Can Conflicting Perspectives on the Role of g in Personnel Selection Be Resolved?

2002 ◽  
pp. 173-186
Author(s):  
Kevin R. Murphy
Keyword(s):  
Personnel Selection

scholarly journals How the Influence of Unethical Leaders on Followers Is Affected by Their Implicit Followership Theories

2017 ◽  
Vol 24 (4) ◽  
pp. 450-465 ◽  
Author(s):  
Michael Knoll ◽  
Birgit Schyns ◽  
Lars-Eric Petersen
Keyword(s):  
Personnel Selection ◽  
Moral Disengagement ◽  
Control Variable ◽  
Experimental Studies ◽  
Unique Contribution ◽  
Behavioral Ethics ◽  
Cognitive Approach ◽  
Unethical Leadership ◽  
Implicit Followership Theories

Our research examines the role of followers in unethical leadership. Drawing on a social–cognitive approach to leadership and recent research in the field of behavioral ethics, we focus on how leader behavior and follower information processing interact to produce unethical outcomes. In two experimental studies simulating a personnel selection context, we examine to what extent individual implicit assumptions regarding the follower role (i.e., implicit followership theories, IFTs) relate to employees’ tendency to comply with leader unethical suggestions. In Study 1, controlling for possible alternative explanations such as personal need for structure, romance of leadership, and moral disengagement, we found that the IFT Good Citizen increased and the IFT Insubordination decreased followers’ tendencies to contribute to unethical leadership. In Study 2, we varied the leader’s unethical suggestions to further investigate the conditions under which these effects occur and included authoritarianism as an additional control variable. Overall, our findings suggest that IFTs make a unique contribution to our understanding of the role of followers in unethical leadership, and that this contribution depends on the way leaders frame their unethical request. Interaction effects suggest that follower characteristics need to be considered as they are embedded in specific situational settings rather than as isolated traits.

Situations at Work

2017 ◽  
pp. 465-489
Author(s):  
Robert P. Tett ◽  
Jennifer Ragsdale ◽  
Sylvia L. Mol ◽  
Nathan Hundley
Keyword(s):  
Organizational Development ◽  
Personnel Selection ◽  
Work Motivation ◽  
Task Type ◽  
Situational Factors ◽  
Work Behavior ◽  
Situational Strength ◽  
Evolving System ◽  
Main Effects

Targeting a productive and rewarding fit between the worker and the work setting, industrial-organizational (I-O) psychology is heavily vested in identifying situational factors as main effects on work behavior, as moderators of personological (e.g., personality) influences, and as outcomes in understanding the workplace as a dynamic and evolving system. Here, we focus on the role of situations in the I-O psychology practices of job analysis, personnel selection and validation, training, work motivation, leadership, job design, and organizational development. Then, select workplace situational taxonomies are presented from the literature, organized by task (e.g., RIASEC), group (team task type), and organizational (e.g., culture) levels. Several broad situational features (e.g., situational strength, situational trait-relevance) are also identified. The chapter closes with some general observations aimed at advancing integration of situational factors in the psychology of work.

The Judicial-Legal Definition of Discrimination in Testing

1975 ◽  
Vol 8 (1) ◽  
pp. 7-18
Author(s):  
Margaret G. Gold ◽  
Joseph F. Bruno
Keyword(s):  
Personnel Selection ◽  
Civil Service ◽  
Test Construction ◽  
Federal Courts ◽  
Public And Private ◽  
Legal Definition ◽  
Definition Of ◽  
The Revolution

In the last several years, there has been a revolution in the field of personnel testing. The revolution is due to the fact that the federal courts have assumed the role of tester of testers in extending a series of challenges to civil service and other personnel examinations. The ramifications of this intervention by the federal courts into personnel testing have been far-reaching. Public and private employers can no longer casually select an examination or other personnel selection device without running the risk that a successful challenge will be made to the list resulting from the test, thereby preventing appointments from being made. The result has clearly been a more careful application of the principles of sound test construction by civil service commissions and personnel departments.

Role of social desirability in personality testing for personnel selection: The red herring.

1996 ◽  
Vol 81 (6) ◽  
pp. 660-679 ◽  
Author(s):  
Deniz S. Ones ◽  
Chockalingam Viswesvaran ◽  
Angelika D. Reiss
Keyword(s):  
Social Desirability ◽  
Personnel Selection ◽  
Personality Testing

scholarly journals Applying a Metaphorical Method in Career Counselling

2021 ◽  
Author(s):  
Anita Racene ◽  
Keyword(s):  
Career Development ◽  
Professional Education ◽  
Personnel Selection ◽  
Career Counselling ◽  
Research Results ◽  
Counselling Practice

The present paper presents the research results on the role of choosing the metaphorical method for career counselling. The research aims to analyse the results of applying the metaphorical method in career counselling. An analysis of relevant theories and the results of an assignment completed by students of professional education institutions was performed to achieve the aim. The study involved 19 students aged 18-30. The research found that metaphors stimulate the imagination of young individuals and allow them to creatively approach career investigation by using their potential for a complex understanding of career-related phenomena and thinking about their career development. The research results could contribute to the understanding of the role of applying metaphorical methods in career counselling and give an idea of young individuals’ creativity and imagination in connection with their career development. Career counsellors, teachers as career counsellors and personnel selection specialists could use the findings in their career counselling practice.

Moral Disengagement and Ethical Decision-Making

2016 ◽  
Vol 15 (4) ◽  
pp. 184-189 ◽  
Author(s):  
James F. Johnson ◽  
Shane Connelly
Keyword(s):  
Decision Making ◽  
Personnel Selection ◽  
Moral Disengagement ◽  
Ethical Decision ◽  
Ethical Decision Making ◽  
Negative Relationship ◽  
Trait Affect ◽  
The Relationship ◽  
Moderating Role

Abstract. Process-focused models of ethical decision-making (EDM) have focused on individual and situational constraints influencing EDM processes and outcomes. Trait affect and propensity to morally disengage are two individual factors that influence EDM. The current study examines the moderating role of dispositional guilt and shame on the relationship between moral disengagement and EDM. Results indicate that moderate and high levels of dispositional guilt attenuate the negative relationship between moral disengagement and EDM, while low guilt does not. Dispositional shame does not moderate the relationship between moral disengagement and EDM. Implications for personnel selection are discussed.

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