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  • 1
    Electronic Resource
    Electronic Resource
    Privacy and Attitudes Towards Internet-Based Selection Systems: A Cross-Cultural Comparison (2003)
    Oxford, UK : Blackwell Publishing
    International journal of selection and assessment 11 (2003), S. 0 
    Details
    ISSN: 1468-2389
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Economics
    Notes: This paper examines perceptions of privacy and how they relate to reluctance to submit employment-related information over the Internet. In addition, possible cross-cultural differences between the US and Belgium regarding these constructs and the role of Internet knowledge are investigated. Based on theories of privacy and cross-cultural differences, a survey methodology was applied to test several hypotheses. Results suggest that privacy considerations may affect reluctance to use an Internet-based selection system. Moreover, as expected, some differences were observed between US and Belgian respondents. Respondents possessing a higher self-rated knowledge of the Internet were less concerned that employment-related data submitted over the Internet would fall into the wrong hands.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/1468-2389.00246
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    Paper (German National Licenses)
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  • 2
    Electronic Resource
    Electronic Resource
    Recruitment-Related Information Sources and Organizational Attractiveness: Can Something Be Done About Negative Publicity? (2005)
    Oxford, UK : Blackwell Publishing
    International journal of selection and assessment 13 (2005), S. 0 
    Details
    ISSN: 1468-2389
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Economics
    Notes: The present study begins to fill a gap in the recruitment literature by investigating whether the effects of negative publicity on organizational attractiveness can be mitigated by recruitment advertising and positive word-of-mouth. The accessibility–diagnosticity model was used as a theoretical framework to formulate predictions about the effects of these recruitment-related information sources. A mixed 2 × 2 experimental design was applied to examine whether initial assessments of organizational attractiveness based on negative publicity would improve at a second evaluation after exposure to a second, more positive information source. We found that both recruitment advertising and word-of-mouth improved organizational attractiveness, but word-of-mouth was perceived as a more credible information source. Self-monitoring did not moderate the impact of information source on organizational attractiveness.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/j.1468-2389.2005.00313.x
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    Paper (German National Licenses)
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  • 3
    Electronic Resource
    Electronic Resource
    A Practical Procedure to Estimate the Quality and the Adverse Impact of Single–Stage Selection Decisions (2003)
    Oxford, UK and Boston, USA : Blackwell Publishing Ltd
    International journal of selection and assessment 11 (2003), S. 0 
    Details
    ISSN: 1468-2389
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Economics
    Notes: The quandary posed by the conflicting goals of valid selection and a diverse workforce is one of the most perplexing problems facing the practice of personnel selection today. To help address the issue, the article presents a comprehensive method and a related computer program to estimate the expected adverse impact and the expected quality of the majority, the minority and the total selected work force. Compared to previous related procedures, the present method is much more general as it can address situations with both multiple predictor and multiple criterion dimensions. In addition, the expected effects can be computed given the overall selection ratio and the estimates are derived analytically and, hence, are accurate. To assist the selection practitioner, the method is made available as a free download from the Internet.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/1468-2389.00229
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    Paper (German National Licenses)
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  • 4
    Electronic Resource
    Electronic Resource
    Situational Tests in Student Selection: An Examination of Predictive Validity, Adverse Impact, and Construct Validity (2002)
    Oxford, UK and Boston, USA : Blackwell Publishers Ltd
    International journal of selection and assessment 10 (2002), S. 0 
    Details
    ISSN: 1468-2389
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Economics
    Notes: The Flemish Admission Exam ‘Medical and Dental Studies’ is comprised of four cognitive ability tests and four situational tests, namely two work samples (i.e., a lecture and a medical text) and two video-based situational judgement tests (i.e., a physician–patient interaction and a medical expert discussion). On the basis of the Admission Exam scores of 941 candidates (359 men, 582 women) this study shows that situational tests significantly can predict better than cognitive ability tests, with lecture and text emerging as significant predictors. When situational tests are combined with cognitive ability tests, there are no mean gender differences. Situational tests also enable us to measure a broader range of constructs. For example, in this study, the personality factor Openness is related to better situational test performance. Overall, this study demonstrates that situational tests may be a useful complement to traditional student selection procedures.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/1468-2389.00215
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    Paper (German National Licenses)
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  • 5
    Electronic Resource
    Electronic Resource
    Applicant Perceptions of Selection Procedures: The Role of Selection Information, Belief in Tests, and Comparative Anxiety (2003)
    Oxford, UK and Boston, USA : Blackwell Publishing Ltd
    International journal of selection and assessment 11 (2003), S. 0 
    Details
    ISSN: 1468-2389
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Economics
    Notes: This study addresses the effects of the provision of information on the reliability and validity of selection procedures and the effects of test–taker attitudes (i.e., belief in tests and comparative anxiety) on fairness perceptions. Prior to an actual selection process, applicants (N= 118) were given either information about the reliability and validity of various selection procedures or no information. Next, they evaluated the fairness of eight selection procedures. No significant effect of selection information was found. Belief in tests had significant effects, with applicants high on test belief giving higher fairness ratings than applicants low on test belief. In addition, an interaction effect between test belief and selection procedure was found. For example, test belief had larger effects on fairness for structured interviews, personality inventories, and cognitive ability tests. No significant effect of comparative anxiety on fairness was found.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/1468-2389.00227
