A constrained optimization model of risky decisions

A decision model is formulated for individual choices between gambles whose probabilities and payoffs are explicitly stated. The decision situation is characterized as R_N = (X, P, Z, T, α) where X is a payoff matrix, P is the objective probability distribution over the states of nature, Z is a class of objective functions, T is tolerable regret and 1 ? α is the maximum probability for accepting regrets greater than T. Given R_N, the problem of selecting a strategy is the solution of a chance constrained optimization problem. The solutions for choice situations having two alternatives and n states of nature are developed in a series of theorems. Some implications for experimentation and possible applications are discussed.     

On the scales of measurement

Let $\text{X}$ = 〈X, ≧, R₁, R₂…〉 be a relational structure, 〈$\text{X, ≧}$〉 be a Dedekind complete, totally ordered set, and n be a nonnegative integer. $\text{X}$ is said to satisfy n-point homogeneity if and only if for each x₁,…, x_n, y₁,…, y_n such that x₁ ? x₂ ? … ? x_n and y₁ ? y₂ … ? y_n, there exists an automorphism α of $\text{X}$ such that α(x₁) = y_i. $\text{X}$ is said to satisfy n-point uniqueness if and only if for all automorphisms β and γ of $\text{X}$, if β and γ agree at n distinct points of $\text{X}$, then β and γ are identical. It is shown that if $\text{X}$ satisfies n-point homogeneity and n-point uniqueness, then n ≦ 2, and for the case n = 1, $\text{X}$ is ratio scalable, and for the case n = 2, interval scalable. This result is very general and may in part provide an explanation of why so few scale types have arisen in science. The cases of 0-point homogeneity and infinite point homogeneity are also discussed.     

Deep-level and surface-level individual differences and applicant attraction to organizations: A meta-analysis

Given the importance of individual differences in the study of applicant attraction to organizations, we conducted a meta-analysis to assess the relationship between both applicant deep-level characteristics (e.g., applicant ability, personality, and experience) and surface-level characteristics (e.g., race, gender, and age) with applicant attraction. Results of our review of over 1700 articles (of which, 85 provided relevant data for our analysis) indicated that several relevant applicant individual differences are related to applicant attraction, independent of organizational influences. Stronger effect sizes were found for applicant deep-level characteristics (versus surface level) as well as field studies (versus lab studies). Extraversion and conscientiousness had the strongest positive relationships with applicant attraction, while applicant grade point average, as an indicator of ability, had the strongest negative relationship. The significance of these findings, including implications for applicants and organizations, is discussed.     

Experimental studies of sequential selection and assignment with relative ranks

We study a class of sequential selection and assignment problems in which a decision maker (DM) must sequentially assign applicants to positions with the objective of minimizing expected cost. In modeling this class of problems, we assume that on each period the DM is only informed of the rank of the present applicant relative to the applicants that she previously observed and assigned. We first present the optimal decision policy that we subsequently use as a normative benchmark, and then report results from three experiments designed to study sequential assignment behavior. In comparing the aggregate results from all three experiments to the optimal decision policy, we identify a systematic bias, called the middleness bias, to over‐assign applicants to intermediate positions. The results also reveal a strong bias for early applicants to be over‐assigned to important positions. Copyright © 2006 John Wiley & Sons, Ltd.     

Interdependent preferences on finite sets

The degree of interdependence of a preference relation ? on a finite subset X of a product set X₁ × X₂ × … × X_n is defined in terms of the highest order of preference interaction among the X_i that must be taken into account in a real-valued, interdependent additive representation for ?. The degree is zero when indifference holds throughout X, and zero or one in the additive conjoint measurement case. A degree of n signifies complete preference interdependence among the X_i.     

Applicant Personality and Procedural Justice Perceptions of Group Selection Interviews

Purpose

We investigated how job applicants’ personalities influence perceptions of the structural and social procedural justice of group selection interviews (i.e., a group of several applicants being evaluated simultaneously). We especially addressed trait interactions between neuroticism and extraversion (the affective plane) and extraversion and agreeableness (the interpersonal plane).

Design/Methodology/Approach

Data on personality (pre-interview) and justice perceptions (post-interview) were collected in a field study among job applicants (N = 97) attending group selection interviews for positions as teachers in a Norwegian high school.

