Improving Employee Selection with Online Testing

2010 ◽  
pp. 902-909
Author(s):  
Jeffrey Pollack
Keyword(s):  
Social Desirability ◽  
Employee Selection ◽  
Online Testing ◽  
Turnover Rates ◽  
Job Fit ◽  
Validity And Reliability ◽  
Future Directions ◽  
Training Costs ◽  
Employment Testing ◽  
Poor Person

Advances in technology now enable employers to utilize computers to administer online employee selection tests, which result in lower costs, increased efficiency, and fewer transcription errors (Richman, Kiesler, Weisband, & Drasgow, 1999; Tippins et al., 2006). Additionally, online employment testing software can effectively and efficiently assist in identifying individuals best suited to an occupation, reducing poor person-job fit, lowering turnover rates, decreasing training costs, and minimizing errors in hiring (Bingham, Ilg, & Davidson, 2002; Mooney, 2002). This article addresses issues related to online employment testing software including types of tests available, validity and reliability, proctoring, and social desirability. Additional terms are defined and implications and future directions for research are discussed.

Improving Employee Selection with Online Testing

2009 ◽  
pp. 504-509
Author(s):  
Jeffrey M. Pollack
Keyword(s):  
Social Desirability ◽  
Employee Selection ◽  
Online Testing ◽  
Turnover Rates ◽  
Job Fit ◽  
Validity And Reliability ◽  
Future Directions ◽  
Training Costs ◽  
Employment Testing ◽  
Poor Person

Advances in technology now enable employers to utilize computers to administer online employee selection tests, which result in lower costs, increased efficiency, and fewer transcription errors (Richman, Kiesler, Weisband, & Drasgow, 1999; Tippins et al., 2006). Additionally, online employment testing software can effectively and efficiently assist in identifying individuals best suited to an occupation, reducing poor person-job fit, lowering turnover rates, decreasing training costs, and minimizing errors in hiring (Bingham, Ilg, & Davidson, 2002; Mooney, 2002). This article addresses issues related to online employment testing software including types of tests available, validity and reliability, proctoring, and social desirability. Additional terms are defined and implications and future directions for research are discussed.

PENGEMBANGAN SKALA LOCUS OF CONTROL

2017 ◽  
Vol 2 (3) ◽  
pp. 417-424
Author(s):  
Hendryadi Hendryadi
Keyword(s):  
Locus Of Control ◽  
Internal Consistency ◽  
Convergent Validity ◽  
Discriminant Validity ◽  
Short Form ◽  
Employee Selection ◽  
Future Research ◽  
Validity And Reliability ◽  
Control Scale ◽  
Two Stages

This article aims to develop a short form of the locus of control scale. The study was conducted in two stages: a study of 66 respondents as pilot testing which aims to test content validity, structure validity, and internal consistency. Study 2 was conducted on 328 respondents used to test the validity and reliability of the scale evaluated by the PLS-SEM method (such as internal consistency, convergent validity, and discriminant validity). The analysis concludes that the 8-item locus of control scales tested have adequate validity and reliability. A short form locus of control scale was developed and validated in this study, so it can be used in future research and evaluation for HR management practitioners in employee selection Keywords: locus of control, EFA, CFA, scale construction

scholarly journals Can Social Desirability Be Detected Statistically at the Macro-Sociological Level?

2021 ◽  
Vol 3 (1) ◽  
Author(s):  
Walter R. Schumm ◽  
◽  
Duane W. Crawford ◽  
Keyword(s):  
Social Desirability ◽  
Large Range ◽  
Empirical Studies ◽  
Effect Sizes ◽  
Research Quality ◽  
Same Sex ◽  
Future Directions ◽  
Empirical Tests ◽  
Same Sex Parents ◽  
Suppressor Variable

