scholarly journals Values Assessment for Personnel Selection: Comparing Job Applicants to Non-Applicants

2021 ◽  
Author(s):  
Jeromy Anglim ◽  
Karlyn Molloy ◽  
Patrick Damien Dunlop ◽  
Simon Albrecht ◽  
Filip Lievens ◽  
...  
Keyword(s):  
Personnel Selection ◽  
Repeated Measures ◽  
Large Scale ◽  
Personal Values ◽  
Performance Outcomes ◽  
Job Applicants ◽  
Job Applicant ◽  
Cultural Fit ◽  
Male Age ◽  
Values Assessment

Some scholars suggest that organizations could improve their hiring decisions by measuring the personal values of job applicants, arguing that values provide insights into applicants’ cultural fit, retention prospects, and performance outcomes. However, others have expressed concerns about response distortion and faking. The current study provides the first large-scale investigation of the effect of the job applicant context on the psychometric structure and scale means of a self-reported values measure. Participants comprised 7,884 job applicants (41% male; age M = 43.32, SD = 10.76) and a country-, age-, and gender-matched comparison sample of 1,806 non-applicants (41% male; age M = 44.72, SD = 10.97), along with a small repeated-measures, cross-context sample. Respondents completed the 57-item Portrait Values Questionnaire (PVQ) measuring Schwartz’ universal personal values. Compared to matched non-applicants, applicants reported valuing power and self-direction considerably less, and conformity and universalism considerably more. Applicants also reported valuing security, tradition, and benevolence more than non-applicants, and reported valuing stimulation, hedonism, and achievement less than non-applicants. Despite applicants appearing to embellish the degree to which their values aligned with being responsible and considerate workers, invariance testing suggested that the under- lying structure of values assessment is largely preserved in job applicant contexts.

scholarly journals Values assessment for personnel selection: comparing job applicants to non-applicants

2021 ◽  
pp. 1-13
Author(s):  
Jeromy Anglim ◽  
Karlyn Molloy ◽  
Patrick D. Dunlop ◽  
Simon L. Albrecht ◽  
Filip Lievens ◽  
...  
Keyword(s):  
Personnel Selection ◽  
Job Applicants ◽  
Values Assessment

scholarly journals IMPROVING SYSTEM READINESS, STAFF PREPAREDNESS AND PATIENT SAFETY IN A NEW SINGLE FAMILY ROOM NICU THROUGH IN SITU SIMULATION

2018 ◽  
Vol 23 (suppl_1) ◽  
pp. e16-e16
Author(s):  
Ahmed Moussa ◽  
Audrey Larone-Juneau ◽  
Laura Fazilleau ◽  
Marie-Eve Rochon ◽  
Justine Giroux ◽  
...  
Keyword(s):  
Patient Safety ◽  
Repeated Measures ◽  
Large Scale ◽  
Multidisciplinary Teams ◽  
Single Family ◽  
In Situ Simulation ◽  
Ensure Patient Safety ◽  
System Readiness ◽  
Dependent Samples

Abstract BACKGROUND Transitions to new healthcare environments can negatively impact patient care and threaten patient safety. Immersive in situ simulation conducted in newly constructed single family room (SFR) Neonatal Intensive Care Units (NICUs) prior to occupancy, has been shown to be effective in testing new environments and identifying latent safety threats (LSTs). These simulations overlay human factors to identify LSTs as new and existing process and systems are implemented in the new environment OBJECTIVES We aimed to demonstrate that large-scale, immersive, in situ simulation prior to the transition to a new SFR NICU improves: 1) systems readiness, 2) staff preparedness, 3) patient safety, 4) staff comfort with simulation, and 5) staff attitude towards culture change. DESIGN/METHODS Multidisciplinary teams of neonatal healthcare providers (HCP) and parents of former NICU patients participated in large-scale, immersive in-situ simulations conducted in the new NICU prior to occupancy. One eighth of the NICU was outfitted with equipment and mannequins and staff performed in their native roles. Multidisciplinary debriefings, which included parents, were conducted immediately after simulations to identify LSTs. Through an iterative process issues were resolved and additional simulations conducted. Debriefings were documented and debriefing transcripts transcribed and LSTs classified using qualitative methods. To assess systems readiness and staff preparedness for transition into the new NICU, HCPs completed surveys prior to transition, post-simulation and post-transition. Systems readiness and staff preparedness were rated on a 5-point Likert scale. Average survey responses were analyzed using dependent samples t-tests and repeated measures ANOVAs. RESULTS One hundred eight HCPs and 24 parents participated in six half-day simulation sessions. A total of 75 LSTs were identified and were categorized into eight themes: 1) work organization, 2) orientation and parent wayfinding, 3) communication devices/systems, 4) nursing and resuscitation equipment, 5) ergonomics, 6) parent comfort; 7) work processes, and 8) interdepartmental interactions. Prior to the transition to the new NICU, 76% of the LSTs were resolved. Survey response rate was 31%, 16%, 7% for baseline, post-simulation and post-move surveys, respectively. System readiness at baseline was 1.3/5,. Post-simulation systems readiness was 3.5/5 (p = 0.0001) and post-transition was 3.9/5 (p = 0.02). Staff preparedness at baseline was 1.4/5. Staff preparedness post-simulation was 3.3/5 (p = 0.006) and post-transition was 3.9/5 (p = 0.03). CONCLUSION Large-scale, immersive in situ simulation is a feasible and effective methodology for identifying LSTs, improving systems readiness and staff preparedness in a new SFR NICU prior to occupancy. However, to optimize patient safety, identified LSTs must be mitigated prior to occupancy. Coordinating large-scale simulations is worth the time and cost investment necessary to optimize systems and ensure patient safety prior to transition to a new SFR NICU.

