vol 68(4): 339-358
• Abstract: : Investigated the methods used by small businesses to select employees under the age of 20 yrs. A national sample of 498 small businesses, employing a total of 5,612 people, were interviewed to explore the recruitment and selection procedures they followed in hiring young adults. Data were analyzed in terms of trends and differences relating to business size, geographical location, industry sector, and type of occupation. Among the major findings was a strong emphasis by employers on the importance of personality characteristics such as honesty and integrity, and of interest in the job. All were rated as far more important than ability, aptitude or attainment.

Estimating the benefits of personnel selection and classification: An extension of the Brogden table

• Autore: Alley,-William-E.; Darby,-Melody-M.
• Rivista: Educational-and-Psychological-Measurement. 1995 Dec; Vol 55(6): 938-958
• Abstract: : A Monte Carlo study was conducted to estimate the standardized performance gain (in sigmaunits) for personnel who have been optimally selected and classified as a function of the (1) number of alternative job assignments, (2) applicant rejection rate, (3) validity of performance estimates, and (4) intercorrelation among estimates. The study extended the number of job assignment categories considered to 500 based on a general solution provided by H. Brogden (e.g., 1946) for up to 10 jobs. Results indicate that adding job categories with zero applicant rejection improved expected performance from O.Osigmaunits with 1 job to 3.03sigmaunits with 500 jobs. For the highest level of applicant rejection (90%), corresponding gains were 1.75sigmaunits and 3.78sigmaunits, respectively. Implications for use of the table are discussed.

Perceived fairness of personality tests and the impact of explanations for their use

• Autore: Harland,-Lynn-K.; Rauzi,-Thomas; Biasotto,-Mara-M.
• Rivista: Employee-Responsibilities-and-Rights-Journal. 1995 Sep; Vol 8(3): 183-192
• Abstract: : Examined 2 hypotheses regarding the perceived fairness of using personality tests in employment contexts. Results from 138 printing firm employees (mean age 34.2 yrs) support Hypothesis 1, which proposed that a selection procedure utilizing both an employment interview and a personality test would receive significantly lower fairness ratings than an interview-only selection procedure. In contrast, results provide only partial support for Hypothesis 2, which proposed that negative fairness perceptions of personality tests can be reduced via the use of explanations for the use of such tests. Findings suggest that it may be difficult to overcome negative perceptions toward the use of personality tests in employment contexts.

Prospective validity study: CPI Work Orientation and Managerial Potential scales.

• Autore: Hoffman,-Richard-G.; Davis,-Gary-L.
• Rivista: Educational-and-Psychological-Measurement. 1995 Oct; Vol 55(5): 881-890
• Abstract: : Examined the validity of the Work Orientation (Wo) and Managerial Potential (Mp) special purpose scales of the California Psychological Inventory (CPI) to assess personality characteristics believed to be associated with desirable work performance behaviors and characteristics. 114 job applicants for non-managerial positions in an entertainment facility were administered the CPI prior to hiring. Two-year post employment ratings of employee characteristics were used as the criteria to validate Wo and Mp. The 2 scales were significantly correlated to these ratings consistently, but were not related to employment status at the 2-yr follow-up.

A meta-analysis of interrater and internal consistency reliability of selection interviews.

• Autore: Conway,-James-M.; Jako,-Robert-A.; Goodman,-Deborah-F.
• Rivista: Journal-of-Applied-Psychology. 1995 Oct; Vol 80(5): 565-579
• Abstract: : A meta-analysis of 111 interrater reliability coefficients and 49 coefficient alphas from selection interviews was conducted. Moderators of interrater reliability included study design, interviewer training, and 3 dimensions of interview structure (standardization of questions, of response evaluation, and of combining multiple ratings). Interactions showed that standardizing questions had a stronger moderating effect on reliability when coefficients were from separate (rather than panel) interviews, and multiple ratings were useful when combined mechanically (there was no evidence of usefulness when combined subjectively). Average correlations (derived from alphas) between ratings were moderated by standardization of questions and number of ratings made. Upper limits of validity were estimated to be .67 for highly structured interviews and .34 for unstructured interviews.

Die Validitaet des Multimodalen Interviews. / Validity of the Multimodal Interview.

