Comparison of optimal cutoff points for single and multiple tests in personnel selection

This paper compares the determination of optimal cutoff points for single and multiple tests in the field of personnel selection. Decisional skills of predictor tests composing the multiple test are assumed to be endogenous variables that depend on the cutting points to be set. It is shown how the predictor cutoffs and the collective decision rule are determined dependently by maximizing the multiple test's common expected utility. Our main result specifies the condition that determines the relationship between the optimal cutoff points for single and multiple tests, given the number of predictor tests, the collective decision rule (aggregation procedure of predictor tests' recommendations) and the function relating the tests' decisional skills to the predictor cutoff points. The proposed dichotomous decision-making method is illustrated by an empirical example of selecting trainees by means of the Assessment Center method.     

A hybrid neutrosophic multiple criteria group decision making approach for project selection

The project selection is one of the most important phases of a project life cycle. The project selection is considered as a Multi-Criteria Decision-Making (MCDM) problem. This research aims to study the integration between Technique for Order Preference by Similarity to Ideal Solution (TOPSIS) into Decision-Making Trial and Evaluation Laboratory (DEMATEL) under neutrosophic environment to provide a new technique for making a decision regarding the choice of appropriate project (project selection) as one of the most important phases of the project life cycle. Projects are selected by comparing them against many criteria. Criteria are evaluated based on expert’s opinion. Sometimes experts cannot give reliable information due to the non-deterministic environment. The neutrosophic set theory will be used to handle and overcome the ambiguity or lack of confirmation of information. The criteria are weighted by DEMATEL, then the best project alternative is selected using TOPSIS. In the proposed model, each pairwise comparison judgments is symbolized as a trapezoidal neutrosophic number. Experts will focus only on (n − 1) judgments for n alternatives to overcome the difficulties of [(n * (n − 1))/2] consistence judgments in case of increasing number of alternatives. A numerical example is developed to show the validation of the suggested model in the neutrosophic environment.     

Decision bias and personnel selection strategies

The purpose of this study was to examine the influence of two decisional biases—framing and cost salience—on personnel selection decisions. One hundred twenty-eight graduate and undergraduate students participated in a personnel selection simulation. Framing was manipulated by inducing participants to use either a “rejecting” strategy (identify those applicants whom you would not interview) or an “accepting” strategy (list those applicants whom you would interview). Cost salience was manipulated by making selection-related costs either implicit or explicit. Results showed that “accepting” strategy subjects selected less applicants to be interviewed than “rejecting” strategy subjects, but only when selection-related costs were made salient. More time was required for subjects to make their selection decisions when selection-related costs were made salient. Framing and cost salience also influenced the success probability thresholds used by subjects to select applicants. Limitations of this research and directions for future study were discussed.     

Applicant reactions and faking in real-life personnel selection

Faking may affect hiring decisions in personnel selection. All the antecedents of faking are still not known. The present study investigates the association between applicants' reactions about the selection procedure and their tendency to fake. The subjects (N = 180) were real-life applicants for a fire and rescue personnel school. After completing the selection process, the applicants filled out a questionnaire about their test reactions (Chan, Schmitt, Sacco & DeSohon, 1998b) and a faking scale, the Balanced Inventory of Desirable Responding (Paulhus, 1991). The results based on Structural Equation Modelling (SEM) indicated that the more positive reactions applicant had about the selection procedure the more impression management they had. The applicant reactions were not associated with self-deception.     

Compounding of discriminative stimuli correlated with chained and multiple schedules

In studies of stimulus compounding (1) the stimuli are presented randomly, (2) primary reinforcement is correlated with each stimulus, (3) a specific response is emitted during each stimulus, and (4) the response is necessary to produce the reinforcer. The present experiments assessed the importance of these procedures by (1) presenting light and tone stimuli in fixed order, (2) removing reinforcement (food) during one stimulus, (3) preventing the response (lever pressing) from being emitted, and (4) eliminating the contingency between lever pressing and food. These variables were presented in various combinations within the context of chained and multiple schedules. When the stimuli were combined in the schedule component correlated with each stimulus, the frequency of lever pressing increased in most instances (additive summation). This suggests that the effect of combining stimuli was not closely tied to the specific procedures used in previous experiments. However, presenting the stimuli in a fixed order did have an effect: the level of responding to the compound was generally greatest when the stimuli were combined in the component correlated with the higher frequency of lever pressing to the single stimulus. Additive summation failed to occur consistently when response-independent food was correlated with each stimulus, and when both lever pressing and food were eliminated during one stimulus.     

