Predicting Correctional Officer Job Performance Using the Critical Hire-Screen and Personality Assessment Inventory: An Analysis of Incremental Validity

This article measured the degree to which the Critical Hire-Screen (CH-S), a pre-employment test of integrity, and Personality Assessment Inventory (PAI), a test of psychopathology, correlated with and predicted supervisor ratings of correctional officer job performance. Results revealed that the CH-S provided the strongest correlation with, and prediction of, job performance. Although PAI subscales contributed to the prediction model, relatively few subscales were ultimately selected, resulting in the CH-S explaining the majority of the variance. Implications for correctional agencies and pre-employment evaluators are discussed, and recommendations for the practical application of these results to pre-employment testing process are provided.

The contract-of-employment test renewed. A Scandinavian approach to platform work

Platform work blurs the scope of labour law and challenges the contract-of-employment test, threatening effective labour law protection. This article analyses this challenge from a Scandinavian perspective, where the contract-of-employment tests share common features and where a core common challenge is the ambiguous nature of worker freedom: When does the freedom to choose tasks and hours indicate autonomy and when does it indicate (extreme) precarity?As the criteria guiding the test leave this issue unresolved, the article argues that a renewal is required and suggests how it can be achieved. The purposive approach rooted in Scandinavian jurisprudence allows for both an individual and a market perspective, and provides a basis for a careful renewal of the test. The article concludes by suggesting new –or updated– criteria guiding the contract-of-employment test when dealing with platform work.Keywords: platform work, crowdwork, contract of employment, concept of employee.