• Autore: Schuler,-Heinz; Moser,-Klaus
• Rivista: Zeitschrift-fuer-Arbeits-und-Organisationspsychologie. 1995; Vol 39(1): 2-12
• Abstract: : Presents results of 4 studies on the psychometric properties of the Multimodal Interview (MI), a semistructured personnel selection instrument developed by H. Schuler (1992) to surpass the validity of conventional employment interviews. The content and structure of the MI are described, and data on the incremental, concurrent, and predictive validity of MI results are reviewed. Findings indicate that the MI can (1) increase the validity of a cognitive skills test; (2) predict success in vocational training and job performance; and (3) determine specific job requirements (e.g., social skills) as well as relevant personality characteristics (e.g., achievement motivation).

Using assessment centers in selecting entry-level police officers: Extravagance or justified expense?

• Autore: Coulton,-Gary-F.; Feild,-Hubert-S.
• Rivista: Public-Personnel-Management. 1995; Vol 24(2): 223-254
• Abstract: : Reviews the literature on the use of assessment centers (ACs) in selecting entry-level law enforcement officers. Other methods of selection are discussed, including the use of psychological tests and the reactions to these tests. The advantages and disadvantages of ACs in the following areas are presented: observation and rating of job-related behavior, legal issues, validity, and expense. Despite the limited number of published validity studies on using ACs in police selection and the mixed results of these effects, it is argued that this method can be a useful tool.

The unintended negative consequences of sympathy for the stigmatized.

• Autore: Blaine,-Bruce; Crocker,-Jennifer; Major,-Brenda
• Rivista: Journal-of-Applied-Social-Psychology. 1995 May; Vol 25(10): 889-905
• Abstract: : Three studies with 288 undergraduates tested the hypothesis that positive outcomes for the stigmatized that are motivated by sympathy may have unintended negative consequences for self-esteem, affect, and motivation. Ss were asked to imagine themselves as stigmatized persons who received a job either because he or she was qualified or out of sympathy for a stigmatizing condition. In Study 1, Ss reported lower state self-esteem, more negative affect, and lowered work motivation when the job was offered out of sympathy. In Study 2, the negative effects occurred whether the basis for the sympathy was prejudice and discrimination or mobility problems. In Study 3, sympathy had negative effects whether the sympathy was based on individual or on group-based problems. Results are discussed in terms of the attributional ambiguity surrounding positive outcomes faced by the stigmatized and applied to the effects of affirmative action programs.

Attributional style, socialization and cognitive ability as predictors of sales success: A predictive validity study.

• Autore: Corr,-Philip-J.; Gray,-Jeffrey-A.
• Rivista: Personality-and-Individual-Differences. 1995 Feb; Vol 18(2): 241-252
• Abstract: : Examined the role of attributional style (ABS), socialization, and cognitive ability factors in insurance sales performance for 1 yr in a large UK company. Psychometric tests were selected to measure ABS, socialization, and numerical and abstract reasoning abilities. Performance was defined in terms of number of appointments/prospects obtained (effort) and number of policies sold (sales). Two sets of psychological predictors were analyzed: (1) individual psychological measures and (2) pairs of interactive psychological measures. Results from 196 recruits tested over a 6-wk induction period show that positive ABS was positively correlated with effort and sales; socialization was positively correlated with effort but negatively correlated with sales. The interaction variables revealed complex interactions between ABS and cognitive abilities that led to a 4-fold increase in predictive variance.

Realistic job previews: Information processing and the accuracy of self-assessment.

• Autore: Gardner,-Dianne; Foo,-Mee-Har; Hesketh,-Beryl
• Rivista: Australian-Psychologist. 1995 Mar; Vol 30(1): 64-70
• Abstract: : Examined issues relevant to the usefulness of Realistic Job Previews (RJPs) as an aid to self-selection. Study 1 with 49 Ss examined the validity of the implication underlying RJPs that, regardless of prior preference, people will seek more information about a task or job they expect to perform than about one that they do not expect to perform. Results were supportive for both positive and negative information. Study 2 with 96 university students examined whether RJPs served to increase the accuracy of self-assessment, also an implied benefit of RJPs. RJPs did result in more accurate self-assessment, but only in a more difficult and attentionally demanding task. Implications for the role of RJPs and self-assessment in a broadened social process model of selection are discussed.

Tacit knowledge as a predictor of managerial success: A field study.