Findings

Interaction effects in hierarchical regression analyses showed that perceptions of social and structural justice increased with levels of extraversion among high scorers on neuroticism. Among emotionally stable applicants, however, being introverted or extraverted did not matter to justice perceptions. Extraversion did not impact on the perception of social justice for applicants low in agreeableness. Agreeable applicants, however, experienced the group interview as more socially fair when they were also extraverted.

Implications

The impact of applicant personality on justice perceptions may be underestimated if traits interactions are not considered. Procedural fairness ratings for the group selection interview were high, contrary to the negative reactions predicted by other researchers. There was no indication that applicants with desirable traits (i.e., traits predictive of job performance) reacted negatively to this selection tool.

Originality/Value

Despite the widespread use of interviews in selection, previous studies of applicant personality and fairness reactions have not included interviews. The study demonstrates the importance of previously ignored trait interactions in understanding applicant reactions.

     

When Job Ads Turn You Down: How Requirements in Job Ads May Stop Instead of Attract Highly Qualified Women

Qualification-based targeted recruitment strategies aim to increase the number of qualified applicants from certain social groups, such as women. Typically, such strategies assume that individuals are more likely to apply for a job when they possess the requirements needed for that job. However, how job seekers react to requirements in job ads is not often considered and is explored in the present study. In two experimental studies with Belgian university students we investigated whether person requirements about which women have negative meta-stereotypes (like the trait of emotionality) and the way such requirements are formulated in job ads (i.e., using trait-like adjectives, “You are calm/not nervous,” or behavior-like verbs, “You remain calm in stressful situations”) affected women’s job attraction and decision to apply. A repeated measures ANOVA showed that job attraction was lower if women held negative meta-stereotypes about required personality traits in job ads (Study 1; 218 women; M _age = 23.44 years, range?=?21–42; 97% ethnic majorities). Moreover, qualified women applied to a lesser extent if a negatively meta-stereotyped trait was worded in a trait-like way than when it was worded in a behavior-like way (Study 2; n?=?183; M _age = 23.68 years, range?=?21–44; 58% women; 97% ethnic majorities). A practical implication is that recruiters should be sensitive to how they formulate job ads if they wish to attract a highly qualified and gender-diverse applicant pool.     

Gender Bias in Asylum Adjudications: Evidence for Leniency toward Token Women

Gender is one of the most frequently studied variables in the literature on judicial decision-making. We add to this literature by hypothesizing that the impact of applicant gender is conditional on the gender balance in a judge’s caseload. We expect that female applicants receive more favorable decisions from judges whose caseload skews strongly male. Analyzing over 40,000 rulings by the Austrian Asylum Court between 2008 and 2013, we find support for direct gender effects for applicants and judges (yet no significant interaction between the two). We also show that gender balance in the caseload is a strong moderator of applicant gender. Judges with predominantly male caseloads are strongly biased toward female applicants, whereas judges facing a gender-balanced set of applicants display hardly any gender bias at all. These findings tackle essential questions of democratic rule of law and human rights. They indicate that applicants’ fundamental rights to a fair and equal trial may have been compromised. We discuss institutional remedies to reduce the potential for gender bias in Austrian asylum adjudication.

     

Cohen's d Corrected for Case IV Range Restriction: A More Accurate Procedure for Evaluating Subgroup Differences in Organizational Research

Organizational and staffing researchers are often interested in evaluating whether subgroup differences exist (e.g., between Caucasian and African‐American individuals) on predictors of job performance. To investigate subgroup differences, researchers often will collect data from current employees to make inferences about subgroup differences among job applicants. However, the magnitude of subgroup differences (i.e., Cohen's d) within incumbent samples may be different (i.e., smaller) than the magnitude of subgroup differences in applicant samples because selection of applicants typically reduces the variance of scores on the predictors (i.e., because lower scoring applicants are not selected). If researchers seek to generalize a d value in an incumbent sample to the applicant population, they may use Bobko, Roth, and Bobko's (correcting the effect size of d for range restriction and unreliability, 2001) Case II or III correction. By extension, Hunter, Schmidt, and Le (implications of direct and indirect range restriction for meta‐analysis methods and findings, 2006) have proposed a Case IV correction, which is more realistic than Bobko et al.'s approach. Therefore, this paper develops a Case IV correction for d (i.e., d_c4). The simulation results showed that the d_c4 was generally accurate across 6,000 simulation conditions. Moreover, 2 published datasets were reanalyzed to show the influence of the Case IV correction on d. In addition, implications and future directions of the d_c4 are discussed.     

