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  • 1
    Digitale Medien
    Digitale Medien
    Technology Trends in Staffing and Assessment: A Practice Note (2003)
    Oxford, UK : Blackwell Publishing
    International journal of selection and assessment 11 (2003), S. 0 
    Details
    ISSN: 1468-2389
    Quelle: Blackwell Publishing Journal Backfiles 1879-2005
    Thema: Wirtschaftswissenschaften
    Notizen: This practice note listed and described, from a practitioner's perspective, ten dominant technology trends that are impacting the personnel testing industry. Five trends were classified as ‘platform-centric,’ and five were classified as ‘information-centric.’ Platform-centric trends were related to virtual career centers, integrated assessment platforms, media-rich assessments, technology-friendly tests, and the adaptation of personnel tests to emerging technologies. Information-centric trends were related to Internet-age access and fairness concerns, computer-enabled scoring innovations, strategic HR data warehousing and mining, satisfaction with computer-based assessments, and computer-based testing standards. A review of these ten technology trends suggests that the personnel testing industry is keeping pace with rapid technological innovations.
    Materialart: Digitale Medien
    URL: http://dx.doi.org/10.1111/1468-2389.00248
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  • 2
    Digitale Medien
    Digitale Medien
    Innovations in Integrity-Based Personnel Selection: Building a Technology-Friendly Assessment (2002)
    Oxford, UK and Boston, USA : Blackwell Publishers Ltd
    International journal of selection and assessment 10 (2002), S. 0 
    Details
    ISSN: 1468-2389
    Quelle: Blackwell Publishing Journal Backfiles 1879-2005
    Thema: Wirtschaftswissenschaften
    Notizen: We are currently observing a paradigm shift in the composition of personnel selection inventories from lengthy paper-and-pencil administration and scoring to innovative applications of information technology. These technological advances have been driven primarily by strong demands from human resource professionals for enhancements in speed, effectiveness, and cost containment. In response, an existing pre-employment selection assessment was modified to make it more concise, economical, and ‘technology-friendly’. The resulting integrity-based assessment system, the Applicant Potential Inventory or API (London House 1997), has been administered and scored using a wide variety of technologies, including telephone, personal computer, fax, and the Internet. This article describes the initial development of the API and reviews nine field studies conducted to examine its reliability, validity, fairness, and financial impact.
    Materialart: Digitale Medien
    URL: http://dx.doi.org/10.1111/1468-2389.00195
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  • 3
    Digitale Medien
    Digitale Medien
    Sequential determination of arsenic, selenium, antimony, and tellurium in foods via rapid hydride evolution and atomic absorption spectrometry (1976)
    s.l. : American Chemical Society
    Analytical chemistry 48 (1976), S. 120-125 
    Details
    ISSN: 1520-6882
    Quelle: ACS Legacy Archives
    Thema: Chemie und Pharmazie
    Materialart: Digitale Medien
    URL: http://dx.doi.org/10.1021/ac60365a061
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  • 4
    Digitale Medien
    Digitale Medien
    Accident prevention through personnel selection (1988)
    Springer
    Journal of business and psychology 3 (1988), S. 187-198 
    Details
    ISSN: 1573-353X
    Quelle: Springer Online Journal Archives 1860-2000
    Thema: Psychologie
    Notizen: Abstract This article describes how thePersonnel Selection Inventory-Form 3S (PSI-3S) can be used to supplement more traditional corporate safety programs. Validation research shows that the PSI-3S subscales, especially the safety subscale, consistently predict a wide variety of accident-related criteria. Two time-series studies are presented that document the impact of the PSI-3S on the reduction of worker accidents, paid insurance losses, and lost work days. Implications of these findings are discussed.
    Materialart: Digitale Medien
    URL: http://dx.doi.org/10.1007/BF01014488
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  • 5
    Digitale Medien
    Digitale Medien
    Introduction to the model guidelines for preemployment integrity testing (1990)
    Springer
    Journal of business and psychology 4 (1990), S. 525-532 
    Details
    ISSN: 1573-353X
    Quelle: Springer Online Journal Archives 1860-2000
    Thema: Psychologie
    Notizen: Abstract TheModel Guidelines for Preemployment Integrity Testing Programs are described. These guidelines have implications for both test publishers and test users.
    Materialart: Digitale Medien
    URL: http://dx.doi.org/10.1007/BF01013613
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  • 6
    Digitale Medien
    Digitale Medien
    Safety locus of control and employees' accidents (1993)
    Springer
    Journal of business and psychology 7 (1993), S. 449-457 
    Details
    ISSN: 1573-353X
    Quelle: Springer Online Journal Archives 1860-2000
    Thema: Psychologie
    Notizen: Abstract This study further established the criterion-related validity of the Safety Locus of Control Scale. The safety scale was designed to predict employment applicants' propensity for on-the-job accidents. In this study, 283 hospital employees with moreexternal safety locus of control orientations reported significantly more occupational accidents, as well as more severe and costly injuries, than workers with moreinternal safety attitudes (p〈.05 in all cases). Implications of these results are discussed.