• Autore: Kerr,-Marjory-R.
• Rivista: Canadian-Journal-of-Behavioural-Science. 1995 Jan; Vol 27(1): 36-51
• Abstract: : Tested R. K. Wagner's (1985) tacit knowledge model regarding managerial success. Male volunteers from a large Canadian organization participated in an in-house assessment center as prospective 1st-level supervisors. Ss were from 2 functional areas within the organization: 96 Ss were in engineering and 55 were in equipment. The groups were comparable in age and work experience. Data were collected using performance in a management simulation (MS) and Wagner's Business Management Tacit Knowledge Measure. Tacit knowledge scores were related to performance in the MS, but no evidence was found in support of the proposed substructure of the model. The level and significance of the intercorrelations between actual and ideal scores indicate Ss did not clearly distinguish between these 2 orientations despite the fact that the mean scores on these scales were significantly different for both groups.

The impact of method effects on structural parameters in validation research.

• Autore: Schmitt,-Neal; Nason,-Earl; Whitney,-David-J.; Pulakos,-Elaine-D.
• Rivista: Journal-of-Management. 1995 Spr; Vol 21(1): 159-174
• Abstract: : Illustrates the use of a structural equations analysis to estimate the degree of predictor-related criterion bias in selection research. For the hypothetical data considered, a likability methods factor produced significant changes in estimates of the structural parameters relating the predictors to the criterion. Regression analyses using 2 method factors as covariates yielded similar results. The advantages of employing the more complicated LISREL analysis vs more familiar regression analysis are discussed, and some suggestions for future research using the structural equations approach are presented.

Methodological moderators in validating biographical data in personnel selection.

• Autore: Bliesener,-Thomas
• Rivista: Journal-of-Occupational-and-Organizational-Psychology. 1996 Mar; Vol 69(1): 107-120
• Abstract: Conducted a meta-analysis based on 116 studies with 165 independent validities to address the issue of methodological artifacts in the development and validation of biographical instruments. Studies included in the meta-analysis were empirical examinations of the relationship between a biographical predictor and a criterion of occupational success in which validity was quantified. The effects on estimated mean validity of both methodological artifacts and situational moderator variables were compared. Results indicate that the estimated validity of .220 can be regarded as substantial. Predictor-specific methodological features also have to be taken into account when correcting for artifacts. It is concluded that biographical data are a valid predictor of an applicant's suitability and are a valuable instrument in personnel selection.

A survey of the assessment center process in the public sector.

• Autore: Lowry,-Phillip-E.
• Rivista: Public-Personnel-Management. 1996 Fal; Vol 25(3): 307-321
• Abstract: Present the results of a survey of 105 public sector police and fire chiefs and human resource professionals. The survey addressed personnel selection methods, with special emphasis on the assessment center. The survey disclosed increasing use of the assessment center method. It also disclosed several serious flaws in the assessment centers used in the public sector. Job analyses were not always required, validation was reported lacking or inappropriate, assessors were not always properly trained, and feedback to and from participants was not invariably provided.

None of your business: Parameters of biodata invasiveness.

• Autore: Mael,-Fred-A.; Connerly,-Mary; Morath,-Ray-A.
• Rivista: Personnel-Psychology. 1996 Fal; Vol 49(3): 613-650
• Abstract: Evaluated biodata items for their perceived invasiveness from 3 perspectives: substantive topics seen as invasive, attributes that typify invasive items, and individual differences in the tendency to perceive items as invasive. In Study 1, 204 psychologists and social scientists and 332 college students completed a 24-item questionnaire with verbal instructions, while in Study 2, 328 undergraduates and 308 Army officers completed a 60-item questionnaire without verbal instructions. Results show Ss with more education and positive attitudes toward biodata and organizational selection measures viewed fewer items as invasive. Study 1 students, who had instructions read to them, found fewer invasive items than Study 2 Ss. Four general motives or topics were determined to generate the greatest concern: fear of stigmatization, concern about having applicants recall traumatic events, intimacy, and religion.

Distinguishing personality and biodata items using confirmatory factor analysis of multitrait-multimethod matrices.

• Autore: Schultz,-Kenneth-S.
• Rivista: Journal-of-Business-and-Psychology. 1996 Spr; Vol 10(3): 263-288
• Abstract: Developed hard biodata, soft biodata, and personality items to measure 3 personal constructs (Dependability, Demeanor, and Ambition). This resulted in 9 sets of items forming a 3-method (personality, soft biodata, and hard biodata) by 3-trait (Dependability, Demeanor, and Ambition) Multitrait-Multimethod matrix. Four models were proposed to represent the 9 scales and each was tested on a sample of 477 job applicants and subsequently cross-validated on 958 job applicants, using confirmatory factor analysis. The model where the personality and soft biodata items represented 1 factor and the hard biodata items represented another, distinct factor, was both the best fitting and most parsimonious model, thus confirming J. J. Asher's (1972) taxonomy.

