ATP Industrial-Organizational Division

Firefighters win the Ricci v. DeStefano case

2009-06-29T13:14:00.002-04:00

The Supreme Court ruling could alter employment practices nationwide and make it harder to prove discrimination when there is no evidence it was intentional.

Click here for a news report on the ruling.

Research Update

2009-06-16T12:49:00.010-04:00

This update summarizes and provides links for the following research of interest:

Using Integrity Tests for Employee Selection
Does Emotional Reasoning aid Job Performance?
What attracts Employees to Organizations?

Using Integrity Tests for Employee Selection

Integrity tests, as a part of a selection battery, have been shown to provide the greatest incremental validity over and above tests of general mental ability (Schmidt and Hunter, 1998). Building on this research, Casillas, Robbins, McKinniss, Postlewaite and Oh (2009) tested 680 job incumbents across nine organizations of different sizes spanning diverse industries to develop and validate an integrity measure called the WorkKeys Performance Assessment (WPA). This participant sample was randomly split into a development sample, which was used to select the items to be included on the test and a cross- validation sample, to identify the properties of the measure. An item pool was generated using current I/O Psychology literature, subject matter expert ratings, and readability ratings from a sample of 50 blue-collar employees. The resulting pool of 216 items was set to a 6-point Likert scale and divided into two sub-scales, GWA measuring an individual’s overall approach to their work and environment and RR, a measure of an individual’s attitude towards compliance with safety guidelines and procedures as well as accident prevention in the workplace. The measure contained both overt and covert items. Analysis of data collected from the development sample resulted in a total of 26 GWA (α=.81) and 23 RR (α=.83) items. Scores on the GWA and RR scales were correlated with both self and supervisor ratings of performance. Moreover, including RR in the analysis increased incremental validity and ability to predict safety and counter-productive work behaviours by 27.8% and 20.1% respectively. It was also observed that a composite of conscientiousness, agreeableness and emotional stability from the Big 5 was highly correlated with the WPA (range=.52-.59). Consistent with the literature, fairly low correlations were observed between demographic variables and test scores. Hence, these pre-employment tests could function as a cost-effective device to identify potentially reliable and dependable employees who may be successful on the job.

Full article/abstract available at: http://www3.interscience.wiley.com/journal/122204891/abstract?CRETRY=1&SRETRY=0

Does Emotional Reasoning aid Job Performance?

This 2-study investigation by Blickle, Momm, Kramer, Mierke, Liu and Ferris (2009) evaluated the construct and criterion related validity of a new measure of emotional reasoning called the ‘Test of Emotional Intelligence (TEMINT). This test uses a specific-ability approach to assess an important component of emotional intelligence which involves reasoning with emotions or “the ability to employ emotional knowledge to understand and analyze emotions” (Blickle et al., 2009). The measure was developed such that lower scores on the TEMINT indicate higher emotional reasoning skills. This measure was administered to 210 German employees in conjunction with another extensively validated measure of emotion perception ability called ‘DANVA’. These participants were also peer-rated by 210 assessors. Consistent with expectations, the TEMINT was significantly related to job function and job type but not age and gender. Results from Study 1 indicated that TEMINT scores were positively correlated with scores from the DANVA (r=.26, p<.05). Consistent with predictions, TEMINT scores were negatively correlated to self ratings of empathy(r=-.26, p<.05) as well as openness to experience(r=-.21, p<.05). As well, TEMINT scores were negatively correlated with all three social functioning variables including social astuteness, interpersonal influence and apparent sincerity and explained a significant proportion of the variance in these even after controlling for personality and job type but appeared to be uncorrelated with general mental ability (GMA). Study 2 revealed that the assessments of job performance by supervisors, peers and others were significantly correlated (r=-.24) with TEMINT scores. Moreover, emotional reasoning skills measured on the TEMINT explained a significant proportion of job performance even beyond those accounted for by GMA and personality. Hence, TEMINT appears to be a valid measure of emotional reasoning skills which seems to be an important predictor of job performance. Future research is required to examine the relationship of TEMINT with other relevant work outcomes as well as to design emotional competency training to develop employee emotional reasoning skills.

