Personnel selection in the digital age: a review of validity and applicant reactions,and future research challenges

ABSTRACT

We present a targeted review of recent developments and advances in digital selection procedures (DSPs) with particular attention to advances in internet-based techniques. By reviewing the emergence of DSPs in selection research and practice, we highlight five main categories of methods (online applications, online psychometric testing, digital interviews, gamified assessment and social media). We discuss the evidence base for each of these DSP groups, focusing on construct and criterion validity, and applicant reactions to their use in organizations. Based on the findings of our review, we present a critique of the evidence base for DSPs in industrial, work and organizational psychology and set out an agenda for advancing research. We identify pressing gaps in our understanding of DSPs, and ten key questions to be answered. Given that DSPs are likely to depart further from traditional non-digital selection procedures in the future, a theme in this agenda is the need to establish a distinct and specific literature on DSPs, and to do so at a pace that reflects the speed of the underlying technological advancement. In concluding, we, therefore, issue a call to action for selection researchers in work and organizational psychology to commence a new and rigorous multidisciplinary programme of scientific study of DSPs.     

The role of standing in the psychology of procedural justice: Towards theoretical integration

In the current chapter, the authors explore the relation between social standing and procedural justice. Standing is an important construct in procedural justice theories and tends to be broadly defined as the position that people have in social groups. It is argued that the standing construct suffers from conceptual ambiguity: In procedural justice literature two distinct interpretations of standing can be distinguished, one defining standing as intragroup status and one defining standing as the extent to which people are included in social groups. Furthermore, it is argued that research findings on the relation between standing and procedural justice are not conclusive. The authors review recent empirical findings that address these concerns, and conceptually integrate these findings. In closing, the authors outline avenues for future research that the procedural justice field may want to take, and discuss implications of the work reviewed here.     

Reconnaissance au travail : validation d’une échelle de mesure dans le contexte des entreprises

IntroductionTo our knowledge, there is a lack of reliable measurement tools to assess different dimensions of recognition in the organizational context. As a consequence, quantitative studies in the area are still lacking.ObjectivesThe aim of this study is to propose a measuring instrument of recognition at work showing valid and satisfactory psychometric properties.MethodsTwo cross-sectional studies were conducted in this research. The data collected by questionnaire were processed by SPSS17.0 software for exploratory factor analysis and EQS 6.1 for confirmatory factor analyzes.ResultsThe results show that in organizational context, there may be 3 sources of recognition that have to be taken into consideration: the organization itself, superiors and colleagues.ConclusionThis study extend prior research on the measurement of recognition at work. A validated tool based on the most rigorous validation methods and the latest methodological advances, in particular by confirmatory factor analyzes, has then been created.     

Validation d’une mesure de santé psychologique au travail

IntroductionThere is currently no instrument developed to measure the two dimensions of psychological health, namely psychological well-being and distress, in organizational settings.ObjectiveThe aim of this study is to validate a work frame-of-reference version of two instruments initially developed to measure general psychological health.MethodIn order to adapt the questionnaires to the work domain, 561 Quebec workers from various work sectors completed measures of psychological well-being and distress adapted for the work context. For nomological networking purpose, they also completed optimism, organizational justice and climate measures.ResultsAdapting psychological health constructs for the work domain revealed, for both psychological well-being at work and psychological distress at work, a three-fold structure based on the worker's relationship with himself, others and work. Predictions based on the nomological network were all confirmed, reinforcing the validity of adapting the construct for a work-specific context. Furthermore, the psychometric properties of the scales are satisfactory.DiscussionResults suggest the relevance to adapt measures of psychological health for the work domain.     

Organizational Culture: Critical Questions for Researchers and Practitioners

Abstract

The idea of career self-management is part of the growing move to encourage individuals to take ownership of their own development. The article explores why this makes sense both for individuals and for organizations, and defines specific initiatives individuals and organizations should take to make the concept work successfully. It is argued that most people are unlikely to take responsibility for themselves unless there is sound organizational support, but that with the right practical initiatives they can become energized by the process. There is, however, a need for organizations to centre much more closely on understanding people as individuals if performance levels at work are to be raised from competence to excellence.     

(Some Possible) Differences between European and American Approaches to the Study of Work

Abstract

European work and organizational psychologists appear more favourably disposed toward constructionist, soft-determinist, and socialist stances, while Americans may be more “realist”, hard-determinist or libertarian, and individualist. Such differences may be due in part to a broader difference in epistemological preference: Europeans are presented as preferring rational, and Americans as preferring empirical, ways of knowing. Assuming that there are differences along the lines indicated, what might be their theoretical and practical implications? It is argued that such differences may have led Europeans to generate more comprehensive theories and to integrate theory and practice more closely, and that they may help explain why projects to humanize work are pushed forward more systematically and with greater vigour in Europe than in the United States.     