Assessing personality at risk in personnel selection and development

This paper demonstrates the validity and usefulness of a count technique to screen for potential personality dysfunctioning in NEO‐PI‐R ratings obtained in selection and professional development assessments. The usefulness of this screening technique for Industrial, Work and Organizational (IWO) psychologists is demonstrated in five different samples that were administered the NEO‐PI‐R for selection or development purposes. Three additional samples served as normative data to compute FFM PD count cut‐offs that can be used for selection and career development decisions. Evidence for the construct validity of 6 out of 10 FFM PD counts was provided, and all FFM PD compound scales were significantly related to important criteria, including the final selection decision, the results of a behaviourally oriented selection interview and self‐rated work competencies. The practical utility and limitations of this count technique for personnel selection and development are discussed. Copyright © 2008 John Wiley & Sons, Ltd.     

The discriminative efficiency of the Bayley Scales of infant development

This sudy was designed to determine the discriminative efficiency of the Bayley Mental and Motor Scales for classifying infants as neurologically suspicious and neurologically normal. The two groups employed in the study were formed on the basis of the results from comprehensive neurological examinations performed at ages 1 and 7. Three discriminant function analyses were conducted, one for each scale separately and a third incorporating both scales using a stepwise procedure. Efficiency was measured in terms of number of correct and incorrect classifications, false positive and false negative errors, and validity coefficients. Comparisons among the analyses were examined by means of relative discriminative power and incremental validity. The findings suggested that the Motor Scale provides the most accurate identification of infants with suspected neurological impairments. A statistically significant likelihood discriminant function derived from both scales yielded some additional discriminative power. The law of parsimony, however, dictated the use of the single Motor Scale.The author is grateful to Drs. Janet Hardy and Doris Welcher for providing the data upon which this research was based and to Dr. Patricia Gold for collecting the data. The data were gathered for the Johns Hopkins Collaborative Perinatal Project and supported by the National Institutes of Health (NINDS), the U.S. Children's Bureau through the Maryland State Department of Health, the American Academy of Ophthalmology and Otolaryngology, the Thomas Wilson Sanitarium, the Joseph P. Kennedy, Jr., Fluid Research Fund, The Johns Hopkins University, The Johns Hopkins Hospital, and the facilities of The Johns Hopkins Medical Computing Center. Anonymous reviewers are also acknowledged for their helpful suggestions in improving the overall clarity of the paper.     

The function of academic and non-academic criteria in employers' selection strategies

The different ways in which employers use educational qualifications and non-academic criteria in their recruitment and selection of young people are explored. Five different types of selection strategy are identified, each of which is characterised by a different balance between the use of academic and non-academic criteria. After a consideration of the functions that educational qualifications perform in the different strategies, the nonacademic criteria are examined in more detail. The paper concludes with an examination of the implications of these findings for careers guidance.     

Validation of the multicultural personality questionnaire in the context of personnel selection

The present data provide support for the reliability of the Multicultural Personality Questionnaire among a sample of job applicants (n=264). Factor analysis confirmed five factors: Cultural Empathy, Open‐Mindedness, Social Initiative, Flexibility, and Emotional Stability. Moreover, the data largely support the construct validity of the MPQ. Correlations with the Big Five were in the expected direction, and as predicted, Cultural Empathy and Social Initiative were both positively related to socially oriented vocational interests and Flexibility to artistic interests. Against our predictions, Cultural Empathy, Open‐Mindedness, and Flexibility appeared to be related to verbal intelligence. A comparable pattern of relations of the Big Five with intelligence and vocational interests was found. Finally, the MPQ scales predicted variance in an indicator of overall behaviour above the Big Five, supporting its incremental validity. Copyright © 2003 John Wiley & Sons, Ltd.     