Faking Detection Improved: Adopting a Likert Item Response Process Tree Model

2021 ◽  
pp. 109442812110029
Author(s):  
Tianjun Sun ◽  
Bo Zhang ◽  
Mengyang Cao ◽  
Fritz Drasgow
Keyword(s):  
Item Response ◽  
Personality Assessment ◽  
Personnel Selection ◽  
Process Model ◽  
Tree Model ◽  
High Stakes ◽  
New Approach ◽  
Job Applicant ◽  
Favorable Impression ◽  
Tree Modeling

With the increasing popularity of noncognitive inventories in personnel selection, organizations typically wish to be able to tell when a job applicant purposefully manufactures a favorable impression. Past faking research has primarily focused on how to reduce faking via instrument design, warnings, and statistical corrections for faking. This article took a new approach by examining the effects of faking (experimentally manipulated and contextually driven) on response processes. We modified a recently introduced item response theory tree modeling procedure, the three-process model, to identify faking in two studies. Study 1 examined self-reported vocational interest assessment responses using an induced faking experimental design. Study 2 examined self-reported personality assessment responses when some people were in a high-stakes situation (i.e., selection). Across the two studies, individuals instructed or expected to fake were found to engage in more extreme responding. By identifying the underlying differences between fakers and honest respondents, the new approach improves our understanding of faking. Percentage cutoffs based on extreme responding produced a faker classification precision of 85% on average.

scholarly journals Automated Data-Driven Generation of Personalized Pedagogical Interventions in Intelligent Tutoring Systems

2021 ◽  
Author(s):  
Ekaterina Kochmar ◽  
Dung Do Vu ◽  
Robert Belfer ◽  
Varun Gupta ◽  
Iulian Vlad Serban ◽  
...  
Keyword(s):  
Machine Learning ◽  
Student Performance ◽  
Language Processing ◽  
Intelligent Tutoring Systems ◽  
Large Scale ◽  
Intelligent Tutoring ◽  
Performance Outcomes ◽  
Data Driven ◽  
Personalized Feedback ◽  
Tutoring Systems

AbstractIntelligent tutoring systems (ITS) have been shown to be highly effective at promoting learning as compared to other computer-based instructional approaches. However, many ITS rely heavily on expert design and hand-crafted rules. This makes them difficult to build and transfer across domains and limits their potential efficacy. In this paper, we investigate how feedback in a large-scale ITS can be automatically generated in a data-driven way, and more specifically how personalization of feedback can lead to improvements in student performance outcomes. First, in this paper we propose a machine learning approach to generate personalized feedback in an automated way, which takes individual needs of students into account, while alleviating the need of expert intervention and design of hand-crafted rules. We leverage state-of-the-art machine learning and natural language processing techniques to provide students with personalized feedback using hints and Wikipedia-based explanations. Second, we demonstrate that personalized feedback leads to improved success rates at solving exercises in practice: our personalized feedback model is used in , a large-scale dialogue-based ITS with around 20,000 students launched in 2019. We present the results of experiments with students and show that the automated, data-driven, personalized feedback leads to a significant overall improvement of 22.95% in student performance outcomes and substantial improvements in the subjective evaluation of the feedback.

scholarly journals Line managers’ hiring intentions regarding people with mental health problems: a cross-sectional study on workplace stigma