Identification and goal choice of managerial candidates–organizational and individual perspectives

Abstract

Goal-setting theory and organizational culture research both emphasize that correspondence of individual and organizational goals is important, especially for executives and managerial candidates. The formerly dominating perspective of a passive individual eager to adopt organizational goals has recently been contrasted by a perspective of an active individual trying to pursue his/her own personal work goals in the organization. In a longitudinal study, 904 German academic managerial candidates were surveyed in order to investigate the causes of their identification with organizational goals, their expectations of advancement and their choice of personal work goals. The influence of organizational characteristics, i.e. number of employees, sector, and organizational culture, as well as the influence of individual job orientations were examined. Results show, that on the one hand organizational culture influenced managerial candidates' identification with organizational goals and their expectations of advancement, but had hardly any impact on their personal work goals. On the other hand, job orientations of managerial candidates affect both their identification with the organization and their personal work goals beyond organizational characteristics. Implications for selection and development of managerial candidates are discussed.     

Assessment of job stress factors in a context of organizational change

IntroductionResearch consistently showed that stress and organizational change are closely related.ObjectiveThis study was conducted to identify the psychosocial job characteristics that are responsible for psychological stress in a context of organizational change.MethodAn expanded 30-item version of the Job Content Questionnaire was used to measure psychological demands, decision latitude, supervisor support, coworker support, and organizational difficulties. Online survey responses from 973 employees from the university of Strasbourg were analyzed.ResultsConfirmatory Factor Analyses indicated a poor fit of the five-factor model based on 30 items but an acceptable to good fit of a reduced five-factor model based on 26 items. Results from a stepwise regression showed that the organizational difficulties dimension was the second most important predictor of psychological stress.ConclusionThe implications of these findings for further work on health outcomes of organizational changes closed this study.     

Attempt to validate the Self-Construal Scale in French: Systematic approach and model limitation

IntroductionIndependent and interdependent self-construals are included in individuals’ self-definitions. The 24-item Self-Construal Scale (SCS) was developed by Singelis (1994) as a means of measuring the “two selves” of individual identity, namely the independent self and the interdependent self. It has been translated into a number of different languages including French. Yet, proper psychometric validation procedures of the scale in foreign languages are lacking which is problematic given the recurrently reported subscales poor reliabilities.ObjectiveThe aim of the present paper is to present the steps followed in order to validate a French-translated version of Singelis’ (1994) 24-item Self-Construal Scale. Following such a systematic validation approach enables us to locate psychometric weaknesses and assess to what extent a standard validation procedure can address these limitations.MethodStudy 1 pertains to the translation of the inventory, item face-validity checks, and factor analyses. Study 2 aims to assess the inventory's test–retest stability, as well as its criterion-related validity based on correlations with Big Five personality traits.ResultsResults evidenced that back-translation, face-validity check and item selection did not enhance the SCS to a valid psychometric level. Factor analyses revealed that a three-factor model proved a better fit with the collected data.ConclusionGiven the poor psychometric properties of the SCS and the emergence of theory refinements, future research should consider alternative conceptualizations of self-construal.     

Intention stability: Literature and methodological review

IntroductionIt has been argued that intention stability is a pre-eminent determinant of individuals’ ability to direct their behaviour over time.ObjectiveThe aim of the review was to detail the existing literature and examine whether the relationships described are reliably indexed by the array of operationalisations of the construct.MethodsWeb of Science, PsycINFO, PubMed, and EMBASE were searched for English language articles reporting use of the construct in moderating a relationship between an IV and behaviour.ResultsEleven studies met the inclusion criteria. We identified six methods of estimating intention stability. The ostensible finding of the review was that greater intention stability associated with a stronger positive relationship between intention and behaviour. These findings are, however, largely invalidated by the serious flaws in measurement methods.ConclusionFurther thought must be given to the construct as an attribute of the individual, and how this attribute should be operationalised. The usefulness of “intention stability” will not be able to be evaluated prior to definition of a measurement model and its psychometric validation.     