While a few have argued that social science has been subject to progressive biases, others have discounted such ideas. However, no one has yet performed empirical tests over a large range of studies for such possible bias, which we label macro-level social desirability (MLSD). Combining the results from fifty-nine empirical studies that assessed rates of nonheterosexuality among children of same-sex parents, we found that the higher the maximum rates reported, the less likely those reports were to have been cited in Google Scholar by counts or by annual rate, which may reflect MLSD. However, after several statistical controls, the association for counts became non-significant, while the association for rates became stronger, although the effect sizes were in a moderate (d = .28 or higher) to large range (d, up to .68) by either analysis. Generally, research quality acted as a suppressor variable for MLSD but was significantly related to both counts and rates of citations, indicating that higher quality articles were more likely to have been cited, even controlling for the number of years since first publication. Higher quality articles were slightly more likely to report higher rates of nonheterosexuality among children of same-sex parents. We discuss implications of our findings and suggest future directions of research.

scholarly journals An Introduction to Audit Studies in the Social Sciences

2018 ◽  
Author(s):  
S. Michael Gaddis
Keyword(s):  
Social Sciences ◽  
Field Experiment ◽  
Social Desirability ◽  
Social Desirability Bias ◽  
Common Language ◽  
Future Directions ◽  
Discriminatory Behavior ◽  
The Social ◽  
History Of

An audit study is a specific type of field experiment primarily used to test for discriminatory behavior when survey and interview questions induce social desirability bias. In this chapter, I first review the language and definitions related to audit studies and encourage adoption of a common language. I then discuss why researchers use the audit method as well as when researchers can and should use this method. Next, I give an overview of the history of audit studies, focusing on major developments and changes in the overall body of work. Finally, I discuss the limitations of correspondence audits and provide some thoughts on future directions.

Telepractice in Speech-Language Pathology: The Evidence, the Challenges, and the Future

2011 ◽  
Vol 1 (1) ◽  
pp. 10-21 ◽  
Author(s):  
Deborah Theodoros
Keyword(s):  
Mode Of Delivery ◽  
Communication Disorders ◽  
Evidence Base ◽  
Language And Literacy ◽  
Apraxia Of Speech ◽  
Speech Language Pathology ◽  
Validity And Reliability ◽  
Future Directions ◽  
The Future ◽  
Language Pathology

This article provides a review of the evidence base for telepractice in speech-language pathology, the challenges that exist, and the future directions for this field. It describes the benefits of telepractice for clients and their families and outlines the evidence currently available to support the validity and reliability of this mode of delivery in the management of adult neurogenic communication disorders (aphasia, dysarthria, apraxia of speech); voice disorders; stuttering; dysphagia; laryngectomy; and articulation, language, and literacy disorders in children. The challenges facing telepractice in speech-language pathology and the future directions for this field are discussed. Telepractice is an emerging area of service delivery in speech-language pathology that is likely to become an integral part of mainstream practice in the future. In order to achieve this, it is imperative that the profession accelerates its program of research and clinical endeavor in this area.

scholarly journals Social Media Posts About Racism Leads to Evaluative Backlash for Black Job Applicants

2020 ◽  
Vol 6 (4) ◽  
pp. 205630512097836
Author(s):  
Simon Howard ◽  
Kalen Kennedy ◽  
Francisco Tejeda
Keyword(s):  
Social Media ◽  
Social Networking ◽  
Social Networking Sites ◽  
Selection Process ◽  
Black Americans ◽  
Employee Selection ◽  
Racial Group ◽  
Job Applicants ◽  
Cover Letter ◽  
Future Directions

Black Americans post about race and race-related issues on social media more than any other racial group. In this study, we investigated whether Black Americans who post about racism on social networking sites (i.e., Facebook) experience evaluative backlash during the employee selection process. Participants ( N = 154) were given a Black job candidate’s cover letter, resume, and a scanned printout of their social media. Depending on what condition they were randomly assigned to, the applicant’s social media contained posts about racism or posts that were race neutral. Results indicated that Black individuals whose posts were about racism were evaluated less favorably than Black individuals whose posts were race neutral. Specifically, they were perceived as being less likable. In addition, Black individuals whose social media posts were related to racism were less likely to be offered an interview for a job. Implications, limitations, and future directions are discussed.

