The relationship between cognitive ability and personality scores in selection situations: A meta‐analysis

Several faking theories have identified applicants’ cognitive ability (CA) as a determinant of faking—the intentional distortion of answers by candidates—but the corresponding empirical findings in the area of personality tests are often ambiguous. Following the assumption that CA is important for faking, we expected applicants with high CA to show higher personality scores in selection situations, leading in this case to significant correlations between CA and personality scores, but not in nonselection situations. This meta‐analysis (66 studies, k = 115 individual samples, N = 46,265) showed this pattern of results as well as moderation effects for the study design (laboratory vs. field), the response format of the personality test, and the type of CA test.     

Measuring optimism bias among military personnel

High numbers of young military personnel die due to road traffic collisions (RTCs). Yet, there is a paucity of research related to the contributing factors (i.e., optimism bias and willingness to take risks) associated with RTCs and the examination of road safety education program tailored at reducing young military fatalities. In order to address this gap in the literature, we examined one specific road safety educational intervention tailored for the UK military personnel and investigated their attitudes towards the program, optimism bias and willingness to take risks. Measures evaluating their optimism bias, willingness to take risks and attitudes towards the program were asked after the participants attended the road safety interventions. The results revealed that young military personnel, aged 18–25, had higher optimism bias and willingness to take risks compared to older military personnel, and that this effect diminishes with age. The results provide importance evidence related to military personnel’s attitudes to risk-taking.     

The Ethical Implications of Using Genetic Information in Personnel Selection

Biology, during the last decade in particular, is making substantial headway into our social theories of business and behavior. While the social sciences rush to keep up with the advancement of knowledge, we highlight the need for an ethics discussion to also keep pace. Although the implications to theory are important, our focus is on how new knowledge has the capacity to alter the formulation and practice of business policy, which we believe is potentially profound. Furthermore, the ethicality of a set of issues can depend heavily on one’s perspective, and differing views may not always be compatible. With this in mind, we discuss the ways in which one area of emerging biological knowledge—behavioral genetics—invites a rethinking of the nuances of four long-standing topic areas of business ethics surrounding personnel selection; and we do so from two perspectives—that of the employer and of the job seeker. The four ethical topics are (a) the static (mostly) nature of genetic information that is out of an individual’s control, (b) faking and lying during selection processes, (c) privacy, and (d) stigmatization of minority groups.     

Decision-related action orientation predicts police officers' shooting performance under pressure

Background and Objectives: We aimed to test whether police officers’ trait self-control strength decreases negative effects of high pressure (HP) on state anxiety, shooting behavior, and shooting performance. Design and Methods: Forty-two officers performed a shooting test under both high and low-pressure (LP) conditions. Self-control strength was assessed with the decision-related action orientation (AOD) scale of the Action Control Scale (ACS-90). Effects of AOD on perceived anxiety, heart rate, shooting time, and shot accuracy were estimated and controlled for those of other individual difference measures (i.e. age, police working experience, trait anxiety, and threat-related action orientation). Results: After controlling for baseline values in the LP condition as well as the other individual difference measures, AOD significantly predicted shot accuracy in the HP condition. Conclusions: Results suggest that trait self-control strength in the form of AOD helps officers cope with anxiety and maintain perceptual-motor performance under HP.     

Police Attitudes in England to Return Interviews,in Repeat Missing Person Cases

The aim of this article is to examine the attitudes of English police officers to return interviews of people who are reported missing repeatedly (e.g. three times or more). In addition to a brief police ‘Safe & Well Check’ a return interview is also carried out by a police officer and seeks to find out where people went and why, in order to identify potential risks to their safety and whether they experienced harm whilst they were missing. A mixed‐methods survey of 50 constables from one police force in England ran in March 2014, using quantitative and open qualitative questions. Key themes that emerged were individual frustration at repetition, negativity around usefulness of the interviews, a challenge to involve third sector partners, and development areas in training. Statistical significance was found in variables relating to officer experience and gender, against views on interviewing missing people. The article looks at the limited existing literature and makes recommendations about best practice with return interviews, advocating a multi‐agency approach to improve interventions, and better training to improve positivity towards missing people. Copyright © 2016 John Wiley & Sons, Ltd.     

