Servants of two (or more) masters: Accounting for the complexity of intraparty candidate selection methods

Intraparty candidate selection methods are the drivers of many topics of interest to political scientists. Their operationalization, however, is made complicated because they tend to involve multiple selectorates that differ in their levels of inclusiveness and centralization and that play various roles within the process. This complexity poses a challenge for large- n comparative studies. Drawing on the Political Parties DataBase Round Two to analyze candidate selection methods in 184 parties from 35 democracies, we highlight the inadequacy of the currently available measures to correctly account for this complexity in large- n studies and offer improvements on this front. Specifically, we propose a continuous measure of inclusiveness that better captures the complexity of candidate selection methods and a new measure of complexity to facilitate future analyses into this feature. We recommend that scholars in other cross-national projects consider adopting similar or improved coding strategies in order to better capture these complexities.

Global Scientific Output on Medical Education during the COVID-19 Pandemic

The objective of the present study is to characterize the global scientific production on medical education during the COVID-19 pandemic in seven scientific databases from January 2020 to April 2021. We worked with a universe of 248 articles of which bibliometric indicators were analyzed using Publish or Perish software v. 7.19 and the same analytical software for the chosen databases. The results indicate an average of 39.5 citations. 27.95, 0.87 and 17.90 citations per year, citations per article and citations per author respectively. Among the most cited articles in the Scopus and Microsoft academic databases, Maintaining High-Quality Multidisciplinary Scholarship Programs in Pain Medicine stands out: Part I: Innovations in Education, Research, Candidate Selection Process, Wellness, and Implementation from ACGME during the COVID-19 pandemic. This article is also the second most cited article in the Web of Science database. These results show that the production of scientific articles on educational medicine in the context of the COVID-19 pandemic has not had a significant development.

Employee Candidate Selection Systems Based on Web

The success of a school, of course, cannot be separated from the roles of teachers and employees. With the presence of teachers who meet predetermined quality standards, the school's productivity will increase and its quality can be maintained. Therefore, the school is required to be able to select a more objective recruitment of prospective employees. A process that is not objective will lead to inaccuracy in selecting prospective employees. To overcome this problem, a candidate recruitment application system is needed that can select prospective employees as needed. This research took place in private high schools in Jakarta. The system development method used in this research is the waterfall. The application developed in this study consisted of three users, namely the principal, assessors and prospective employees. This study produces an application that can be used by the private high school in selecting prospective employees according to their needs.

AN MCDM APPROACH FOR PERSONNEL SELECTION USING THE COCOSO METHOD

Candidate selection has a direct impact on the quality of a company's human resources department, so it's an essential activity for public and private companies alike. Various ways have been created to assist and make it easier for organizations to select the best candidate, specifically the right people to do specific roles. As a result, the purpose of this study is to propose the use of multi-criteria decision-making techniques in personnel selection. Therefore, for the determination of the weights of the criteria will be employed the SWARA method, whereas, for the ranking of the alternatives, i.e. selection of the best candidate, a CoCoSo method will be applied.

A Comparative Analysis of Selection Criteria of Candidates in Belgium

The literature on candidate selection has focussed extensively on the degree of inclusiveness and decentralization of the selectorate, as part of the debate on intra-party democracy. However, much less attention has been paid to the degree of openness of candidacies, or selection criteria within parties. Yet parties have a lot of leeway in how they design selection criteria internally. Which guidelines do parties follow when making the crucial choice on which candidates to select for elections? This paper investigates selection criteria from two perspectives: the formal rules set by parties that restrict the candidate’s pool and the (informal) preferences of selectors that shape who gets selected. We aim first at contrasting the degree of party institutionalization and parties’ formal rules in candidate selection and so, we shed light on whether parties formalise their candidacy requirements and candidate selection processes to the same extent as other party activities. Second, the paper investigates the role of the selectorates, and how selectorate’s characteristics matter for the kind of (informal) selection criteria, be they intended at maximizing offices, votes or policies. Drawing on party statutes coded in the Political Party Database (PPDB) and 23 in-depth interviews with selectors, we study three francophone Belgian parties that differ both in terms of inclusiveness of the selectorate who has the final say on candidate selection and in terms of degree of centralisation, and in terms of party institutionalisation: the green party (Ecolo), the socialist party (PS), and the liberal party (MR). Our comparative analysis of parties, selection criteria provides new insights into the secret garden of politics and highlights in particular the major impact of parties, degree of centralization.

