Validity of General Mental Ability for the Prediction of Job Performance and Training Success in Germany: A meta‐analysis1

A meta‐analysis into the operational validity of general mental ability (GMA) measures in Germany is presented. The meta‐analysis addresses the question whether findings of US and European meta‐analyses are generalizable to Germany given the differences in the education systems of these countries. The high level of differentiation in the German educational system is expected to enhance the homogeneity of applicant pools resulting in a low level of variability in predictor scores which reduces the observed GMA–performance relationships. Our analysis is based on 54 independent German articles and unpublished reports. Results indicated an operational validity of ρ=.467 for training success (k=90; N=11,969) and ρ=.534 for job performance (k=9; N=746). Moderator analyses showed that job complexity and the year of publication are relevant moderator variables, with lower job complexity levels and older studies being associated with higher operational validities. Findings suggest that overall German operational validities are comparable with findings in the United States or other European countries. However, for training success operational GMA validities are slightly lower in Germany compared with US or European meta‐analyses.     

Applicant Reactions in Selection: Comprehensive meta‐analysis into reaction generalization versus situational specificity

This paper reports a comprehensive quantitative summary into applicant reactions to popular methods of employee selection. A detailed search of published and unpublished studies resulted in a final sample (k) of 38 independent samples covering 10 popular candidate assessment methods. Applicant reactions primary studies included samples from 17 countries internationally. Counter to previous suggestions for the situational specificity of applicant reactions, findings showed considerable similarity supporting the reaction generalizability hypothesis. Reaction favorability was structurally similar across countries and revealed a three‐tier clustering of overall favorability perceptions –most preferred (work samples, interviews), favorably evaluated (resumes, cognitive tests, references, biodata, personality inventories), and least preferred (honesty tests, personal contacts, graphology). Some differences in applicant reactions to dimension‐specific perceptions were found, however. Further analyses revealed strong positive correlations between favorability ratings and their validity and international usage. Implications for future research and ramifications for practice are considered in conclusion.     

Reasons for Being Selective When Choosing Personnel Selection Procedures

The scientist–practitioner gap in personnel selection is large. Thus, it is important to gain a better understanding of the reasons that make organizations use or not use certain selection procedures. Based on institutional theory, we predicted that six variables should determine the use of selection procedures: the procedures' diffusion in the field, legal problems associated with the procedures, applicant reactions to the procedures, their usefulness for organizational self‐promotion, their predictive validity, and the costs involved. To test these predictions, 506 HR professionals from the German‐speaking part of Switzerland filled out an online survey on the selection procedures used in their organizations. Respondents also evaluated five procedures (semi‐structured interviews, ability tests, personality tests, assessment centers, and graphology) on the six predictor variables. Multilevel logistic regression was used to analyze the data. The results revealed that the highest odd ratios belonged to the factors applicant reactions, costs, and diffusion. Lower (but significant) odds ratios belonged to the factors predictive validity, organizational self‐promotion, and perceived legality.     

How can mindfulness be promoted? Workload and recovery experiences as antecedents of daily fluctuations in mindfulness

While previous work on mindfulness has focused predominantly on the benefits of mindfulness and of mindfulness interventions, the present article addresses the question of how natural experiences of mindfulness can be promoted in the context of work. Accordingly, this article sheds light on day‐to‐day fluctuations in workload and recovery experiences (psychological detachment and sleep quality) as antecedents of state mindfulness. Furthermore, this study extends extant research that has documented beneficial effects of mindfulness on subsequent recovery experiences by arguing that the relationship between mindfulness and recovery experiences is reciprocal rather than unidirectional. Using an experience‐sampling design across five workdays and involving three daily measurement occasions, we found that sleep quality and workload were related to subsequent levels of mindfulness. While not displaying a significant direct relationship with mindfulness, psychological detachment was indirectly related to mindfulness via sleep quality. Fatigue was identified as an important mechanism explaining these relationships. Furthermore, findings confirmed that the relationship between mindfulness and recovery experiences is reciprocal rather than unidirectional. Taken together, this study contributes to an enriched understanding of the role of mindfulness in organizations by shedding light on factors that precede the experience of mindfulness and by pointing to the existence of gain spirals associated with recovery experiences and mindfulness.

