Internet Recruitment and Selection: Kissing Frogs to find Princes

The Internet has already had a dramatic impact on the way in which recruitment and selection are carried out in North America, and the impact is increasingly being felt in terms of changes in practice in Europe and Asia-Pacific. The paper presents a picture of the current development of the Internet as a medium in general and as a recruitment and selection medium in particular. The new medium has enabled the widespread adoption of computer-based assessment and it is predicted that it will replace paper as the default medium before very long. A range of issues are raised and discussed. These include security, confidentiality, authentication, control of assessment conditions, control over practice and equality of access. It is argued that as the second generation of users takes over from the first generation, so inequality of skill and access are becoming less and less of an issue. Finally, some potential areas of abuse of the system are noted and a call is made for the development of international standards to protect the rights and interests of test providers, test users and test takers.     

From goal motivation to goal progress: the mediating role of coping in the Self-Concordance Model

Abstract

The present studies examined the mediating role of self-regulatory mechanisms in the relationship between goal motivation and goal progress in the Self-Concordance Model. First, a systematic review, using meta-analytical path analysis, supported the mediating role of effort and action planning in the positive association between autonomous goal motivation and goal progress. Second, results from two additional empirical studies, using structural equation modeling, lent credence to the mediating role of coping in the relationship between goal motivation and goal progress of university students. Autonomous goal motivation was positively associated with task-oriented coping, which predicted greater goal progress during midterm exams (Study 1, N=702) and at the end of the semester in a different sample (Study 2, N=167). Controlled goal motivation was associated with greater disengagement-oriented coping (Study 1 and Study 2) and lesser use of task-oriented coping (Study 2), which reduced goal progress. These results held up after controlling for perceived stress (Study 2). Our findings highlight the importance of coping in the “inception-to-attainment” goal process because autonomous goal motivation indirectly rather than directly predicts goal progress of university students through their usage of task-oriented coping.     

From goal motivation to goal progress: the mediating role of coping in the Self-Concordance Model

The present studies examined the mediating role of self-regulatory mechanisms in the relationship between goal motivation and goal progress in the Self-Concordance Model. First, a systematic review, using meta-analytical path analysis, supported the mediating role of effort and action planning in the positive association between autonomous goal motivation and goal progress. Second, results from two additional empirical studies, using structural equation modeling, lent credence to the mediating role of coping in the relationship between goal motivation and goal progress of university students. Autonomous goal motivation was positively associated with task-oriented coping, which predicted greater goal progress during midterm exams (Study 1, N=702) and at the end of the semester in a different sample (Study 2, N=167). Controlled goal motivation was associated with greater disengagement-oriented coping (Study 1 and Study 2) and lesser use of task-oriented coping (Study 2), which reduced goal progress. These results held up after controlling for perceived stress (Study 2). Our findings highlight the importance of coping in the "inception-to-attainment" goal process because autonomous goal motivation indirectly rather than directly predicts goal progress of university students through their usage of task-oriented coping.     

Coherent career practice

Coherent career practice is conceptualized as an integrated reciprocal system involving 4 core elements: career literacy, career gumption, career context, and career integrity. Within this framework, clients are clients because 1 or more of the elements is either poorly developed or disconnected from the others.     