Full article/abstract available at: http://www3.interscience.wiley.com/journal/122204894/abstract

What attracts Employees to Organizations?

A study by Slaughter and Greguras (2009) attempted to determine whether the perceived ‘personality’ of an organization (defined as the set of human personality characteristics perceived to be associated with the organization) was a factor influencing an individual’s initial attraction to it. An organization’s “personality” can be developed through a variety of media including television/radio advertisements and other sources of information such as the internet, or from friends and family. Previous research by Slaughter et al (2004) indentified five different types of perceived organizational personality characteristics including Boy Scout (e.g. honest, helpful), Innovativeness (e.g. original), Dominance (e.g. big), Thrift (e.g. low budget) and Style (e.g. trendy). Data was collected at three time periods 2 weeks apart. Participants included 828 undergraduate psychology students at Time 1 who completed the Big 5 personality measure. At Time 2, a total of 777 participants rated a randomly assigned organization on perceptions of organizational personality characteristics and available job opportunities. At Time 3, a total of 752 participants rated organizational attractiveness.
Notable findings included the following:

The organization’s “personality” explained a significant proportion of the variance in attraction to the organization but not the likelihood of accepting a job offer.
There was less attraction to organizations that appeared thrifty. As a result, the authors recommended that companies emphasize other qualities (e.g., portray an image of being more innovative, helpful and reliable).
More dominant organizations seem less attractive to applicants.
Conscientiousness moderated the relationship between attraction to the organization and a number of perceived organizational personality characteristics (Thrift, Innovativeness and Boy Scout) such that more conscientious individuals who are also more ambitious will prefer to not be associated with organizations that have a negative image.
Results did not reveal a stronger attraction to an organization as a result of a stronger Person-Organization fit but did find a weaker attraction due to a weaker fit, especially in the cases where individuals were high on a personality dimension that the organization was perceived low on.

Although future research with more representative field samples is warranted, an important implication of this study is that organizations must consider the image they portray to ensure that desirable applicants are attracted to it.

Full article/abstract available at: http://www3.interscience.wiley.com/journal/122204898/abstract

Research Update

2009-06-01T10:25:00.010-04:00

This update summarizes and provides links for the following research of interest:

Can Faking be Reduced by Using Multiple Predictors?

Job Engagement and the “Disconnect” Between Scientist & Practitioner
Evidence for a New Factor of Cognitive Ability

Should you Hire or Nurture Optimism?

Can Faking be Reduced by Using Multiple Predictors?

Converse, Peterson and Griffith (2009) compared faking on non-cognitive selection measures used in isolation with those administered in conjunction with other selection measures. Simulated selection data including 2000 data points was generated and selected in different combinations of variable scores, on conscientiousness and two other predictors as well as on faking and job performance. The outcomes of criterion-related validity, mean performance and selection decision consistency were then examined. Results indicated that faking did affect the criterion-related validity to a considerable extent and hence remains a practical concern for selection research and practice. In addition, the authors observed that faking affected all other outcomes to a lesser degree when multiple selection measures (either cognitive or non-cognitive) are used together as opposed to when the personality measure was administered in isolation. Based on the findings of their research, the authors suggest that it is advisable to use caution and attempt to reduce faking by adding additional predictors if a narrow trait is being used to predict a specific attribute of performance. Future research in the areas of faking and multiple predictors as well as the faking-performance correlation is also warranted based on its considerable practical relevance.

