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Andrew B. Speer Sydney R. Siver Neil D. Christiansen 《International Journal of Selection & Assessment》2020,28(1):68-84
Despite being an effective predictor of job performance, empirically keyed biodata assessments have been criticized as black box empiricism unlikely to generalize to new contexts. This paper introduces a model that challenges this perspective, explicating how biodata content, job demands, and criterion variables collectively influence the construct validity, and generalizability of empirically scored biodata. Across two field studies, expected changes in scale correlations with external measures were found that coincided with changes in the contextual similarity between calibration and holdout contexts, the criteria used, and the content validity of biodata items. Collectively, this paper offers a framework that helps understand and optimize empirical biodata keying in practice, furthering confidence for their use in applied settings. 相似文献
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Chad H. Van Iddekinge Carl E. Eidson Jr. Jeffrey D. Kudisch Andrew M. Goldblatt 《Journal of business and psychology》2003,18(2):145-156
Although organizations are increasingly using interactive voice response (IVR) systems to help screen and select job applicants, few if any published studies have investigated the effectiveness of such systems. The current study responded to this need by evaluating a biodata inventory administered via IVR technology. A predictive validity study revealed that both a 42-item biodata measure and a more parsimonious 6-item composite correlated with supervisor ratings of performance and did not result in adverse impact or differential prediction. In addition, a utility analysis indicated that both IVR biodata measures would likely result in considerable financial gains to the hiring organization. The implications of these results for selection research and practice are discussed. 相似文献
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Shane S. Douthitt Lillian T. Eby Shana A. Simon 《International Journal of Selection & Assessment》1999,7(2):112-125
In light of changing demographics one of the biggest future challenges for selection and promotion will be identifying individuals who are able to effectively work with dissimilar others and are receptive to differences in others. Since a reliable and valid measure of individuals’ receptiveness to dissimilar others does not currently exist, a biodata-based measure of this construct was developed using traditional scale development techniques. Evidence of the new measure’s reliability and validity are provided. Implications for theory-building and future research are presented, as well as potential applications for selection and assessment. 相似文献
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Biodata as a selection technique is gaining greater acceptance in Australia and interest in the technique appears to be growing. There are a number of reasons for its rise in popularity, including particular advantages afforded by the technique such as enhanced validity and decreased adverse impact. This paper presents an overview of the development of a biodata instrument for large-scale recruitment and focuses specifically on how clients' needs were met by incorporating biodata in a revised recruitment system. The reader is also referred to another article in this issue by Karas and West that reports on this project, but covers technical aspects of the rational-empirical approach taken to instrument development. The biodata technique was chosen to meet specific requirements of a new selection system for entry level clerical and graduate staff of the Australian Public Service. Broadly, the system sought to assess a range of job-related skills encompassing both cognitive and noncognitive abilities and to maximize the validity and fairness of the recruitment process. The addition of a biodata questionnaire, as an integral part of the selection system, assisted in meeting these aims and providing clients with a more comprehensive process which offered greater flexibility and the reliable assessment of noncognitive attributes that are critical to success in today’s workplace. 相似文献
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Neal Schmitt Jacob C. Bradburn 《International Journal of Selection & Assessment》2018,26(2-4):109-123
The presence of a general factor has been found in previous research on the utilization of personality tests in selection contexts. Termed the Ideal Employee Factor (IEF), this factor is thought to represent an effort to present oneself as an ideal employee to some degree on all items in the test. Examining the responses to biodata and situational judgment items, we provide evidence for the existence of a factor similar to the IEF within the college admissions context, termed the Ideal Student Factor (ISF), but the magnitude of this factor relative to specific factors was small. Mixed support was found for the hypothesized differences in the factor loadings on the ISF for different constructs included in the model. The presence of the ISF was not found to substantially impact the validity of other predictors within this study. The overall conclusion is that this general factor would not impact the use of these biodata and situational judgment items in college admissions. 相似文献
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Howard N. Garb James M. Wood Kristin Schneider Monty Baker Wendy Travis 《Military psychology》2013,25(1):82-91
Results are presented for suitability screening conducted by the United States Air Force during basic military training. The Lackland Behavioral Questionnaire has been used operationally since 2007, and its use has led to an increase in predictive validity. For the prediction of outcomes during the first 4 years of service, one can identify trainees with a 49% likelihood of being separated for unsuitability and a 56% likelihood of being diagnosed with a mental disorder. A formal suitability screening program allows referrals and recommendations to be made using a combination of empirical evidence and clinical judgment. 相似文献
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Kenneth E. Graham Michael A. McDaniel Elizabeth F. Douglas Andrea F. Snell 《Journal of business and psychology》2002,16(4):573-592
Rating scales were developed to assess the biodata dimensions offered by Mael (1991). Biodata items assessing conscientiousness were administered under honest-responding and faking-good conditions. Item attributes were examined to determine their value in predicting item validity for honest respondents and item validity for faking respondents. Analyses were also conducted to determine whether the degree of item faking was related to item attributes. Item attributes associated with item validity for honest respondents are not the same as the item attributes indicative of item validity for the faking respondents. We suggest that this makes it very difficult to develop a biodata questionnaire which will be equally valid for both honest and faking respondents. 相似文献
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Matthew S. O'Connell Keith Hattrup Dennis Doverspike Alana Cober 《Journal of business and psychology》2002,16(4):593-599
The use of mini role play simulations was proposed as a means of collecting predictor data in a low-cost, time-efficient, and reliable manner. Mini role play simulations were developed for the purpose of measuring sales ability. In order to evaluate the efficacy of using the mini role play simulations, a concurrent validation study was conducted with 94 salespeople from a large, Mexican retail chain. Results indicated that the simulations significantly predicted performance and also added to the prediction of performance after controlling for a biodata instrument. 相似文献
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