2021 ◽  
pp. oemed-2020-106955
Author(s):  
Kim M E Janssens ◽  
Jaap van Weeghel ◽  
Carolyn Dewa ◽  
Claire Henderson ◽  
Jolanda J. P. Mathijssen ◽  
...  
Keyword(s):  
Mental Health ◽  
Social Inclusion ◽  
Mental Health Problems ◽  
Cross Sectional Study ◽  
Health Problems ◽  
Job Applicants ◽  
Cross Sectional ◽  
Line Managers ◽  
Job Applicant ◽  
Workplace Stigma

ObjectivesStigma may negatively affect line managers’ intention to hire people with mental health problems (MHP). This study aims to evaluate line managers’ knowledge and attitudes concerning job applicants with MHP, and to assess which factors are associated with the intention (not) to hire an applicant with MHP.MethodsA sample of Dutch line managers (N=670) filled out a questionnaire on their knowledge, attitudes and experiences concerning applicants/employees with MHP. Descriptive analyses and multiple regression analyses were used.ResultsThe majority (64%) was reluctant to hire a job applicant with MHP, despite the fact that only 7% had negative and 52% had positive personal experiences with such employees. Thirty per cent were reluctant to hire an applicant if they knew the applicant had past MHP. Associated with higher reluctance to hire an applicant with MHP were the concerns that it will lead to long-term sickness absence (β (95% CI)=0.39 (0.23 to 0.55)), that the employee cannot handle the work (β (95% CI)=0.16 (0.00 to 0.33)) that one cannot count on the employee (β (95% CI)=0.41 (0.23 to 0.58)) and higher manager education level (β (95% CI)=0.25 (0.05 to 0.44)). Conversely, associated with positive hiring intentions was being in favour of diversity and/or inclusive enterprise (β(95% CI)=−0.64 (−0.87 to −0.41)).ConclusionsAs the majority of managers were reluctant to hire applicants with MHP, and even 30% were reluctant to hire applicants who had past MHP, these findings have major implications for social inclusion in the Netherlands, where about 75% of employees would disclose MHP at work.

scholarly journals Kids SIPsmartER: A Feasibility Study to Reduce Sugar-Sweetened Beverage Consumption Among Middle School Youth in Central Appalachia

2017 ◽  
Vol 32 (6) ◽  
pp. 1386-1401 ◽  
Author(s):  
Hannah Lane ◽  
Kathleen J. Porter ◽  
Erin Hecht ◽  
Priscilla Harris ◽  
Vivica Kraak ◽  
...  
Keyword(s):  
Public Health ◽  
Middle School ◽  
Health Literacy ◽  
Media Literacy ◽  
Repeated Measures ◽  
Large Scale ◽  
School Setting ◽  
Random Order ◽  
Process Data ◽  
Public Health Literacy

Purpose: To test the feasibility of Kids SIP smartER, a school-based intervention to reduce consumption of sugar-sweetened beverages (SSBs). Design: Matched-contact randomized crossover study with mixed-methods analysis. Setting: One middle school in rural, Appalachian Virginia. Participants: Seventy-four sixth and seventh graders (5 classrooms) received Kids SIP smartER in random order over 2 intervention periods. Feasibility outcomes were assessed among 2 teachers. Intervention: Kids SIP smartER consisted of 6 lessons grounded in the Theory of Planned Behavior, media literacy, and public health literacy and aimed to improve individual SSB behaviors and understanding of media literacy and prevalent regional disparities. The matched-contact intervention promoted physical activity. Measures: Beverage Intake Questionnaire-15 (SSB consumption), validated theory questionnaires, feasibility questionnaires (student and teacher), student focus groups, teacher interviews, and process data (eg, attendance). Analysis: Repeated measures analysis of variances across 3 time points, descriptive statistics, and deductive analysis of qualitative data. Results: During the first intervention period, students receiving Kids SIP smartER (n = 43) significantly reduced SSBs by 11 ounces/day ( P = .01) and improved media ( P < .001) and public health literacy ( P < .01) understanding; however, only media literacy showed between-group differences ( P < .01). Students and teachers found Kids SIP smartER acceptable, in-demand, practical, and implementable within existing resources. Conclusion: Kids SIP smartER is feasible in an underresourced, rural school setting. Results will inform further development and large-scale testing of Kids SIP smartER to reduce SSBs among rural adolescents.