    Materialart: Digitale Medien
    URL: http://dx.doi.org/10.1007/BF01013758
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  • 7
    Digitale Medien
    Digitale Medien
    Proactively balancing the validity and legal compliance of personal background measures in personnel management (1994)
    Springer
    Journal of business and psychology 8 (1994), S. 345-354 
    Details
    ISSN: 1573-353X
    Quelle: Springer Online Journal Archives 1860-2000
    Thema: Psychologie
    Notizen: Abstract Despite its proven utility and validity for the prediction of performance, the use of certain biodata questions for selection is being restricted because of fears of charges of discrimination, or of invasion of privacy, arising from increasingly stringent state and federal laws governing employment (Ash, 1989). The objective of this study was to develop alternative items that were valid and also perceived as nondiscriminatory and noninvasive for two biodata subscales in a well-researched biographical inventory. The newly developed subscales had acceptable KR-20 reliability coefficients. Sizeable and significant correlations between the corresponding original and newly developed subscales attested to the latter's construct validity. The performance criterion validity of the new subscales was demonstrated by significant correlations with both salary and with level of organizational functioning, which were regarded as measures of the individual's worth to the organization. The results of the present study encourage the expectation that biodata items can be constructed that are (1) valid, (2) in compliance, and (3) with a sufficiently low level of perceived invasiveness that will allow both the applicant and the test user to be comfortable with their use.
    Materialart: Digitale Medien
    URL: http://dx.doi.org/10.1007/BF02230377
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  • 8
    Digitale Medien
    Digitale Medien
    Are retailers fully prepared for the holiday shopping season? (1995)
    Springer
    Journal of business and psychology 9 (1995), S. 299-313 
    Details
    ISSN: 1573-353X
    Quelle: Springer Online Journal Archives 1860-2000
    Thema: Psychologie
    Notizen: Abstract “Secret shoppers” anonymously observed and rated 114 Chicagoland retailers during the 1991 end-of-year holiday shopping season. The raters assessed if the stores were clean, safe, and organized, and whether or not the employees and management provided a high-caliber of customer service. Statistical analyses showed that there were multiple opportunities for improvement in the areas of store organization, service management, employee productivity, and customers' overall feelings about the holiday shopping experience. It was also discovered that stores that were supervised by highly involved and enthused managers were better prepared for shoppers than were stores with no managers on the floor or else the managers were present yet they seem uninterested and uninvolved. Finally, stores that used multi-purpose employment tests appeared to be more prepared for shoppers than non-testing stores.
    Materialart: Digitale Medien
    URL: http://dx.doi.org/10.1007/BF02230971
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  • 9
    Digitale Medien
    Digitale Medien
    Theft reduction through personnel selection: A control group design in the supermarket industry (1990)
    Springer
    Journal of business and psychology 5 (1990), S. 275-279 
    Details
    ISSN: 1573-353X
    Quelle: Springer Online Journal Archives 1860-2000
    Thema: Psychologie
    Notizen: Abstract A quasi-experimental design was used to compare the effectiveness of preemployment integrity tests at six supermarket chains. Two of the supermarket chains had used some type of overt integrity test and four had not. Responses to an anonymous survey of 234 employees at these six chains were analyzed. Respondents from the chains that did not use preemployment integrity tests perceived significantly higher dollar amounts of employee theft than did respondents for the test-using companies. Implications for the usefulness of preemployment integrity tests are discussed.
    Materialart: Digitale Medien
    URL: http://dx.doi.org/10.1007/BF01014337
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  • 10
    Digitale Medien
    Digitale Medien
    A meta-analysis of the validity of the employee attitude inventory theft scales (1986)
    Springer
    Journal of business and psychology 1 (1986), S. 31-50 
    Details
    ISSN: 1573-353X
    Quelle: Springer Online Journal Archives 1860-2000
    Thema: Psychologie
    Notizen: Abstract This article summarizes the criterion-related and construct validity evidence for theEmployee Attitude Inventory (EAI) theft scales. These paper-and-pencil measures were designed to help employers gain information about theft among current employees. It is argued that the validity of the theft scales is dependent on the proportion of dishonest employees in the group being screened. Using meta-analysis techniques, the theft scales were shown to have useful levels of validity regardless of the proportion of dishonest employees in the population being screened. Also, the validity coefficients were relatively invariant across organizations and occupations. Thus the available evidence supports the use of the EAI as an effective tool for identifying dishonest employees. However, given that the present analyses are based on a relatively small set of data, the authors' conclusions should be regarded as preliminary. These analyses should be repeated as additional validity data becomes available.
    Materialart: Digitale Medien
    URL: http://dx.doi.org/10.1007/BF01014165
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