Breathing Through their Noses: Candidate Selection and Role Adaptation amongst First-Term MPs in the New Zealand Parliament

<p>Sir Keith Holyoake, New Zealand Prime Minister from 1960 to 1972, famously counselled first-term Members of Parliament to ‘breathe through their noses’, suggesting that it was in their best interests to keep their heads down and mouths shut. Perhaps this recommendation is instrumental in the low profile of first-term MPs in New Zealand and the subsequent dearth of information available about these individuals. Within political science, scholarly attention has tended to focus on the ‘power holders’ – senior leaders and those perceived to have the most influence. In New Zealand, this has resulted in a growing field of literature about prime ministers, party leaders, and the few parliamentarians who reach cabinet. This thesis steps back from power holders to shed light on new MPs. It is important to know who new MPs are. Within parliamentary systems MPs often serve long apprenticeships before being promoted to the senior positions of their party and government. Thus MPs who enter parliament today may hold significant influence in the future. However, very little is known about legislators when they enter parliament. Do all Members of Parliament wish to become ministers or prime ministers, or do they have more modest aspirations, such as being the best local MP they possibly can? By understanding the motivations of our neophyte politicians we can better understand the types of people who are likely to become significant political actors in the future. This study aims to understand how and why individuals become MPs and how they adapt to the role once they have been elected. This thesis uses information gained from two rounds of interviews conducted with first-term Members of Parliament during their first nine months in office. Thus this research presents an insight into how MPs view candidate selection and follows them through their first few months in the job as they reconcile their pre-election expectations with the roles expected of MPs. The result is an account of how individuals become MPs and the roles they develop once elected.</p>

Breathing Through their Noses: Candidate Selection and Role Adaptation amongst First-Term MPs in the New Zealand Parliament

<p>Sir Keith Holyoake, New Zealand Prime Minister from 1960 to 1972, famously counselled first-term Members of Parliament to ‘breathe through their noses’, suggesting that it was in their best interests to keep their heads down and mouths shut. Perhaps this recommendation is instrumental in the low profile of first-term MPs in New Zealand and the subsequent dearth of information available about these individuals. Within political science, scholarly attention has tended to focus on the ‘power holders’ – senior leaders and those perceived to have the most influence. In New Zealand, this has resulted in a growing field of literature about prime ministers, party leaders, and the few parliamentarians who reach cabinet. This thesis steps back from power holders to shed light on new MPs. It is important to know who new MPs are. Within parliamentary systems MPs often serve long apprenticeships before being promoted to the senior positions of their party and government. Thus MPs who enter parliament today may hold significant influence in the future. However, very little is known about legislators when they enter parliament. Do all Members of Parliament wish to become ministers or prime ministers, or do they have more modest aspirations, such as being the best local MP they possibly can? By understanding the motivations of our neophyte politicians we can better understand the types of people who are likely to become significant political actors in the future. This study aims to understand how and why individuals become MPs and how they adapt to the role once they have been elected. This thesis uses information gained from two rounds of interviews conducted with first-term Members of Parliament during their first nine months in office. Thus this research presents an insight into how MPs view candidate selection and follows them through their first few months in the job as they reconcile their pre-election expectations with the roles expected of MPs. The result is an account of how individuals become MPs and the roles they develop once elected.</p>