Stability of biodata keys and dimensions across English-speaking countries: A test of the cross-situational hypothesis.

• Autore: Dalessio,-Anthony-T.; Crosby,-Michelle-Mosher; McManus,-Margaret-A.
• Rivista: Journal-of-Business-and-Psychology. 1996 Spr; Vol 10(3): 289-296
• Abstract: Examined the stability of a biodata scoring key and factor structure across 2 situations (i.e., the insurance industry in the US and the UK/Republic of Ireland). Results indicate that the validity of a biodata scoring key could be successfully transported. Confirmatory factor analysis, using a maximum likelihood estimation procedure, also indicated that the biodata factor structure was stable across the countries and cultures. The reliability and validity of the dimension scores also were successfully transported. Results provide support for the contention that biodata keys, and underlying dimensional structures, can generalize across situations, specifically English-speaking countries and cultures.

An experimental test of the influence of selection procedures on fairness perceptions, attitudes about the organization, and job pursuit intentions.

• Autore: Smither,-James-W.; Millsap,-Roger-E.; Stoffey,-Ronald-W.; Reilly,-Richard-R.
• Rivista: Journal-of-Business-and-Psychology. 1996 Spr; Vol 10(3): 297-318
• Abstract: 184 undergraduates reviewed a 12-page college recruiting brochure containing information about a large, high-technology corporation. Six versions of the brochure created a 2 * 3 experimental design in which the compensation and selection practices of the company were manipulated. Compensation and benefit packages were described as being either above or comparable to the industry average. The selection procedure was described as either a biodata inventory, an abstract cognitive test, or an in-basket simulation. It was hypothesized that selection procedures would have an indirect, rather than direct, effect on attitudes about the organization and job pursuit intentions. LISREL analyses found good fits for the measurement model and the structural model. All hypothesized paths were significant, except for the path between compensation and attitudes about the organization.

Recruitment and retention decisions that maximize the utility of a probationary selection to obtain a fixed quota of successful selectees.

• Autore: De-Corte,-Wilfried
• Rivista: Personnel-Psychology. 1996 Sum; Vol 49(2): 399-428
• Abstract: Addresses the recruitment and retention decision problems that the selection practitioner faces when the objective is to maximize the utility of a fixed quota of successful selectees. Because the objective can be achieved by either a 1-cohort approach or a multiple cohort with replacement approach, 2 optimizing procedures are presented. Given information on the selection predictor and the available recruiting sources, both procedures identify the criterion cutoff value (i.e., the critical value of the observed job performance at the end of the probationary period) that makes the best differentiation between successful and unsuccessful selectees. In addition, the proposals indicate the combination of recruiting sources (1-cohort approach) or the sequence of recruiting source combinations (multiple cohort approach) that, in combination with the optimal retention decision, result in the maximum possible utility of the predictor selected workforce.

Selecting bus drivers: Multiple predictors, multiple perspectives on validity, and multiple estimates of utility.

• Autore: Jacobs,-Rick-R.; Conte,-Jeffrey-M.; Day,-David-V.; Silva,-Jay-M.; et-al
• Rivista: Human-Performance. 1996; Vol 9(3): 199-217
• Abstract: Hypothesized that improved selection techniques that screen out undesirable drivers and select applicants with the potential for lower absenteeism rates and safer driving behaviors should result in more cost-effective operations. Criterion measures were developed to assess the validity of a variety of measures that might aid in the forecasting of job performance for 864 bus operators representing 9 bus properties. Job analysis information converged on a tripartite theory of performance that can be described as requiring a bus operator to "Be There, Be Safe, and Be Courteous." A predictor composite was created that successfully predicted supervisory ratings of performance and objective absence and accidents. Utility analyses indicated that the predictor composite could be employed to reduce the overall operating expenses of bus transit agencies by over $500,000.

Setting cutoff scores for personnel selection tests: Issues, illustrations, and recommendations.

• Autore: Truxillo,-Donald-M.; Donahue,-Lisa-M.; Sulzer,-Jefferson-L.
• Rivista: Human-Performance. 1996; Vol 9(3): 275-295
• Abstract: Examined reasons for using cutoff scores, legal and professional guidelines, and methods for setting cutoff scores in public sector selection contexts. Literature on the method by W. H. Angoff (1971) is reviewed, and 2 applications of this approach are explored in public sector contexts. In Study 1, 3 variations on the Angoff method applied to a multiple-choice test for fire chief were compared for 12 fire chiefs. In Study 2, standards were set for a physical ability test for firefighter using an Angoff-based method with 48 fire captains. Data and methods from both studies are discussed in terms of reliability, practicality, and the organizational issues involved in implementation.