Full article at: http://www3.interscience.wiley.com/journal/122204896/abstract

Job Engagement and the “Disconnect” Between Scientist & Practitioner

Wefald and Downey (2009) discuss the obvious discrepancy between organizations and academia in their approach to job engagement. Job engagement is a popular concept with organizations and HR consulting firms. There exist a number of measures, such as the Gallup Q12 approach, which defines job engagement as ‘an individual’s involvement, satisfaction and enthusiasm for work and being connected to others at work’ (Harter, Schmidt and Hayes, 2002). Limited external academic validation of popular engagement measures has been carried out due to their proprietary nature. It is apparent, however, that the industry focus remains on outcomes such as retention and performance. On the other hand, academia considers engagement from a psychological state standpoint, defined as ‘a persistent and affective-motivational state of fulfillment in employees’ (Schaufeli, 2002). There is limited research on the consequences of job engagement as defined by academia and the generalizability of existing research in the area is questionable. Future research comparing or relating the academic concept with the industry approach would go a long way in bridging the gap between these spheres.

Full article at:http://www3.interscience.wiley.com/journal/121413732/abstract

Evidence for a New Factor of Cognitive Ability

The single factor ‘g’ (Spearman, 1927) has long been associated with cognitive ability and intelligence. However, recent evidence suggests the existence of another additional factor termed ‘process analytic’ by Zysberg (2009). The first study conducted by Zysberg (2009) included 6010 applicants for professional positions that ranged between 18-56 years of age. The participants underwent a battery of classic intelligence tests including a formal series test, a numeric sequence test, an arithmetic knowledge test, a verbal analogies test and a verbal logical test. They also completed two process analytic tests including flowcharts and process tests which showed high reliability coefficients. Factor analysis indicated the presence of three factors accounting for 93% of the total variance underlying the intelligence construct including a quantitative reasoning factor, a verbal logical test and a third factor including the flowcharts and the process tests termed the ‘process analytic’ factor. This factor is defined as ‘one’s ability to perceive and interpret processes, to be able to represent realities in terms of processes and decision making junctions, and identify and rectify errors and flaws in the processes to make it flow most efficiently’ (Zysberg, 2009). The results of this study were replicated in a second study with 1832 job applicants for technical positions. Again, a stable three factor structure which accounted for 81% of the total variance and included the new ‘process analytic’ factor. However, it may be possible that the emergence of this new factor is the result of the novel mode of testing used to tap the process analytic factor rather than a new facet of intelligence.

Full article at:http://www3.interscience.wiley.com/journal/122204890/abstract

Should you Hire or Nurture Optimism?

Kluemper, Little and DeGroot (2009) carried out two studies to test the effects of state and trait optimism on various organizational outcomes such as psychological distress symptoms, burnout, affective commitment, job satisfaction, task performance and contextual performance. Trait optimism refers to a stable internal level of optimism whereas state optimism refers to changes in optimism due to situational factors. Kluemper et al (2009) hypothesized that if trait optimism is more predictive of job outcomes, it could be selected for at the time of recruitment whereas if state optimism is a better predictor, individuals could be trained to increase their levels of optimism, as demonstrated by previous research (Seligman, 1998). The first study was conducted on 772 undergraduate students and the second on 106 employees at a treatment facility. In both studies, state optimism significantly predicted additional variance in all outcomes both after controlling for both trait optimism as well as for affect. As well, confirmatory factor analysis in the first study indicated that state optimism was independent from both trait optimism and affect. However, trait optimism did not significantly add to this variance after controlling for state optimism or affect. Hence, the results from both these studies suggest that to encourage positive job outcomes, managers must create a work environment that encourages optimism to rather than hiring optimistic individuals.

Full article at:http://www3.interscience.wiley.com/journal/121669145/abstract

Information on Ricci, et al. v. DeStefano, et al. case

2009-04-20T13:10:00.004-04:00

Interested in accessing Briefs and Documents related to the Ricci, et al. v. DeStefano, et al case? You can find them here.