Electoral Reform and the Centralisation of the New Zealand National Party

<p>Political party organisations respond to the challenges of their environments. Different organisational structures have different capabilities and capacities and, therefore, some organisations are better suited to some environments. What happened to party organisations when New Zealand changed from a first-past-the-post to a mixed member proportional electoral system? Did all parties have the same capacities to meet the challenges raised by this new environment? This paper addresses these questions by examining the organisational responses of the New Zealand National Party to the introduction of the mixed member proportional electoral system after 1993. The National Party was constructed to operate in a first-past-the-post electoral system and it did so successfully, winning twelve of the nineteen elections it contested. In response to the challenges of the first-past-the-post environment, National decentralised both candidate selection and campaign structure. National's decentralised organisation proved to be a liability for National under the new mixed member proportional environment however. Mixed member proportional demanded the construction of a nationwide list and a coherent campaign for the nationwide party vote. With its existing organisational structure, National was unable to meet either of these demands and suffered the electoral repercussions of that failure. After four consecutive elections in which National lost vote share, the National Party centralised its organisation in 2003. This paper analyses the centralisation of the National Party's organisation and the reasons for it by examining the Party's efforts to reform candidate selection and management of campaigns. The two organisational structures which National used for selecting candidates and managing campaigns under mixed member proportional produced different results. The candidate pools for 1996, 1999 and 2002 failed to provide nationwide appeal and produced incentive for electorate candidates to ignore the party vote element. Further, the campaign structure for these three elections allowed electorate committees significant control and the ability to undermine the nationwide party vote campaign. In the 2005 election, however, candidate selection and campaign management showed significant changes. The candidate selection process provided incentives for electorate candidates to seek both electorate and party votes, although it arguably still failed to produce a nationally appealing party list. The management of the campaign was also significantly different. It demonstrated the benefit of central campaign control in a mixed member proportional electoral system. The 2003 centralisation gave National elites significant control and allowed National to almost double its 2002 result in the 2005 election. This thesis demonstrates that a mixed member proportional electoral system gave National strong incentives to centralise its party organisation.</p>

Electoral Reform and the Centralisation of the New Zealand National Party

<p>Political party organisations respond to the challenges of their environments. Different organisational structures have different capabilities and capacities and, therefore, some organisations are better suited to some environments. What happened to party organisations when New Zealand changed from a first-past-the-post to a mixed member proportional electoral system? Did all parties have the same capacities to meet the challenges raised by this new environment? This paper addresses these questions by examining the organisational responses of the New Zealand National Party to the introduction of the mixed member proportional electoral system after 1993. The National Party was constructed to operate in a first-past-the-post electoral system and it did so successfully, winning twelve of the nineteen elections it contested. In response to the challenges of the first-past-the-post environment, National decentralised both candidate selection and campaign structure. National's decentralised organisation proved to be a liability for National under the new mixed member proportional environment however. Mixed member proportional demanded the construction of a nationwide list and a coherent campaign for the nationwide party vote. With its existing organisational structure, National was unable to meet either of these demands and suffered the electoral repercussions of that failure. After four consecutive elections in which National lost vote share, the National Party centralised its organisation in 2003. This paper analyses the centralisation of the National Party's organisation and the reasons for it by examining the Party's efforts to reform candidate selection and management of campaigns. The two organisational structures which National used for selecting candidates and managing campaigns under mixed member proportional produced different results. The candidate pools for 1996, 1999 and 2002 failed to provide nationwide appeal and produced incentive for electorate candidates to ignore the party vote element. Further, the campaign structure for these three elections allowed electorate committees significant control and the ability to undermine the nationwide party vote campaign. In the 2005 election, however, candidate selection and campaign management showed significant changes. The candidate selection process provided incentives for electorate candidates to seek both electorate and party votes, although it arguably still failed to produce a nationally appealing party list. The management of the campaign was also significantly different. It demonstrated the benefit of central campaign control in a mixed member proportional electoral system. The 2003 centralisation gave National elites significant control and allowed National to almost double its 2002 result in the 2005 election. This thesis demonstrates that a mixed member proportional electoral system gave National strong incentives to centralise its party organisation.</p>

Dear Computer on My Desk, Which Candidate Fits Best? An Assessment of Candidates’ Perception of Assessment Quality When Using AI in Personnel Selection

Recently, with the increase in technological capabilities and the need to reduce bias in candidate selection processes, artificial intelligence (AI)-based selection procedures have been on the rise. However, the literature indicates that candidate reactions to a selection process need to be considered by organizations that compete for employees. In this study, we investigate reactions to AI-based selection procedures in a three-dimensional vignette study among young adults in Germany. By investigating the effects of the dimensions of AI complexity, intangibility, and reliability on the perceived quality of assessment of potential candidates, we found that AI complexity and intangibility impact the perceived quality of assessment negatively when the candidates’ knowledge, strengths, and weaknesses should be assessed. We also found interactive relationships of all three dimensions for the assessment of motivation. In sum, results indicate that candidates are skeptical toward the assessment quality of AI-intense selection processes, especially if these assess complex assessment criteria such as personality or a job performance forecast. Hence, organizations need to be careful when implementing AI-based selection procedures. HR implications are made on the basis of these results to cope with negative candidate perceptions.