SYSTEMATIC INNOVATION CAPABILITY: EVIDENCE FROM CASE STUDIES AND A LARGE SURVEY

2017 ◽  
Vol 21 (07) ◽  
pp. 1750058 ◽  
Author(s):  
DANNY SAMSON ◽  
MARIANNE GLOET ◽  
PRAKASH SINGH
Keyword(s):  
Case Studies ◽  
Structural Equation ◽  
Large Scale ◽  
Process Management ◽  
Human Resources Management ◽  
Innovation Process ◽  
Performance Outcomes ◽  
Extensive Literature ◽  
Innovation Capability ◽  
Management Culture

This study involved a series of case studies that were combined with an extensive literature review to frame and construct a large-scale survey, measuring systematic innovation capability, and innovation performance (IP). Previous literature is quite fragmented with little inherent cohesion. Relatively few truly holistic studies have been done, especially in a large-scale multi-industry context. The case studies and structural equation modelling (SEM) in the present study validated important predictor variables of IP, including leadership and innovation strategy, customer focus and innovation process management, culture and human resources management, knowledge and technology management. The SEM determined that systematic innovation capability is a valid concept and can be measured as such, relating strongly to IP and business performance. Based on deep case studies and our large sample, innovation capability was demonstrated to be a holistic concept comprising a number of core elements that act together to strongly determine performance outcomes.

Will it be Disclosure or Fabrication of Personal Information?

2010 ◽  
pp. 231-254 ◽  
Author(s):  
Xun Li ◽  
Radhika Santhanam
Keyword(s):  
Personal Information ◽  
Personal Data ◽  
Job Applicants ◽  
Accurate Information ◽  
Hiring Decisions ◽  
Job Applicant ◽  
Privacy Concerns ◽  
Willingness To Disclose ◽  
Information Sensitivity ◽  
Theoretical Foundations

Individuals are increasingly reluctant to disclose personal data and sometimes even intentionally fabricate information to avoid the risk of having it compromised. In this context, organizations face an acute dilemma: they must obtain accurate job applicant information in order to make good hiring decisions, but potential employees may be reluctant to provide accurate information because they fear it could be used for other purposes. Building on theoretical foundations from social cognition and persuasion theory, we propose that, depending on levels of privacy concerns, organizations could use appropriate strategies to persuade job applicants to provide accurate information. We conducted a laboratory experiment to examine the effects of two different persuasion strategies on prospective employees’ willingness to disclose information, measured as their intentions to disclose or falsify information. Our results show support for our suggestion As part of this study, we propose the term information sensitivity to identify the types of personal information that potential employees are most reluctant to disclose.

Job Applicant Screening by a Japanese Transplant: A Union-Avoidance Tactic

ILR Review ◽  
1995 ◽  
Vol 49 (1) ◽  
pp. 88-104 ◽  
Author(s):  
Gregory M. Saltzman
Keyword(s):  
Outcome Data ◽  
Job Applicants ◽  
Job Applicant ◽  
Applicant Screening ◽  
Weak Evidence ◽  
Job Offers ◽  
Union Representation ◽  
Auto Parts ◽  
Union Avoidance

The author examines efforts by managers of a Japanese-owned auto parts plant to avoid hiring union sympathizers in 1993–94. Data from confidential questionnaires in which job applicants stated whether they would vote for union representation in their current or most recent job were matched with outcome data provided by management. Pro-union applicants were much more likely than other applicants to withdraw their applications or quit shortly after being hired. The author finds only weak evidence, however, that management overtly favored antiunion job applicants in making job offers.

scholarly journals Judging good appearance in personnel selection

2018 ◽  
Vol 25 (87) ◽  
pp. 656-675
Author(s):  
Altair dos Santos Paim ◽  
Marcos Emanoel Pereira
Keyword(s):  
Labor Market ◽  
Human Resources ◽  
Random Sample ◽  
Personnel Selection ◽  
Racial Bias ◽  
Selection Process ◽  
Physical Appearance ◽  
Racial Diversity ◽  
Job Applicants ◽  
Selection Of

ABSTRACT Judgement of what one views as good appearance in the selection of job applicants may reveal racial bias in access to the labor market. The purpose of this study is to evaluate the effects of racism in judging physical appearance in personnel selection. The non-random sample was composed of seventy-four (74) participants, of whom forty-two were human resources professionals (57%). The instruments used were an assessment of résumés, a set of prejudice scales, an inventory of racism in the labor market, an indicator of good appearance and a sociodemographic questionnaire. Three hypotheses were tested. Hypothesis 1, which postulated a preference for white candidates was confirmed. Hypothesis 2 was corroborated, because the professionals showed a higher tendency to choose candidates with a fairer complexion. Hypothesis 3, which made reference to good appearance was rejected, because the participants elected hygiene as a further element present in the judgment in selecting candidates. Finally, it is considered that the selection process should be based on the acceptance of racial diversity, a key element for the development of creative and innovative organizations.

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