情景判断测验的开发程序、构思效度及研究趋势

章详细介绍情景判断测验开发的一般程序,对情景判断测验的多种形式和记分方法进行了总结和比较。同时,从情景判断测验的结果与认知能力、个性和工作经验等关系的角度出发,分析了情景判断测验的构思效度,认为情景判断测验测量的是多维构思。文章最后认为,需要从与其他构思的关系、测评指定构思、影响效度的因素以及跨文化比较等四个方面对情景判断测验开展进一步研究。     

Old,but gold? A dual-pathway model of age bias in personnel selection decisions

We present a dual-pathway model that differentiates two underlying mechanisms by which age affects selection decisions. In two experimental studies, one with lay persons (n = 316) and one with experienced Human Resource professionals (n = 103), we demonstrate that the relationship between older age and hireability is negatively mediated by perceived appearance, indicating that older candidates receive less favorable ratings because they are perceived as being less physically appealing. Moreover, we demonstrate that the relationship between older age and hireability is positively mediated by perceived experience, indicating that older candidates receive more favorable ratings because they are perceived as being more experienced. Importantly, these two pathways neutralize each other, yielding a null effect when their effects are neglected.     

Taking the Measure of Work Interests: Past,Present, and Future

The influence of work interests on employee behavior is often misunderstood. Accordingly, the potential of work interest measures to improve “high stakes” employee decision-making has been grossly underestimated. One organization that has taken work interests seriously however, is the U.S. military. The purpose of this article is threefold: (a) to summarize the rich history of military-sponsored research on work interests for employee selection and classification, (b) to highlight recent advances in work interest measurement from military-sponsored research, and (c) to outline the way forward for advancing work interest theory and measurement.     

Individual Differences in Instructor Attitudes Underlying Maltreatment and Effective Mentoring in Basic Military Training

U.S. Air Force noncommissioned officers assigned to basic military training instructor (MTI) duty completed measures of attitudes previously linked to sexual harassment and sexual assault in the research literature: (a) attitudes of antipathy toward women (hostile sexism, Glick &; Fiske, 1996 Glick, P., &; Fiske, S. T. (1996). The ambivalent sexism inventory: Differentiating hostile and benevolent sexism. Journal of Personality and Social Psychology, 70, 491–512. 10.1037/0022-3514.70.3.491[Crossref], [Web of Science ®] , [Google Scholar]), and (b) attitudes favoring authoritarian use of power. Concurrent validation against trainee evaluations of MTIs on broader criteria showed that proauthoritarian attitudes were negatively associated with ratings of MTI effectiveness in mentoring and leadership; additionally, MTIs with stronger attitudes of hostile sexism were more likely reported as engaging in maltreatment of female trainees. These initial results contribute to ongoing understanding of individual differences as relevant to improve screening for a position of authority over the lowest ranking, and potentially most vulnerable military members. Directions for future research and implications for personnel selection and broader cultural changes are discussed.     

Personality traits as moderators of the associations between deployment experiences and PTSD symptoms in OEF/OIF service members

Abstract

This investigation examined traits from the five-factor model of personality as moderators of the associations of combat and aftermath of battle experiences with symptoms of posttraumatic stress disorder (PTSD) in 214 National Guard/Reserve service members deployed to operations enduring and Iraqi freedom. Extraversion significantly moderated the associations of both combat experiences and aftermath of battle experiences with PTSD severity, with associations weakening as levels of extraversion increased. The relation between aftermath of battle experiences and PTSD was also moderated by the other four personality factors, with the relation being weaker at higher levels of agreeableness, conscientiousness, and openness, and lower levels of neuroticism. These results suggest that personality traits may impact individual responses to war trauma, particularly war-related experiences that are not directly threatening to one's safety (i.e., aftermath of battle events vs. actual combat events). Although this investigation was cross-sectional, these findings indicate that personality traits are an important risk/resiliency factor to consider in people's responses to traumatic events.     

Investigating Leader Role Congruity and Counterproductive Work Behavior

The present study sought to examine the role of fulfilled vs. unfulfilled expectations in work-related and non-work domains. Specifically, we examined how congruence and incongruence between implicit leadership theories across multiple categories of leaders (typical, ideal, and effective leaders) and characteristics recognized on one’s supervisor affect leader-member exchange (LMX), work-family conflict, and subsequent counter-productive work behavior. We tested our hypotheses using polynomial regression and response surface modeling. The results of this study showed that congruence between implicit leadership theories (ILT’s) of typical, ideal, and effective leaders and supervisor recognition, as well as incongruity between ILT’s of ideal leaders and characteristics recognized in one’s supervisor, significantly impacts perceived LMX quality with supervisors. Incongruity between ILT’s of typical and ideal leaders and supervisor recognition was also associated with higher ratings of work-family conflict (WFC). Finally, the results showed support for a significant indirect effect of congruence between ILTs of typical and ideal leaders and characteristics recognized in one’s supervisor on CWB through WFC. These results add meaningful depth to literature on congruent implicit theories in two ways: (a) we add to existing knowledge of outcomes associated with congruence on ILT’s, and, (b) we examine these associations using ILT’s across multiple categories of leaders. Implications are also discussed.     

人事选拔中作假的内涵及测量方法

作假普遍存在于人事选拔各个阶段,并对最终选拔结果造成影响.研究者对于作假的内涵界定有较大差异,主要是由于研究者对作假结构、变异来源和作假水平有不同理解.根据不同作假定义可衍生出多种作假测量方法,常用的有基线差值法、认知模式法、嵌入量表法和行为模式法四类.从测量指标、次数和内容三个方面分析归纳这四类测量方法,其作假识别效用与选拔中作假测量的可行性各异.今后的研究应完善现有作假测量方法,开发作假动机测量工具,加强作假的过程性控制研究,并深入探索作假的个体差异.     

“Mindful helpers”: Experiential avoidance,meta-emotions,and emotion regulation in paramedics

Three facets of the mindfulness/acceptance spectrum have been investigated in 134 experienced paramedics exposed to a number of potentially traumatic events. The contribution of (1) experiential avoidance, (2) mindful awareness and (3) meta-emotions in psychological well-being and satisfaction with life was analysed. Changes in these variables due to experiencing highly stressful incidents were explored by comparing experts with 105 novices. With accumulating experience, experiential avoidance remained stable, mindful awareness markedly increased at first and declined thereafter. Both positive and negative meta-emotions decreased with the number of stressful incidents. Experiential avoidance and meta-emotions explained 62% of the variance in psychological well-being, and patterns indicate that non-acceptance of thoughts and emotions might not be generally detrimental in this sample. Being stern and contemptuous about one’s own feelings and having little self-compassion has been found to be beneficial for psychological well-being in these experts. Although this is contrary to contemporary theorizing it might perfectly reflect the role of paramedics and their need for control.     

Une approche de l’évolution des relations entre conseil (en orientation,en insertion, à l’emploi) et sélection professionnelle

An approach to the evolution of the relations between school and career counselling activities and those of personnel selection during the 20th century in France leads to distinguish between three periods. During the first one, these activities (organised around the notion of aptitudes) were close. The second period was marked by the birth of procedures for selecting and distributing the students within the school organisation: vocational counselling activities grew apart from those in the domains of employment counselling and selection. In the last period (characterized by a high unemployment rate and a growth of very flexible forms of work and employment) these different activities – organised around the notion of competence – came closer. In short, these activities appear to find their meaning only through their reciprocal links, in connection with the kind of work and school organizations where they take place.     

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。