Practitioner points

• Organizations seeking to promote mindfulness among their workforce should try to keep workload to a manageable degree.
• Organizations may also pay attention to care for employees' day‐to‐day recovery as it has been shown to facilitate mindfulness.

     

Economic Predictors of Differences in Interview Faking Between Countries: Economic Inequality Matters,Not the State of Economy

Many companies recruit employees from different parts of the globe, and faking behavior by potential employees is a ubiquitous phenomenon. It seems that applicants from some countries are more prone to faking compared to others, but the reasons for these differences are largely unexplored. This study relates country-level economic variables to faking behavior in hiring processes. In a cross-national study across 20 countries, participants (N = 3,839) reported their faking behavior in their last job interview. This study used the random response technique (RRT) to ensure participants’ anonymity and to foster honest answers regarding faking behavior. Results indicate that general economic indicators (gross domestic product per capita [GDP] and unemployment rate) show negligible correlations with faking across the countries, whereas economic inequality is positively related to the extent of applicant faking to a substantial extent. These findings imply that people are sensitive to inequality within countries and that inequality relates to faking, because inequality might actuate other psychological processes (e.g., envy) which in turn increase the probability for unethical behavior in many forms.     

Traumatische Trauer – ein eigenständiges Krankheitsbild?

Grief is a highly individualized process influenced by intrapsychic, interpersonal and social factors. The definition of normal and pathological grief is complicated by the variety of grief reactions. Empirical research indicates that pathological grief may be concerned considered as a separate entity. Two research groups developed empirically validated criteria with a special focus on the traumatic aspect of grief. The current state of research allows, however, in our opinion not the conclusion, that the proposed diagnostic criteria for complicated (Horowitz et al. 1997) or traumatic grief (Prigerson et al. 1999b) do not enclose all types of grief. Further empirical research on representative samples is necessary to validate previous findings and to differentiate specific subgroups of pathological grief.     

Comparison of Allocations by Individuals and Interacting Groups in an Escalation of Commitment Situation1

In this study, individuals and interacting 3‐person groups were asked to make a series of allocation decisions using a modified version of the A&S decision case (Staw, 1976). Based on the choice‐shift effect, it was hypothesized that groups would allocate more to a failing course of action than would individuals, and that these differences would emerge only after repeated sequential decisions. Both hypotheses were supported. These findings suggest that processes unique to groups account for the greater allocations of groups, relative to individuals in escalation situations. The implications of these findings in applied settings are discussed.     

Measuring memory for source: Some theoretical assumptions and technical limitations

Henkel and Franklin (1998) present a series of well-designed experiments in support of the conclusion that memory for the source of an item is affected by the similarity between the item and other information in memory. Their principle analyses use an empirical measure of source memory that is a variant of a measure evaluated by Murnane and Bayen (1996). We point out an important assumption that underlies the use of this measure and question additional arguments and analyses that Henkel and Franklin offer in support of their conclusions. The problems discussed illustrate the need for careful consideration of the technical characteristics of measures and the theoretical assumptions on which measures rest when one is conducting research on source memory.     

An evaluation of empirical measures of source identification

Source identification refers to memory for the origin of information. A consistent nomenclature is introduced for empirical measures of source identification which are then mathematically analyzed and evaluated. The ability of the measures to assess source identification independently of identification of an item as old or new depends on assumptions made about how inconsistencies between the item and source components of a source-monitoring task may be resolved. In most circumstances, the empirical measure that is used most often when source identification is measured by collapsing across pairs of sources (sometimes called “the identification-of-origin score”) confounds item identification with source identification. Alternative empirical measures are identified that do not confound item and source identification in specified circumstances. None of the empirical measures examined provides a valid measure of source identification in all circumstances.