Assessment in Organisations

Cet article aborde les pratiques actuelles et les tendances émergentes de l’évaluation dans les organisations. Une attention particulière est accordée a l’évaluation en vue du recrutement et de la selection, là où l’apparition de la méta‐analyse a fondamentalement changé la conception que l’on pouvait avoir des tests psychologiques et autres techniques de sélection. On analyse aussi l’impact d’Internet sur les pratiques de sélection. En ce qui concerne l’évaluation post‐embauche, l’obligation pour les organisations d’assumer des changements rapides est raportée à l’importance de la modélisation des compétences. Quelques points‐clés de l’évaluation post‐embauche sont passés en revue (leadership, feedback à 360°). Des perspectives pour la nouvelles recherches sont esquissées; il s’agit de créer des théories et des modèles plus pertinents, mais aussi de progresser dans les études de validitéà partir les données existantes. Finalement, on s’aperçoit que l’essentiel de la littérature actuelle s’appuie sur des recherches réalisées aux Etats‐Unis, un peu au Royaume Uni ou dans d’autres pays d’Europe. Beaucoup de ces recherches sont limitées dans leurs possibilités d’application en ce sens qu’elles ont été men?es sur de grandes organisations. On insiste sur le manque de travaux interculturels et sur la nécessité de s’intéresser à l’ensemble des organisations de travail (des grandes aux petites, des enterprises locales aux multinationals, aux secteurs public et privé). The article considers current practice and merging trends in assessment in organisations. Particular attention is paid to assessment for recruitment and selection, where the use of meta‐analysis techniques has radically changed the way in which psychological tests and other selection techniques are viewed. The impact of the Internet on selection practice is also discussed. For post‐hire assessment, the impact of the need for organisations to undergo rapid change is considered in relation to the importance of competency modelling. Some key areas (leadership, 360‐degree feedback) of post‐hire assessment are reviewed. Issues for future research are outlined. These include the need for better theory and models, together with the need to move ahead of a reliance on old data sets. Finally, it is noted that much of the current literature is based on research in the United States (with some from the United Kingdom and other parts of Europe). Much of the research is also limited in applicability in that it is based on large organisations. The need for more cross‐cultural studies and the need to cover the full range of work organisations (large to small; local to global; private to public sector) is emphasised.     

Online Testing: Mode of Administration and the Stability of OPQ 32i Scores

This study explores the equivalence of web‐based administration with no local supervision and traditional paper‐and‐pencil supervised versions of OPQ32i (the ipsative format version of the Occupational Personality Questionnaire). Samples of data were collected from a range of client projects and matched in terms of industry sector, assessment purpose (selection or development) and candidate category (graduate or managerial/professional). The analysis indicates that lack of local supervision in high‐stakes situations has little if any impact on scale scores. At worst, some scales appear to show shifts of less than quarter of an SD, with most scales showing little change, if any. Analyses in terms of the Big Five show differences of less than .2 of an SD. Scale reliabilities and scale covariances appear to be unaffected by the differences between the supervised and unsupervised administration conditions.     

Cognitive motivation correlates of coping style in decisional conflict

Can personality traits account for the handling of internal conflicts? The authors explored how individual differences in information-processing style affect coping patterns displayed before making important decisions. Need for cognition and need for cognitive closure were linked to the major tendencies identified in the conflict theory of decision making: vigilance, hypervigilance, and defensive avoidance (buck passing and procrastination). A sample of 1,119 Belgian human resource professionals completed the Melbourne Decision Making Questionnaire, the 18-item short-form Need for Cognition Scale, and the Need for Closure Inventory. Ordinary least squares regression analysis indicated that significant relationships existed between need for cognition, need for closure, and conflict decision-making styles. The authors also found significant effects of gender and age.     

An investigation of the psychometric evidence of CBM-R passage equivalence: Utility of readability statistics and equating for alternate forms

Claims have been made that grade appropriate curriculum-based measurement of reading (CBM-R) passages are of comparable difficulty and can be used interchangeably to monitor student progress. Empirical evidence to support claims of equivalence has been lacking. This research investigated the basis for making claims of equivalence. The use of readability statistics to justify passage equivalence was found to be lacking. Using a general measurement model for congeneric tests, CBM-R passages were found to measure a single latent factor with a high degree of reliability. However, evidence indicated that the raw scores, words read correctly per minute, across passages did not provide equivalent measurements. Statistical equating was investigated as an approach to overcome the lack of equivalence with promising results.     

What is the value of mentoring in a small business? Using narrative evaluation to find out

The paper examines the case of one small business manager (Alistair) and the value he gave to a mentoring intervention demonstrated by the use of narrative evaluation. Doubts about the efficacy of orthodox approaches to evaluation when applied to management development activities lead to the view that narratives are more appropriate. Narrative evaluation techniques are applied to a story told by Alistair, the Managing Director of a small business in Sheffield, concerning his view of his involvement in a mentoring programme. Alistair's initial reservations about the value of the programme are revealed rhetorically through a range of arguments. After such doubts, through a process of conversation, the story reveals how Alistair is able to find value from mentoring.