Response discriminative and reinforcement factors in stimulus control of performance on multiple and chained schedules of reinforcement

Discriminative control of the response rates of two groups of rats was equated by training them to cease bar pressing in light-out no-tone ( + ) and to respond during tone and light. Multiple-schedule subjects received food at the same rate for responding during tone or light as for nonresponding in + . For the chained-schedule subjects responding in tone or light only produced + where food was received for nonresponding. In extinction tests multiple-schedule subjects emitted approximately twice the responses to tone-plus-light as to tone or light presented individually (additive summation). The rats trained on the chained schedule, in which the tone and light each controlled substantial response rates but were never paired with food, showed no summation when the tone and light were presented together. The results indicate that discriminative control of response rates and reinforcement differences between schedule components determine stimulus control.     

Toward the more efficient use of assessment center technology in personnel selection

Empirical research has consistently supported the validity and business utility of the assessment center method as a selection instrument. Nonetheless, the method as typically applied may be unnecessarily costly and inflexible. This paper begins by describing how the model for assessment center design that is widely used today came to be accepted as a standard. Then modifications in design and operation are discussed. These suggested modifications are intended to enhance the utility and flexibility of assessment centers, while at the same time maintaining, or even increasing, the validity of the process.Seymour Adler is Associate Professor of Applied Psychology at Stevens Institute of Technology, Hoboken, New Jersey, and Vice President of Assessment Systems Incorporated, a New York-based consulting firm.     

Utility of extinction-induced response variability for the selection of mands

Functional communication training (FCT; Carr & Durand, 1985) is a commonly used differential reinforcement procedure for replacing problem behavior with socially acceptable alternative responses. Most studies in the FCT literature consist of demonstrations of the maintenance of responding when various treatment components (e.g., extinction, punishment) are present and absent (e.g., Fisher et al., 1993; Wacker et al., 1990). Relatively little research on FCT has (a) evaluated the conditions under which alternative responses are acquired or (b) described procedures with technological precision. Thus, additional research on a cogent technology for response acquisition appears to be warranted. In the current study, we evaluated the efficacy of exposing problem behavior to extinction for inducing response variability as a tool for selecting an alternative response during FCT. Once participants engaged in appropriate alternative responses, the reinforcer identified in the functional analysis as maintaining problem behavior was delivered contingent on the alternative behavior. Results showed that exposing problem behavior to extinction was a useful method for producing alternative behaviors during FCT.     

离线元认知调节的结构探索与验证

离线元认知调节指脱离具体任务情境后,个体在整体层面对自身活动的规划、管理、归纳反省并重新评价的过程。与在线元认知调节相结合,可以使元认知对行为的调节作用得到更加完整有力地发挥。本研究探索了离线元认知调节的测量学结构,开发出相应的测量工具,并且在职业测评领域通过实践检验。研究一编制离线调节量表,对离线元认知调节结构进行探索,得到全局规划、洞察力和整合概化三个维度;研究二对工具的效度进行实证检验,通过层次Logistic回归分析,发现公司中层领导与普通员工在离线调节水平上存在差异,验证了该工具的实证效度。研究结果证明离线调节量表具有较好的心理测量学品质,可以应用于相关的实践领域。     

Mitigating resurgence of destructive behavior using the discriminative stimuli of a multiple schedule

Results of several recent translational studies have suggested that correlating contextual or discriminative stimuli with the delivery and withholding of reinforcement for the functional communication response (FCR) may mitigate resurgence of destructive behavior, but few, if any, have isolated the effects of those stimuli. In the present study, we first trained the FCR, brought it under stimulus control of a multiple schedule, and thinned its reinforcement schedule in one stimulus context. Next, we conducted resurgence evaluations (i.e., baseline, functional communication training [FCT], extinction challenge) in two novel contexts to test the effects of the discriminative stimuli on resurgence. We programmed one context to include the (a) S^D during the FCT phase to signal the availability of reinforcement for the FCR and (b) S^Δ during a subsequent extinction challenge to signal the unavailability of reinforcement for the FCR. The other context did not include the S^D during the FCT phase, nor the S^Δ during the extinction challenge. We expected to see greater persistence of the FCR in the context that included the S^D during FCT and less persistence of the FCR and less resurgence of destructive behavior in the context that included the S^Δ during the extinction challenge. Obtained results confirmed this latter prediction, but we observed no reliable difference when the S^D was present or absent during the FCT phase. Our results have relevance for practitioners in that they provide further empirical support for the use of discriminative stimuli when treating destructive behavior.