Emotion work and job stressors and their effects on burnout

Abstract

This article reports research on emotion work, organizational as well as social variables as predictors of job burnout. In burnout research, high emotional demands resulting from interactions with clients are seen as a core characteristic of service jobs. However, these emotional demands were seldom measured in a direct manner. It was only recently that emotional demands were included in studies on burnout referring to the concept of emotion work (emotional labor). Emotion work is defined as the requirement to display organizationally desired emotions. A multi-dimensional concept of emotion work was used to analyze the relations of emotion work variables with organizational and social variables and their joint effect on burnout in five samples including employees working in children's homes, kindergartens, hotels, banks and call centers. Emotion work variables correlated with organizational stressors and resources. However, hierarchical multiple regression showed a unique contribution of emotion work variables in the prediction of burnout. Moreover, the analysis of interaction effects of emotional dissonance and organizational and social stressors showed that for service professionals, the coincidence of these stressors led to exaggerated levels of emotional exhaustion and depersonalization.     

Empathy and emotional dissonance: Impact on organizational citizenship behaviors

IntroductionThe ability of nurses to hold competing emotions is at the heart of a number of recent studies. Empathy is an emotional resource in nurse-patient interactions and promotes positive experiences at work. On the contrary, emotional dissonance resulting from nurse/patient interactions is usually considered to lead to negative outcomes, such as job dissatisfaction (Brotherigde & Grandey, 2002).ObjectiveThe aim of this study is to investigate the extent to which empathy and emotional dissonance are associated with organizational citizenship behavior among a group of Italian nurses.MethodA questionnaire was distributed to 222 nurses, working in two multidisciplinary hospitals in a North region of Italy.ResultsResults support the hypothesis that both cognitive and emotional empathy have significant effects on nurses’ organizational citizenship behavior directed at the organization. Cognitive empathy explained significant variance in organizational citizenship directed only at specific individuals.ConclusionThese findings confirm that cognitive and emotional empathy have different impact on nurses’ organizational citizenship behavior. Further studies are required to inform education or for application in clinical settings.     

The relationship between perceived organizational support and work engagement: The role of self-efficacy and its outcomes

Introduction/objectiveThe objective of this study was to investigate the relationship between perceived organizational support and work engagement. On the one hand, we examined an underlying mechanism of this relationship, i.e. self-efficacy. On the other hand, we studied the outcomes of this relationship in terms of employees’ job satisfaction, psychological strains and performance.MethodAn online questionnaire was administrated to employees of two private companies. Employees’ performance was then evaluated by their direct supervisors. In total, 265 employees and 112 supervisors participated in the study.ResultsOur results indicated that self-efficacy partially mediates the relationship between perceived organizational support and work engagement. Furthermore, work engagement increased job satisfaction, reduced psychological strains and enhanced extra-role performance.ConclusionThis study contributes to the development of both work engagement literature and organizational support theory. The implications and limitations of this research are discussed in detail.     

Brief dynamic counselling: Making the right choice

Abstract

Brief dynamic counselling has become a frequently practised method of treatment. This paper examines the usefulness of short-term therapy for certain clients and describes the relevant selection criteria. However, it is argued that there exists a real danger to the client should they be inappropriately referred for this work. Demands upon therapy services often mean that therapists are under pressure to have a rapid ‘through-put’ of clients. This may lead to some clients being treated in a way that is unsuitable and inadequate for their needs. It is suggested that, more than being inadequate, such a situation could cause additional harm to the client. Professional assessment is considered to be of vital importance. Case material is included in order to illustrate the difference between clients who are likely to benefit from short-term counselling work and those for whom the longer time duration is an essential part of the therapeutic relationship and process. In terms of therapy service provision, the need for flexibility and the need for availability of a variety of treatments are discussed.     

Predicting habit: The case of physical exercise

ObjectivesHabit has been an undervalued concept in the behavioral sciences during the past few decades. One reason may be that habit has been equated with behavioral frequency. This leaves out an important characteristic of habits, i.e., the fact that repeated behavior may acquire a degree of automaticity. The present study aimed to demonstrate that exercising habit can be reliably measured, can empirically be distinguished from past frequency of exercising, and can thus be adopted as a meaningful criterion.Design and methodsA longitudinal study was conducted with two measurements one month apart among 111 students. Intentions to exercise, perceived behavioral control of exercising, past exercising frequency, and exercising habit were assessed at both measurements through an internet-based questionnaire. Exercising habit was assessed by the Self-Report Habit Index [Verplanken & Orbell (2003). Reflections on past behaviour: A self-report index of habit strength. Journal of Applied Social Psychology, 33, 1313–1330]), which breaks down the habit concept in the subjective experience of repetition and automaticity.ResultsThe results showed that exercising habit can be reliably measured, is stable over time, and can be distinguished from mere exercising frequency.ConclusionsIn addition to frequency of behavior, measuring habit provides information about the way behavior is executed. An important element of exercising behavior is the decision to go exercise. It is argued that the habit concept is therefore particularly relevant for the initiation of and adherence to exercising. Implications of distinguishing behavioral frequency and habit for interventions are discussed.     