Ambivalent Sexism and Applicant Evaluations: Effects on Ambiguous Applicants

The purpose of the current research was to evaluate how gender stereotypes and sexist attitudes affect responses to hypothetical job applicants. In Study 1 (N?=?93) undergraduate and graduate students in the Southwestern USA evaluated a male, female, or gender-ambiguous resume. They also completed the Ambivalent Sexism Inventory (ASI; Glick and Fiske 1996). Hypotheses were tested using ANOVA. Results suggested that participants who expressed more hostile sexist attitudes evaluated the gender-ambiguous applicant more negatively than a male or female applicant. In Study 2 (N?=?117), graduate and undergraduate participants were asked to indicate the gender of the ambiguous applicant. Those who scored high on hostile sexism, and perceived a gender-ambiguous applicant to be male, provided the most favorable evaluations.     

Dissimilarity cumulation theory and subjective metrics

We present a new mathematical notion, dissimilarity function, and based on it, a radical extension of Fechnerian Scaling, a theory dealing with the computation of subjective distances from pairwise discrimination probabilities. The new theory is applicable to all possible stimulus spaces subject to the following two assumptions: (A) that discrimination probabilities satisfy the Regular Minimality law and (B) that the canonical psychometric increments of the first and second kind are dissimilarity functions. A dissimilarity function Dab for pairs of stimuli in a canonical representation is defined by the following properties: (1) a≠b?Dab>0; (2) Daa=0; (3) If and , then ; and (4) for any sequence {a_nX_nb_n}_n∈N, where X_n is a chain of stimuli, Da_nX_nb_n→0?Da_nb_n→0. The expression DaXb refers to the dissimilarity value cumulated along successive links of the chain aXb. The subjective (Fechnerian) distance between a and b is defined as the infimum of DaXb+DbYa across all possible chains X and Y inserted between a and b.     

A Closer Look at the Role of Applicant Age in Selection Decisions

Participants evaluated hypothetical applicants recruited from a younger (university students) or older (American Association of Retired Persons) population for 2 young-typed jobs, one more strongly young-typed than the other. Participants were given applicant information, including age and personal characteristics, that varied in the extent to which it was consistent with raters' job stereotypes. Results indicated that younger applicants were evaluated more favorably than older applicants. However, an Applicant Age × Job interaction effect indicated that the older applicant was evaluated less favorably for the more strongly compared with the less strongly young-typed job. In addition. applicants whose personal characteristics (other than age) were more consistent with raters' job stereotypes were evaluated more favorably than applicants whose characteristics were less consistent. Results also indicated that applicant age and personal characteristics interacted to influence applicant evaluations. The implications of these and other study results are discussed.     

Multilinear representations for ordinal utility functions

An ordinal utility function u over two attributes X₁, X₂ is additive if there exists a strictly monotonic function ϕ such that ϕ(u) = v₁(x₂) + v₂(x₂) for some functions v₁, v₂. Here we consider the class of ordinal utility functions over n attributes for which each pair of attributes is additive, but not necessarily separable, for any fixed levels of the remaining attributes. We show that while this class is more general than those that are ordinally additive, the assessment task is of the same order of difficulty, and involves a hierarchy of multilinear rather than additive decompositions.     

The effects of interviewers' initial impressions on information gathering

M. Synder and W. B. Swann, Jr. (1978, Journal of Personality and Social Psychology, 36, 1202–1212) suggest that people adopt information seeking strategies that confirm their hypotheses. To investigate whether or not these findings can be extended to employment interviews, an experiment was conducted examining the effects of interviewers' initial impressions and their decision task on the questions they formulate to assess applicants for a sales position. Twenty-six persons with varied interviewing experience reviewed the paper credentials of three applicants and then stated the questions they would ask each one. In separate sessions, ninety-two persons took the role of interviewee and responded to these questions. Contrary to the findings of P. Sackett (1982, Personnel Psychology, 35, 789–803) and T. McDonald and M. D. Hakel (1985, Personnel Psychology, 38, 321–334), the questions that interviewers asked of an applicant with poor credentials were biased in a more negative direction than the questions that were asked of moderately and highly qualified applicants. Consistent with these studies, however, no evidence was found for the strong confirmatory biases revealed in the Snyder and Swann (1978) research.     