Reliability and Validity Testing of the Trait Emotional Intelligence Questionnaire-Short Form to Predict Nurses’ Job Satisfaction

2020 ◽  
pp. JNM-D-19-00029
Author(s):  
Mohamed Al Hosani ◽  
Alessandro Lanteri ◽  
Ross Davidson
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
United Arab Emirates ◽  
Short Form ◽  
Reliability And Validity ◽  
Trait Emotional Intelligence ◽  
Turnover Rates ◽  
Validity And Reliability ◽  
Satisfaction Scale ◽  
Trait Emotional Intelligence Questionnaire

Background and PurposeAssessing factors related to nurses’ job satisfaction may help to address nursing shortages and high turnover rates. Job satisfaction is complicated and may be related to several issues, including trait emotional intelligence. This study examined the reliability and validity of the Trait Emotional Intelligence Questionnaire-Short Form (TEIQue-SF) in a sample of nurses working in the United Arab Emirates, and tested its ability to predict job satisfaction.MethodsThe TEIQue-SF was tested against its original long form and as a predictor of the Nurse Satisfaction Scale.ResultsThe TEIQue-SF showed acceptable reliability at factor and global levels and a medium positive correlation with job satisfaction.ConclusionThe TEIQue-SF showed acceptable validity and reliability.

THE PERCEIVED IMPORTANCE OF PERSON-JOB FIT AND PERSON-ORGANIZATION FIT BETWEEN AND WITHIN INTERVIEW STAGES

2005 ◽  
Vol 33 (3) ◽  
pp. 209-226 ◽  
Author(s):  
Aichia Chuang ◽  
Paul R. Sackett
Keyword(s):  
Selection Process ◽  
Single Stage ◽  
Final Decision ◽  
Job Fit ◽  
Initial Interview ◽  
Future Directions ◽  
Perceived Importance ◽  
Final Interview ◽  
Person Organization Fit ◽  
Empirical Implications

This study explored the perceived importance of person-job fit and person-organization fit between and within three interview stages (i.e., initial, final, and single stage). The initial and final interviews refer to the sequential interviews conducted in a multiple-stage selection process and the single interview refers to the only interview conducted before a final decision is made. Using 446 campus recruiters, it was shown that: 1) P-J fit was perceived as more important than P-O fit in the initial interview; 2) the importance of P-J fit becomes lower from the initial interview to the single interview and from the initial interview to the final interview; and 3) the importance of P-O fit becomes higher from the initial interview to the single interview and from the initial interview to the final interview. Empirical implications and future directions are discussed.

scholarly journals Assessing the reliability of an online behavioural laterality battery: A pre-registered study.

2020 ◽  
Author(s):  
Adam James Parker ◽  
Zoe Victoria Joan Woodhead ◽  
Paul Andrew Thompson ◽  
Dorothy Vera Margaret Bishop
Keyword(s):  
Dichotic Listening ◽  
Finger Tapping ◽  
Decision Task ◽  
Online Testing ◽  
Validity And Reliability ◽  
Online Evaluation ◽  
Dichotic Listening Task ◽  
Listening Task ◽  
Test Retest Reliability ◽  
Larger Sample

Studies of cerebral lateralisation often involve participants completing a series of perceptual tasks under laboratory conditions. This has constrained the number of participants recruited in such studies. Online testing can allow for much larger sample sizes but limits the amount of experimental control that is feasible. Here we considered whether online testing could give valid and reliable results on four tasks: a rhyme decision visual half-field task, a dichotic listening task, a chimeric faces task, and a finger tapping task. We recruited 392 participants, oversampling left-handers, who completed the battery twice. Three of the tasks showed evidence of both validity and reliability, insofar as they showed hemispheric advantages in the expected direction and test-retest reliability of at least r= .75. The reliability of the rhyme decision task was less satisfactory (r= .62). We also confirmed a prediction that extreme left-handers were more likely to depart from typical lateralisation. Lateralisation across the two language tasks (dichotic listening and rhyme judgement) was weakly correlated, but unrelated to lateralisation on the chimeric faces task. We conclude that three of the tasks, dichotic listening, chimeric faces and finger tapping, show considerable promise for online evaluation of cerebral lateralisation.

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