ISSN:0965-075X    

DOI:10.1111/j.1468-2389.1993.tb00078.x

出版商:Blackwell Publishing Ltd    

年代:1993

数据来源: WILEY

摘要:

This article highlights the need for a clearer conceptual appreciation of the relationships among and between predictors and criteria, and for a better understanding of measurement issues in selection. A process model of selection is outlined that includes recent research on the changing relationships of ability to performance at different stages of skill acquisition, the interaction between type of task and validity, the role of motivational constructs in the measurement and validation process, and the reciprocally interacting influences of work experience and individual characteristics. Comment is offered on issues such as general versus specific abilities, the ‘big five’in personality, aptitude by treatment or training interactions and maximal versus typical performance. Measurement issues are discussed throughout, but particularly in relation to the assessment proc

ISSN:0965-075X    

DOI:10.1111/j.1468-2389.1993.tb00079.x

出版商:Blackwell Publishing Ltd    

年代:1993

数据来源: WILEY

摘要:

The interview is the most widely used personnel selection method, but has revealed low reliability and validity compared with other selection methods (Mayfield 1964; Ulrich and Trumbo 1965; Schmitt 1976; Arvey 1979). Thirty‐one studies on the validity of the interview were meta‐analyzed. The result was an average validity coefficient of .27. The estimated true validity of the interview was calculated to be .38. These values indicated that the interview has moderate validity as a personnel selection device. Six characteristics of the interview were also examined in relation to the validity of the interview: structure of the interview; number of interviewers; length of the interview; gender of the applicant pool; blue‐collar/white‐collar jobs; and use of college students versus job applicants. The six study characteristics accounted for 30.9% of the variance in the validity of the interview. Structure of the interview appeared to be the only characteristic that moderated the validity of the interview. The relationship of this study to other meta‐analyses of the employment interview is

ISSN:0965-075X    

DOI:10.1111/j.1468-2389.1993.tb00080.x

出版商:Blackwell Publishing Ltd    

年代:1993

数据来源: WILEY

摘要:

In the field of personality assessment, one construct or set of constructs that is emerging as important for both publishers and users of psychological testing has been labelled variously as integrity, conscientiousness, reliability, delinquency, or responsibility. The associated organizational outcome has been broadly labelled counterproductivity. In the present study, four integrity scales, selected scales from mainstream personality inventories, derived molar integrity factors and optimal scale linear combinations were correlated with admissions of counterproductivity. It was found that (a) all four integrity scales were significantly correlated with the counterproductivity criterion, (b) individual personality scales from normal personality inventories, as well as unit‐weighted linear combinations of them, were approximately as highly correlated with counterproductivity as were the integrity tests, and (c) personality traits conceptually distinct from the domain of integrity were also related to counterproductivit

ISSN:0965-075X    

DOI:10.1111/j.1468-2389.1993.tb00081.x

出版商:Blackwell Publishing Ltd    

年代:1993

数据来源: WILEY

摘要:

This article identifies two deficiencies in the existing literature on selection methods used for the recruitment of managers: 1. The central focus has been the relationship between the employing organization and the applicant/candidate. It has been assumed that all managerial employees are recruited directly by the employing organization. As a consequence, only the selection methods used by the employer have been examined. 2. Few researchers have considered managerial selection from a cross‐national perspective, particularly in relation to the use of external recruitment consultancies. These two issues are the central concern of this article. The use of external executive recruitment consultancies is examined in four European countries: France, Germany, Italy and the UK. Results are presented from two studies on the use of selection methods by such consultancies. A significant difference between France and the UK, and these two countries and the other two, in their use of references and graphology is reported. The evidence shows that, in general, German, Italian and UK search consultancies use low validity techniques, primarily unstructured interviews and references, while France makes use of these two methods in addition to graphology. It is suggested they use low validity selection methods because validity is not the primary ‘evaluative standard’by which the usefulness of selection methods are assessed. Five alternative ‘evaluative standards’are suggested: client expectations, role of consultants, consultant qualifications, impact on candidates and importance of characteristics being assessed. The utilization of different selection methods by search consultancies located in the four countries is negligible. This may be due to three factors: organizational (the form of international search network adopted), individual (the multi‐cultural background experiences of consultants) and external (the nature of clie

ISSN:0965-075X    

DOI:10.1111/j.1468-2389.1993.tb00082.x

出版商:Blackwell Publishing Ltd    

年代:1993

数据来源: WILEY

ISSN:0965-075X    

DOI:10.1111/j.1468-2389.1993.tb00083.x

出版商:Blackwell Publishing Ltd    

年代:1993

数据来源: WILEY

ISSN:0965-075X    

DOI:10.1111/j.1468-2389.1993.tb00084.x

出版商:Blackwell Publishing Ltd    

年代:1993

数据来源: WILEY

摘要:

Book Reviewed in this article:Personnel and Profit: The pay‐off from peopleby Hugo Fair.International Journal of Selection and AssessmentAssessment Centres: Identifying and Developing Competenceby Charles WoodruffePsychological Testing: A Manager's Guideby John Topl

ISSN:0965-075X    

DOI:10.1111/j.1468-2389.1993.tb00085.x

出版商:Blackwell Publishing Ltd    

年代:1993

数据来源: WILEY

ISSN:0965-075X    

DOI:10.1111/j.1468-2389.1993.tb00086.x

出版商:Blackwell Publishing Ltd    

年代:1993

数据来源: WILEY

ISSN:0965-075X    

DOI:10.1111/j.1468-2389.1993.tb00087.x

出版商:Blackwell Publishing Ltd    

年代:1993

数据来源: WILEY