应聘者的选拔标准识别能力对人事选拔效果的影响

应聘者对选拔标准的识别能力(ability to identify criteria, 简写为ATIC)是指个体在参与测评的过程中, 正确识别评价标准的能力, 现有测量选拔标准识别能力变量的主要方式有被试自评和研究者评分两种。众多研究发现, 选拔标准识别能力对应聘者的表现有促进作用, 它可以解释选拔的预测效度并影响其结构效度。当公开选拔标准, 提高透明度, 消除选拔标准识别能力个体差异的影响之后, 选拔的预测效度会降低, 而且对应聘者的成绩和选拔的结构效度也有影响, 但目前有关研究的结果并不统一。未来研究应关注选拔标准识别能力与其他构念的关系、完善测量方法、探索它在其他人事选拔手段中的作用, 并继续考察改变选拔标准识别能力对人事选拔的影响。     

结构化面试中面试官的评分及影响因素

结构化面试是人事选拔中采用的主要评价方法之一。解释结构化面试过程中面试官和应聘者行为反应的理论观点有社会互动理论、拟剧论、行为一致性观点、特质激活理论等。一个完整的结构化面试可以划分为关系建立、题目问答和分数评定三个阶段。在结构化面试中, 面试官的行为从观察、获取、分析、回应应聘者的各种表现信息, 形成初始印象, 到参照面试评分标准评分等, 经历了一系列相互影响的心理过程。影响面试官评分的主要因素包括面试设计因素和考官自身等内部因素, 以及应聘者因素、面试环境因素等外部因素两个方面。结合应聘者反应, 探索面试官评分的心理机制是今后结构化面试研究的突破点。     

Using Personality Constructs to Predict Performance: Narrow or Broad Bandwidth

One factor that can influence the magnitude of predictive validity of personality tests for selection is the bandwidth of the constructs measured (Ashton, Jackson, Paunonen, Helmes, & Rothstein, Journal of Research in Personality, 29, 432–442 (1995)). In addition, certain personality characteristics have been shown to be more prevalent in an occupational category (Barrick & Mount, Personnel Psychology, 44, 1–26 (1991)). The results of this study suggest the necessity to perform personality based job analysis within a specific occupational category to properly select a personality measure. Criterion validity coefficients of broad constructs were non significant. However, specific facets identified in a personality based job analysis demonstrated moderate significant correlations. In addition, applicants prefer a more narrowly defined selection test.     

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.     

Keep your eyes open: dispositional vigilance moderates the relationship between operational police stress and stress symptoms

Background: Vigilant coping is characterized by a deep processing of threat-related information. In many cases, vigilant coping increases stress symptoms, whereas avoidant coping decreases negative affect. However, vigilance may be beneficial when stress-eliciting situations involve a risk of injury or escalation as is usually the case in police operations. Design: We investigated the roles of vigilance and cognitive avoidance in police operations in a cross-sectional survey. Methods: The participants were 137 students (104?men, M_age?=?28.54, SD?=?8.04) from the Federal University of Applied Administrative Sciences; 76 of them were already police officers (work experience: M?=?12.59?years), and 61 were police officer candidates who had completed a 3- to 6-month police internship. Participants completed a paper-and-pencil survey and reported their operational stress, dispositional vigilance and cognitive avoidance in police operations, and stress symptoms. Results: We found that vigilance was negatively associated with stress symptoms and moderated the relationship between operational stress and stress symptoms. Cognitive avoidance, on the other hand, just missed the level of statistical significance in our test of whether it was positively associated with stress symptoms. Conclusions: Our findings demonstrate that vigilance may protect against the negative consequences of stress in police operations.     

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.     

Inside Criminal Minds: Offenders' Strategies when Lying

This study aimed at extending the deception literature by examining lie‐telling strategies given by persons with criminal experience. In interviews taking place in prisons, offenders (n = 35) provided lie‐telling strategies in a free narrative style. In an inductive content analysis, we coded both all strategies provided as well as one principal strategy for each participant. In total, 13 strategies were identified, which were grouped into three broader category groups: general verbal, general nonverbal, and specific interview strategies. The most often stated strategies were Close to truth, Eye contact, and No strategy. The most often stated principal strategies were Close to truth, Not giving away information, and No strategy. Some participants provided strategies, such as not giving away information at all in interviews/interrogations, which showed a sophisticated understanding of the police interview situation and the task of the police and prosecutor. Overall, the participants showed great diversity in preferred lie‐telling strategy. The results are partly in line with previous research from student samples and provide new insights into the criminally experienced individuals' lie‐telling strategies. The results are discussed with regard to impression and information management and police interrogation practice. Copyright © 2011 John Wiley & Sons, Ltd.     

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     

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.