The why and when of background checks: Situational factors moderate effects of criminal and financial stigma

Past criminal and financial transgressions, even when of questionable job relevance, can harm job‐seekers' prospects. In three hiring simulation experiments, manipulations of situational factors hypothesized to alter decision focus moderate the effect of background report information on applicant evaluations. In Study 1, emphasizing in‐role performance as a hiring goal decreases the weight placed on transgressions relative to standard qualifications. Study 2 demonstrates this context effect with a different design and experienced hiring professionals, and finds that delaying background checks heightens a transgression's impact. In Study 3, presenting novel positive information in conjunction with a criminal offense mitigates the delay effect. By adopting a behavioral decision perspective, this research illuminates how situational factors shape the impact of a widespread form of stigma.     

Willingness to fake: Examining the impact of competitive climate and hiring situations

Applicants may be willing to fake in job interviews with the aim of creating a positive impression. In two vignette‐based experiments, we examined if a competitive—versus noncompetitive—climate (Study 1) and hiring situation (Study 2) increased participants' willingness to fake. We also examined if Honesty–Humility and Competitive Worldviews moderated the relation between willingness to fake and how competitive participants believed they must be in order to secure the job. Results demonstrated that a competitive climate and hiring situation increased willingness to fake. Honesty–Humility and Competitive Worldviews were related to willingness to fake, but these relations did not change substantially at different levels of perceived need for competitiveness. Overall, results lend some theoretical support to propositions about applicant faking.     

Can rapport building strategies,age, and question type influence preschoolers’ disclosures of adult wrongdoing?

In the present experiment, we examined preschoolers’ disclosures of a secret as a function of rapport building strategies used in Scandinavian field settings (verbal rapport building vs. prop rapport building), age in months (33–75 months) and question type (open-ended free recall invitation vs. suggestive questions). Fifty-three preschoolers (M = 60.5 months old, SD = 11.4) witnessed a researcher break a toy and were asked to keep the toy breakage a secret. The children were thereafter interviewed about the incident. Overall, 18.9% of the children disclosed the secret after an open-ended free recall invitation. The disclosure rate rose to 83% after the final phase of the interviews when questions containing suggestive details were asked of the children. Notably, we did not observe any significant effects as a function of manipulating rapport building strategy. A linear regression model showed that child age (in months) significantly predicted the amount of reported details, with younger preschoolers reporting fewer details compared to older preschoolers. Age also predicted the amount of correct details, but not the amount of incorrect details. No age differences were found with regard to children’s disclosure tendencies or proportion of central details about the secret. Methodological limitations and practical implications will be addressed.     

Preventing Teen Relationship Abuse and Sexual Assault through Bystander Training: Intervention Outcomes for School Personnel

The purpose of the current study was to examine the impact of exposure to Bringing in the Bystander—High School Curriculum (BITB-HSC) on school personnel, which included a seven session classroom curriculum for ninth through twelfth graders (student curriculum), a bystander training workshop for school personnel (school personnel workshop), and reading materials (handout). We examined how exposure to these various BITB-HSC intervention components was associated with school personnel's knowledge and bystander efficacy, intentions, and barriers specific to student relationship abuse (RA) and sexual assault (SA). Participants were 488 school personnel from 12 high schools in upper New England who completed the 4-month follow-up survey that assessed for intervention exposure (284 participants completed both the baseline and follow-up survey). Whereas 53% of participants were exposed to no intervention components, the other half of the sample were exposed to a combination of intervention components. Higher baseline knowledge and reactive bystander intentions were associated with subsequent exposure to both the student curriculum and the handout, and fewer barriers to bystander action predicted exposure to the school personnel workshop. Exposure to the school personnel workshop, student curriculum, and handout was associated with subsequent greater knowledge, exposure to the student curriculum predicted reactive bystander intentions, and exposure to the handout predicted higher reactive bystander intentions and bystander efficacy. Findings suggest that despite challenges with engagement, exposure to the BITB-HSC components may be a useful tool in improving school personnel's responses to RA and SA among high school students.     

Validity and Application of Computer-simulated Scenarios in Personnel Assessment

In Germany computer-simulated scenarios have been applied in personnel management for several years. Their goals are either to assess how potential managers cope with complex and connected problem states (job aptitude testing aspect) or to provide feedback on manager strengths and weaknesses in dealing with complexity, and how to modify these when necessary (training aspect). This paper presents and evaluates those scenarios that have been subjected to validity studies.