Designing Selection Systems for Medicine: The importance of balancing predictive and political validity in high‐stakes selection contexts

Selection into medical education and training is a high‐stakes process. A key unanswered issue is the effectiveness of measuring noncognitive predictors via both low‐fidelity and high‐fidelity selection approaches in this high‐stakes context. We review studies investigating the effectiveness of multiple selection instruments in terms of predictive validity, incremental validity, and applicant reactions in both entry‐level and advanced‐level medical selection. Our results show that the situational judgment test (SJT) is the best single predictor of performance, operationalized in multiple ways. In addition, the low‐fidelity SJT has incremental predictive power over cognitively oriented tests, and high‐fidelity assessment center (AC) exercises add incremental validity over the low‐fidelity (and less costly) selection methods. Concerning applicant reactions, results show that overall, the selection system is positively received. However, the method with the highest predictive validity – the SJT – received comparatively lower face validity ratings which may present a ‘justice dilemma’ for employers. Furthermore, various other stakeholders have a political interest in the selection methods used (e.g., government, the regulators and trade unions).     

Predictors of Pupils' and Teachers' Identification With a Merged School

This questionnaire study was designed to assess the relative impact of 8 social psychological predictors of identification with a merged school (i.e., pre-merger identification, in-group representation, satisfaction with in-group representation, in-group continuity, merger success, perceived necessity, satisfaction with information provision, and satisfaction with participation). Respondents were 317 pupils and 68 teachers of a Flemish high school that had merged the previous school year. The results revealed that pupils' identification with the merger school clearly was predicted best by a direct measure of the perceived success of the merger. By contrast, teachers' identification with the merger school was predicted best by their satisfaction with the representation of their pre-merger school in the new merger school. Overall, the included concepts explained 58% of the variance of pupils' identification and 68% of the variance of teachers' identification. These results underline the relevance of a social psychological perspective on school mergers.     

Recruitment‐Related Information Sources and Organizational Attractiveness: Can Something Be Done About Negative Publicity?

The present study begins to fill a gap in the recruitment literature by investigating whether the effects of negative publicity on organizational attractiveness can be mitigated by recruitment advertising and positive word‐of‐mouth. The accessibility–diagnosticity model was used as a theoretical framework to formulate predictions about the effects of these recruitment‐related information sources. A mixed 2 × 2 experimental design was applied to examine whether initial assessments of organizational attractiveness based on negative publicity would improve at a second evaluation after exposure to a second, more positive information source. We found that both recruitment advertising and word‐of‐mouth improved organizational attractiveness, but word‐of‐mouth was perceived as a more credible information source. Self‐monitoring did not moderate the impact of information source on organizational attractiveness.     

Overgeneral autobiographical memory predicts diagnostic status in depression

Major depressive disorder (MDD) is characterised by difficulties in retrieving specific autobiographical memories, with a significant propensity towards categoric memories (i.e. memories of a summary type). Previous studies have demonstrated that this overgeneral memory is a valid predictor of the course of depression, with reduced specificity being associated with worse outcome. Most of these studies have employed continuous measures of depression to assess the course of the symptoms. This study investigated whether overgeneral memory also predicts clinical status at follow-up (i.e. whether patients still meet criteria for depression). Patients who fulfilled criteria for major depressive disorder were tested shortly after admission to the hospital and were retested some weeks later. It was found that lower levels of specificity or a higher number of categoric memories were associated with a higher probability of still being diagnosed with MDD. These memory variables outperformed other relevant indices, such as depression severity, rumination, level of self-esteem and dysfunctional attitudes.     

A closer look at the frame-of-reference effect in personality scale scores and validity

This article contributes to the understanding of why the use of a frame-of-reference leads to increased criterion-related validity of personality inventories. Two competing explanations are described and tested. A between-subjects (N = 337) and a within-subject (N = 105) study are conducted to test the hypothesized effects of use of a frame of reference on reliability and validity. Regarding the effects on reliability, use of a frame of reference reduces within-person inconsistency (instead of between-person variability) in responding to generic items. Use of a frame of reference further leads to higher validity as a result of the reduction of between-person variability and within-person inconsistency. Yet, reducing these inconsistencies is not enough. It is also important to use a frame of reference that is conceptually relevant to the criterion. Besides implications for contextualized personality inventories, these results provide an explanation for the moderate validities of generic personality inventories.     

The relative importance of task,citizenship and counterproductive performance to job performance ratings: Do rater source and team‐based culture matter?

This study contributes to our understanding of which factors predict raters' policies for combining performance components into an overall job performance rating. We used a work‐roles framework to examine the effects of rater source and team‐based culture. The sample consisted of 612 individuals in three job categories (317 nurses, 168 personnel recruiters and 127 sales representatives). Respondents rated employee performance profiles that were described on task, citizenship and counterproductive performance. Raters' weights differed by (a) organizational culture (low‐ vs. high‐team‐based); (b) rating source (supervisor vs. peer) and (c) job. In a team‐based culture, more weight was given to citizenship performance and less to task performance. Peers attached more importance to citizenship performance and less to task performance. Implications of these findings for performance management are discussed.     

Paranoia and instability of self-esteem in adolescents

This study examined whether paranoid beliefs are associated with instability of self-esteem (SE) as hypothesized by Bentall et al. [Bentall, R. P., Corcoran, R., Howard, R., Blackwood, N., & Kinderman, P. (2001). Persecutory delusions: A review and theoretical integration. Clinical Psychology Review, 21, 1143–1192] in a community-based sample. Measures assessing SE, SE instability, paranoid ideation, and depressive symptoms were completed by 131 adolescents. A significant association between paranoia and SE instability was observed, even when taking into account global SE and depressive symptomatology. The results replicate previous findings, providing further evidence for a relationship between paranoid ideation and SE instability. Further, this study utilises a new measure of SE instability and explores the relationship between paranoia and SE within a hitherto unstudied age group using a multidimensional model of paranoia.     

Perception,Body, and the Sense of Touch: Phenomenology and Philosophy of Mind

In recent philosophy of mind, a series of challenging ideas have appeared about the relation between the body and the sense of touch. In certain respects, these ideas have a striking affinity with Husserl’s theory of the constitution of the body. Nevertheless, these two approaches lead to very different understandings of the role of the body in perception. Either the body is characterized as a perceptual “organ,” or the body is said to function as a “template.” Despite its focus on the sense of touch, the latter conception, I will argue, nevertheless orients its understanding of tactual perception toward visual objects. This produces a distorted conception of touch. In this paper, I will formulate an alternative account, which is more faithful to what it is like to feel.

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The synergistic relationship of perceived autonomy support and structure in the prediction of self‐regulated learning

Background Self‐determination theory defines two important dimensions of teaching style: autonomy support and structure. Aims The purpose of the present study was to investigate the synergistic relationship of perceived teacher autonomy support and the provision of structure in the prediction of self‐regulated learning. Sample and method Students (N = 526) completed questionnaires assessing perceived autonomy support, structure, and self‐regulated learning. Results First, autonomy support and structure were found to be positively correlated, suggesting that the support of student autonomy generally goes hand in hand with the provision of structure and order in the classroom. Second, moderated regression analyses indicated that structure but not autonomy support yielded a main effect on self‐regulated learning, although this main effect was qualified by a structure by autonomy support interaction. Conclusio The interaction suggests that structure was associated with more self‐regulated learning under conditions of moderate and high autonomy support only. Therefore, when teachers want their students to evaluate themselves, to plan their study activities, and to think about themselves as learners, the teachers are encouraged to provide help, instructions, and expectations in an autonomy‐supportive way.     

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.