Validation of the French Utrecht Work Engagement Scale and its relationship with personality traits and impulsivity

IntroductionWork engagement is a positive state of mind related to work, characterized by vigor, dedication, and absorption. It is measured through the Utrecht Work Engagement Scale (UWES), which has shown good psychometric properties across occupational types and languages. Besides, some individuals may more easily experience work engagement than others, suggesting that individual stable tendencies could predict this state of mind.ObjectivesIn this article, we aim to: (1) present the psychometric properties of the French versions of the Utrecht Work Engagement Scale (UWES-9 and UWES-17), and (2) assess whether work engagement can be associated with personality traits and impulsivity.MethodFor this purpose, 661 French-speaking workers (M_age = 40.86, SD_age = 12.35) were recruited in the French-speaking part of Switzerland. Two hundred and eleven subjects responded to the UWES-17, the Zuckerman-Kuhlman-Aluja Personality Questionnaire (ZKA-PQ) and the UPPS Impulsive Behaviour Scale (UPPS), and 450 subjects responded to the UWES-9 and the NEO-Five-Factor Inventory Revised (NEO-FFI-R).ResultsResults showed that UWES-9 reached better psychometric properties than UWES-17. Moreover, it appeared that individuals who were active, conscientious, emotionally stable, and extroverted were more prone to experience work engagement than others.DiscussionThus, the path to experiencing work engagement seems to differ as a function of personal stable characteristics. Further studies should analyse how personal characteristics interact with working conditions in determining work engagement.     

Psychology of Terrorism: Classic and Contemporary Insights,edited by Jeff Victoroff and Arie W. Kruglanski

Abstract

Affective and calculative commitment have been associated with distinct work outcomes; however, little research has been directed toward understanding how these dimensions of organizational commitment are embedded within a larger web of work-related attitudes and perceptions. In the present study, higher levels of calculative commitment in a sample of adults in New Zealand and Ireland were associated with lower perceived organizational support, lower agreement with organizational policies, fewer perceived organizational values, and fewer bonds to various facets of the organization. This pattern of findings was reversed for level of affective commitment.     

Les dispositifs groupaux à l’hôpital et en EHPAD durant la crise de la Covid-19. Quelles demandes,quelles offres,quels apports ?

IntroductionThe COVID-19 crisis has exacerbated the demand for group arrangements dedicated to healthcare professionals and more widely hospital and medicosocial staff.ObjectiveThis article attempts to shed light on the issues at stake in the opening of group settings, between supply and demand, as well as their main organizational and psychological contributions and limitations, through the synthesis of multiple feedbacks from group arrangements carried out by clinical psychologists and researchers during the COVID-19 pandemic.MethodSix female researcher-clinicians met to discuss their experiences in setting up group care facilities. The analysis of the feedback used the concepts of work psychodynamics and group psychoanalysis, making it possible to bring out the organizational and psychological characteristics of group arrangements dedicated to professionals in the healthcare sector.ResultsOur results show that the group arrangement, by allowing the sharing of experiences, helps the mutual recognition between professionals, and thus new identifications in order to avoid the fragmentation of work collectives. The most central point seems to be the capacity of group arrangements to deal with the aggressiveness and anger felt when facing the powerlessness to act in crisis situations. The limits of these groups concern their difficulty in allowing individual rather than collective words to be expressed, and the risk of being the site of a repetition of the trauma for the professionals who sometimes attack or flee from these mechanisms, for fear of what they might bring back to the surface.ConclusionSeveral points of vigilance and recommendations from the experiences reported in this article are explained, in order to enlighten and guide future group facilitators when offering group arrangements built with and for professionals in the healthcare field.     

Construction et validation d’une échelle de mesure des représentations sociales du travail informel

IntroductionReliable tools capable of assessing the various dimensions of the representations of informal work are inexistent. This very situation contributes in eliminating the possibilities of quantitative studies on informal work in psychology.ObjectiveThe objective of this study is to put forward a quantifying instrument of the representations of informal work, presenting adequate psychometric qualities.MethodThree case studies have been realized in Cameroon: the first one is qualitative, and enables the identification of considerable elements of the representations of informal work through proper analyses; the last two studies are quantitative. Data are collected with a questionnaire and analysed using exploratory and confirmatory factor analyses through SPSS17.0 and Amos.21 software.ResultsThree dimensions of representations of informal work arises from analyses: nature and security, normative aspects, financial aspects related to informal work. It is also noted that intentions to engage into the restructuring programmes of informal work are significantly oriented by the representations of informal work.ConclusionThus, the convenience of the scale once validated, its perspectives and its limits remain arguable.