Role of social desirability in personality testing for personnel selection: The red herring.

• Autore: Ones,-Deniz-S.; Viswesvaran,-Chockalingam; Reiss,-Angelika-D..
• Rivista: Journal-of-Applied-Psychology. 1996 Dec; Vol 81(6): 660-679
• Abstract: Response bias continues to be the most frequently cited criticism of personality testing for personnel selection. The authors meta-analyzed the social desirability literature, examining whether social desirability functions as a predictor for a variety of criteria, as a suppressor, or as a mediator. Social desirability scales were found not to predict school success, task performance, counterproductive behaviors, and job performance. Correlations with the Big Five personality dimensions, cognitive ability, and years of education are presented along with empirical evidence that (a) social desirability is not as pervasive a problem as has been anticipated by industrial-organizational psychologists, (b) social desirability is in fact related to real individual differences in emotional stability and conscientiousness, and (c) social desirability does not function as a predictor, as a practically useful suppressor, or as a mediator variable for the criterion of job performance. Removing the effects of social desirability from the Big Five dimensions of personality leaves the criterion-related validity of personality constructs for predicting job performance intact.

New developments in the use of measures of honesty, integrity, conscientiousness, dependability, trustworthiness, and reliability for personnel selection.

• Autore: Sackett,-Paul-R.; Wanek,-James-E.
• Rivista: Personnel-Psychology. 1996 Win; Vol 49(4): 787-829
• Abstract: Reviews journal articles, books, book chapters, law review articles, convention papers, and dissertations regarding integrity testing for personnel selection. Developments include an examination of professional and congressional inquiry into this area of testing, rapid growth of the validity database, new insight into similarities and differences between different tests, and links to the Big Five personality dimensions. Inquiries into relationships with other constructs are reviewed, as are applicant reactions to these tests. The effects of the Civil Rights Act of 1991 and the Americans with Disabilities Act are considered. It is concluded that the increment in knowledge of and insight into integrity testing since the P. R. Sackett review is substantial. Specifically, in the domain of criterion-related validity, the cumulative database has grown dramatically, and the pattern of findings continues to be consistently positive.

Bandwidth-fidelity dilemma in personality measurement for personnel selection..

• Autore: Ones,-Deniz-S.; Viswesvaran,-Chockalingam
• Rivista: Journal-of-Organizational-Behavior. 1996 Nov; Vol 17(6): 609-626
• Abstract: Discusses the bandwidth-fidelity dilemma in personality measurement for personnel selection purposes: Should job applicants be assessed on fine-grained personality variables or on broader personality variables, such as the Big Five dimensions of personality? The authors discuss issues of reliability in the measurement of narrow vs broad personality variables and issues of criterion related validity in broad vs narrow personality variables in personality selection. The authors also review evidence that when the criterion of interest is job performance, broader personality measures may be preferable over narrowly focused ones. It appears that the alleged advantages of narrowly defined traits and narrowly constructed measures are mainly due to erroneous conventional beliefs predicated upon statistical artifacts. In personal selection research and practice, the authors advocate the use of broader personality traits for both better prediction and explanation.

Short-term memory tests in personnel selection: Low adverse impact and high validity.

• Autore: Verive,-Jennifer-M.; McDaniel,-Michael-A.
• Rivista: Intelligence. 1996 Jul-Aug; Vol 23(1): 15-32
• Abstract: Investigated the usefulness of short-term memory tests (STMTs) as a strategy for reducing adverse impact in personnel selection decisions and achieving high validity in predicting job and training performance by conducting 2 meta-analytic studies. Study 1 analyzed Black-White differences on STMTs for which literature search and review yielded 17 studies and 31 Black-White STMT comparisons with 27,973 Ss. Study 2 reviewed the validity of STMT in predicting job and training performance in 11 studies and 141 validity coefficients covering 34,262 Ss. Results showed that although there are differences between Blacks and Whites on STMTs (d = .42), these differences are less than half the size of those typically found on general cognitive ability measures (d = 1.0). The STMTs result in smaller racial mean differences than test of general cognitive ability. Thus STMTs are valid predictors of both job (p = .41) and training performance (p = .49).