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    Paper (German National Licenses)
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  • 6
    Electronic Resource
    Electronic Resource
    Factors which Improve the Construct Validity of Assessment Centers: A Review (1998)
    Oxford, UK and Boston, USA : Blackwell Publishers Ltd
    International journal of selection and assessment 6 (1998), S. 0 
    Details
    ISSN: 1468-2389
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Economics
    Notes: This article reviews 21 studies which manipulated specific variables to determine their impact on the construct validity of assessment centers. This review shows that the studies regarding the impact of different observation, evaluation, and integration procedures yielded mixed results. Conversely, dimension factors (number, conceptual distinctiveness, and transparency), assessor factors (type of assessor and type of assessor training), and exercise factors (exercise form and use of role-players) were found to moderate construct validity. On the basis of the review, practical recommendations are derived to maximize the probability that practitioners design and administer an assessment center with construct validity. Finally, new perspectives for future research are identified.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/1468-2389.00085
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    Paper (German National Licenses)
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  • 7
    Electronic Resource
    Electronic Resource
    A Different Look at Assessment Centers: Views of Assessment Center Users (1999)
    Oxford, UK and Boston, USA : Blackwell Publishers Ltd
    International journal of selection and assessment 7 (1999), S. 0 
    Details
    ISSN: 1468-2389
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Economics
    Notes: This study aims to shed light on possible problems of assessment center users and designers when developing and implementing assessment centers. Semi-structured interviews with a representative sample of assessment center users in Flanders revealed that, besides a large variability in assessment center practice, practitioners experience problems with dimension selection and definition, exercise design, line/staff managers as assessors, distinguishing between observation and evaluation, and with the content of assessor training programs. Solutions for these problems are suggested.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/1468-2389.00122
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    Paper (German National Licenses)
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  • 8
    Electronic Resource
    Electronic Resource
    “I Think They Discriminated Against Me”: Using Prototype Theory and Organizational Justice Theory for Understanding Perceived Discrimination in Selection and Promotion Situations (2004)
    Oxford, UK and Boston, USA : Blackwell Publishing Ltd
    International journal of selection and assessment 12 (2004), S. 0 
    Details
    ISSN: 1468-2389
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Economics
    Notes: Research in industrial/organizational (I/O) psychology has generally focused on objective measures of employment discrimination and has virtually neglected individuals' subjective perceptions as to whether a selection or promotion process is discriminatory or not. This paper presents two theoretical models as organizing frameworks to explain candidates' likelihood of perceiving that discrimination has occurred in a certain selection or promotion situation. The prototype model stresses the importance of the prototypical victim-perpetrator combination, the perceived intention of the decision-maker, and the perceived harm caused as possible antecedents of perceived employment discrimination. In the organizational justice model, procedural, informational, interpersonal, and distributive fairness play a central role in determining candidates' perceptions of discrimination. The fairness heuristic helps to explain which type of fairness information dominates these perceptions. Applications and research propositions are discussed as well as the similarities and differences between the two models. We conclude by offering several factors that may determine which model is used in deciding whether or not discrimination has occurred.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/j.0965-075X.2004.00263.x
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    Paper (German National Licenses)
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  • 9
    Electronic Resource
    Electronic Resource
    Recent trends and challenges in personnel selection (2002)
    Bingley : Emerald
    Personnel review 31 (2002), S. 580-601 
    Details
    ISSN: 0048-3486
    Source: Emerald Fulltext Archive Database 1994-2005
    Topics: Economics
    Notes: The aim of this article is to identify recent developments in personnel selection and to review existing research with regard to these recent developments. To this end, 26 human resource representatives were asked to list current or future trends in personnel selection. In addition, existing academic reviews of recent research in personnel selection were scrutinized. As a result, the following four main trends are identified: labour market shortages, technological developments, applicant perceptions of selection procedures, and construct-driven approaches. Per trend, relevant existing research is reviewed and avenues for future research are discussed.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1108/00483480210438771
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    Paper (German National Licenses)
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  • 10
    Electronic Resource
    Electronic Resource
    THE RELATION OF INSTRUMENTAL and SYMBOLIC ATTRIBUTES TO A COMPANY'S ATTRACTIVENESS AS AN EMPLOYER (2003)
    Oxford, UK : Blackwell Publishing Ltd
    Personnel psychology 56 (2003), S. 0 
    Details
    ISSN: 1744-6570
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Psychology
    Notes: This study adds a new marketing-based angle to the study of the attractiveness of organizations in the early stages of the recruitment process. Drawing on the instrumental-symbolic framework from the marketing literature, we expected that the meanings (in terms of inferred traits) that prospective applicants associate with employing organizations would play an important role in applicants' attractiveness to these organizations. Two groups of prospective applicants (275 final-year students and 124 bank employees) were drawn from the applicant population targeted by the bank industry. These applicants were asked to rate a randomly assigned bank in terms of job/organizational factors and to ascribe traits to this bank. In both samples, trait inferences about organizations accounted for incremental variance over job and organizational attributes in predicting an organization's perceived attractiveness as an employer. Moreover, it was easier to differentiate among organizations on the basis of trait inferences versus traditional job and organizational attributes. Practical implications for image audit and image management are discussed.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/j.1744-6570.2003.tb00144.x
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    Paper (German National Licenses)
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