Development and psychometric examination of a German video‐based situational judgment test for social competencies in medical school applicants

The present study describes the development and validation of a video‐based situational judgment test (SJT) assessing social competencies in applicants to medical school. Study 1 explored the psychometric properties of the SJT based on two applicant cohorts (N₁ = 769, N₂ = 787). Study 2 compared SJT data from applicants and 90 medical students. Tests for mean differences, correlation and factor analyses were used. In Study 1, the supposed two‐factor model for the SJT must be rejected. According to the minimum average partial test a single factor solution explaining 19–21% of the variance was suggested. The SJT showed satisfactory psychometric properties and stronger correlations to personality than to cognition as well as high acceptance. In study 2, applicants reached higher SJT scores than students.     

Representation of subjective preferences under ambiguity

The objective of this paper is to show how potentially incomplete preferences of a decision maker (DM) on acts can be modelled formally in a subjective ambiguity perspective. We identify acts as functions from a state space Ω to bounded support (finitely additive) probabilities over a set X of prizes. Then, we characterize preferences over equibounded acts a which have a numerical representation by the family of functionals , where u is a cardinal utility on X (representing the risk attitude of the DM) and Π is a unique pointwise closed convex set of probabilities on all events in Ω (representing the ambiguity perceived by the DM). To this end, in addition to the usual independence and continuity assumptions, we add completeness and dominance for preferences restricted to constant acts; moreover, we consider two other properties (subjective monotonicity and coherence) related with the preferences of a DM who is not able, owing to his partial knowledge, to evaluate any event in Ω.     

Fit perceptions in the employment interview: The role of similarity,liking, and expectations

We examined (1) how interviewers construct fit perceptions about applicants and (2) the relationship between these perceptions and actual hiring recommendations. It was hypothesized that actual demographic similarity and human capital similarity would indirectly affect fit perceptions. These fit perceptions would be predicted by the interviewer's perceived similarity to applicants, mediated by two factors: interviewers' liking of the applicant and interviewers' expectations of applicant performance. Actual interviewer‐applicant dyads (N=118) were studied. The results indicated that the relationship between perceived similarity and fit perceptions is mediated by performance expectations but not by liking. This study provides evidence that interviewers are more rational than previous research suggested. However, the fact that human resource interviewers are more likely to perceive applicants as similar to themselves than line interviewers suggests that interviewers' neutrality is questioned.     

Some counterexamples in multidimensional scaling

Given a set X with elements x, y,… which has a partial order < on the pairs of the Cartesian product X², one may seek a distance function ? on such pairs (x, y) which satisfies ?(x₁, y₁) < ?(x₂, y₂) precisely when (x₁, y₁) < (x₂, y₂), and even demand a metric space (X, ?) with some such compatible ? which has an isometric imbedding into a finite-dimensional Euclidean space or a separable Hilbert space. We exhibit here systems (X, <) which cannot meet the latter demand. The space of real m-tuples (ξ₁,…,ξ_m) with either the “city-block” norm Σ_i ∥ξ_i∥ or the “dominance” norm max_i, ∥ξ_i∥ cannot possibly become a subset of any finite-dimensional Euclidean space. The set of real sequences (ξ₁, ξ₂,…) with finitely many nonzero elements and the supremum norm sup_i, ∥ξ_i∥ cannot even become a subset of any separable Hilbert space.     

Applicants’ Perspectives on Applying for Psychology Licensure: Experiences,Problems and Recommendations

This study explores problems associated with the psychology licensure process from the perspective of licensure applicants. Respondents (n = 218) participated in a survey about the licensure process, problems encountered, and the effect of licensure delays. Problems included adverse effects for applicants, consumers, and hiring organizations. Half of the participants perceived delays in acquiring their licenses. Problems associated with delayed licensure included financial burdens, barriers to professional development, and emotional effects. Delays affected eligibility for third-party payer networks and delayed access to services by various consumers, including underserved populations. Delays also adversely affected employers and colleagues as well as applicants’ perceptions of boards. The authors provide recommendations for promoting boards’ efficiency to improve licensing boards’ applicant review processes, as well as enhanced training of students in the requirements for licensure and the application process.