The Effects of Sexual Orientation on Hirability Ratings: An Experimental Study

Despite its rising importance, empirical research about sexual orientation in the workplace is still scarce. This experimental study examined if gay candidates, with the same work-related qualities as heterosexual candidates, would be judged less favorably in a personnel selection context. Written candidate profiles were varied in a 3 × 3 between-subjects factorial design, with candidate quality and sexual orientation as experimental variables. Our results indicated that the hirability ratings of 135 selection professionals were based on candidate quality and that no discrimination on the basis of sexual orientation occurred. Implications of these findings and directions for future research are discussed.     

基于体验效用的幸福及其测量

体验幸福是指基于体验效用的时刻评价方式获得的多重情感体验的整合结果。体验幸福的概念主要源于Kahneman等人对体验效应的重新发现与诠释。基于时刻评价的体验效用以及时刻效用的测量假设是测量体验幸福的理论依据。体验幸福的测量方法主要有体验取样法与日重现法。基于这两种方法的国民幸福账户与国民时间账户更加直接地分析了人们如何在各种日常活动中分配时间和进行情感体验。同时, 体验幸福的概念及其测量为公共政策的评价与制定提供了更加真实具体的、可供参考的科学依据。     

去焦点化提升体验幸福的积极意义及心理机制

去焦点化是指通过操纵个体对焦点以外的非焦点事件或因素的关注, 从而减少焦点事件对个体认知判断和情绪影响的一种策略。如何利用去焦点化减少聚焦错觉对体验幸福所造成的消极影响, 提升体验幸福, 是积极心理学关注的热点。研究发现, 可以通过去焦点化策略, 减少个体对不同类型消极情绪的聚焦错觉, 以达到提升体验幸福的目的。其心理机制可从注意分散假设和情感加工理论进行解释。未来研究可进一步关注: (1)一般去焦点化与自我相关去焦点化的比较与探讨; (2)去焦点化对后续体验幸福的影响; (3)重新聚焦对个体体验幸福的影响。     

Équité, Solidarité et Justice Perçue des Décisions de Recrutement Professionnel : Effets du Point de Vue de l'Observateur,de la Valence de la Décision et du Caractère contrôlable de la Cause du Besoin

The experience tested the effects of the observer’s point of view, of the valence of the decision, and of the controllable causality of the need on the consideration of the contributions and of the needs in the fairness perceptions from a decision of recruitment. Some recruiters and job- seekers judged the fairness of decisions of the recruitment of applicants which were described by their performance during a work sample test and by their professional position. The results showed that both variables had an effect on the judgments. Nevertheless the recruiters attached more importance to the performance and less to the professional position and to the hiring decision than the job seekers. Some implications in terms of affirmative action policies and communication were discussed.     

ProjectA对我军士兵心理选拔研究的启示

美国军队选拔与分类项目（The Army’s Selection And Classification Project,Project A）是美军20世纪80年代为改进军队人员的选拔、分类和使用,加强军队质量建设而进行的一项大规模的研究工作,其目的是建立一套完整、科学、符合军队建设需要的军队人员选拔与分类方法,形成一整套用于军队人员军队人员选拔与分类的预测工具。本文简要介绍了Project A产生的背景、研究目的、基本实验设计、绩效评价系统建立、预测工具以及预测效度,并对我军开展士兵心理选拔分类以及安置的必要性和可行性做了简要分析,提出了基本构想     

人事选拔方法-Biodata测量研究综述

对近年来国外关于传记式资料(Biodata)测量,特别是传记式问卷(Biodata Inventory)的研究进行系统的分析介绍。首先,文章探讨了传记式问卷的主要理论基础和维度结构;其次,介绍传记式问卷的预测效度;最后,文章对传记式问卷测量的实施问题以及未来研究趋势进行了探讨。     

人格测验在人事测评中的应用

在人事测评过程中,利用成熟的人格测验方法对管理者或应聘人员的人格特征进行诊断,可以为合理利用人力资源提供参考依据。文章首先强调了人格测验在人事测评中的必要性,在此基础上介绍了四种经典人格测验和三种管理情境中的人格测验,分析了人格测验在预测个体未来工作表现、工作风格以及实现人岗匹配方面所发挥的作用。最后,文章提出:加入社会评价性维度的人格测验可以鉴别个体是否具有健康人格,更好地发挥人格测验的三大功能。有助于企业在人事测评中合理使用人格测验。     

The high-performance work system and commitment of the Portuguese Navy personnel

This study evaluates the relationship between the high-performance work system (HPWS) as perceived by the Portuguese Navy military and their affective (AC), normative (NC), and continuance commitment (CC). The sample is representative and composed of 1,003 individuals (officers, warrant/petty officers, and seamen—as a reference, these last two categories are called ratings in the British Royal Navy, and enlisted in the United States Navy) from different naval units. A structural models analysis was carried out, and the results showed, as expected, that the perception of an HPWS was positively related to the commitment of the military personnel, in both its affective and normative dimensions. Nevertheless, contrary to our expectations, we also observed that the perception of an HPWS was positively related to the continuance commitment as well. On the other hand, we examined the moderator role played by the professional category—the relationship between the perception of the HPWS and the AC was stronger in commissioned officers and seamen than in warrant and petty officers—and by the contractual relationship. In the latter, the relationship between the HPWS and the AC and the CC was stronger in the individuals having a fixed-term contract than in those with a permanent position. The theoretical and practical implications of these results will be discussed.     

Organizational commitment and job performance: Examining the moderating roles of occupational commitment and transformational leadership

To address why the relationship between affective organizational commitment and job performance varies, we draw on the theorization of Meyer, Becker, and Vandenberghe to propose moderation of affective occupational commitment and transformational leadership, separately and interactively. Data collected from 398 employees and their supervisors supported our hypotheses. Specifically, affective organizational commitment was more strongly associated with job performance for employees with high occupational commitment, or when a supervisor's transformational leadership was high. Importantly, in a moderated mediation relationship, we found the effect of transformational leadership on the relationship between affective organizational commitment and job performance for employees with high occupational commitment was contrary to its effect on employees with low occupational commitment. Given the significant roles of both commitments as discussed in the present study, we offer suggestions on how to consider these factors during the assessment and selection of personnel and role assignment.     

Human Costs of Organizational Downsizing: Comparing Health Trends Between Leavers and Stayers

We studied health-related selection and consequences of an organizational downsizing among 886 municipal employees. Measurements of health indicators were conducted before any rumor of the downsizing and immediately after the downsizing 3 years later. Results of predownsizing health showed that those who did not find employment after the staff reductions were older employees with high preexisting morbidity. Those getting a new job elsewhere were younger and had better health already before the downsizing than the stayers. After the downsizing, deterioration of health was most likely in the stayers working in groups of major staff reductions and among the nonemployed leavers. In the reemployed leavers, the risk of increased health problems was lower than in others including employees working in no or minor downsizing groups.