NAS workshops to improve O*NET

2009-03-25T10:19:00.002-04:00

NAS is hosting two workshops in March 2009 to review uses and possible improvements to O*NET.

http://www8.nationalacademies.org/cp/projectview.aspx?key=49013 is where you can find an overview of the project, committee membership, and information on the open meeting dates which are 3.26.09 and 4.17.09 in Washington, DC

The presentation slides and notes from the 2009 ATP I/O Division meeting are posted below

2009-03-18T16:26:00.004-04:00

Presentation from the meeting
Notes from the meeting

Be sure to attend the ATP meeting at SIOP on Friday, April 3rd from 5:00pm to 6:00pm

2009-03-16T15:33:00.003-04:00

The I/O Division of ATP will be holding its annual reception at SIOP on Friday, April 3rd from 5:00pm – 6:00pm in the Crescent Board Room (4th Floor of the Sheraton). Please join us for an update and refreshments. We look forward to seeing you there.

ATP Presentation on the Management of Assessment Data

2009-03-16T15:22:00.005-04:00

Access the PowerPoint Presentation

Access a Word document listing ethical codes and guidelines relevant to the management of assessment data

Interesting posts from popular HR blogs

2009-02-23T13:15:00.009-05:00

Summarizes posts from a variety HR blogs. The diverse set of topics include everything from discrimination when using videos for interviews/resumes, to the benefits and drawback to twitter chatter on the job, to best practices in succession planning.

Discrimination and the use of video (interviews, resumes)

Examines whether the newest technology tool of video will help or hurt our collective quest to treat every job applicant equally.
http://www.cheezhead.com/2009/02/11/discrimination-and-the-use-of-video/

The Positives of Gen Y

I’m young. I’m inexperienced. I’m a slacker. I’m entitled. I have a short attention span. I can’t hold down a job. At least that’s how my elders see me.
http://www.cheezhead.com/2009/02/17/jc-positives-of-gen-y/

Job Seekers Vend their Skills on E-Bay

A Colorado woman who was terminated from her job at a call center decides to sell her skills on EBay
http://www.cheezhead.com/2009/02/17/ved-job-seekers-vend-their-skills-on-ebay/

Indeed launches Industry Trends

Indeed.com has released a unique view of job postings and job seeker trends in 12 major industries called Industry Trends.
http://www.cheezhead.com/2009/02/17/ved-indeed-launches-industry-trends/

Top 100 Companies Hiring this Quarter

Yahoo! HotJobs has refreshed their quarterly list of the top 100 companies that are hiring this quarter. The list is based on the quantity of job postings each company has published on the job site.
http://www.cheezhead.com/2009/02/16/ved-top-100-companies-hiring-this-quarter/

Get in the Game – An engaging interactive experience + RJP + employment test in one package

Explores how video game technology (VGT) is influencing employment testing and the potential benefits of this union
http://hrtests.blogspot.com/2009/02/get-in-game.html

Training and Experience Questionnaires – Mitigating their risks

Offers pointers on mitigating the challenges associated with T&E Questionnaires
http://hrtests.blogspot.com/2009/01/living-with-t.html

Why Automate Succession Planning When you do it like the Mob?

A call for a more thoughtful, proactive approach to succession planning
http://www.fistfuloftalent.com/2009/02/why-automate-succession-planning-when-you-do-it-like-the-mob.html

Succession Planning – Preparedness for the Future

Contains a link to a concise Forbes.com article that includes some fundamental best practices
http://sailajachadaram.blogspot.com/2007/11/successon-planning-preparedness-for.html

Lilly Ledbetter Law

BLR founder and CEO Bob Brady reports on responses to his recent survey on the impact of the new Lilly Ledbetter Fair Pay Act. Majority view? “I’m OK-- you’re a mess.”
http://hrdailyadvisor.blr.com/archive/2009/02/20/Epinions_Lilly_Ledbetter_Fair_Pay_Act_Survey_Wage_Hour_Lawsuits_Compensation.aspx

Twitter Chatter

Perspectives on the benefits and distractions that come with tweeting on the job, along with useful Twitter tools for teams and businesses.
http://www.hrwebcafe.com/2009/02/twitter_productivity_helper_or.html

iCims and the Future of Human Resources

About the leading edge iCims talent platform and its participation in the 2nd Annual Future of Human Resources in Oil, Gas, & Energy Conference.
http://www.hrmarketer.com/~blog/2009/02/icims-to-participate-in-2nd-annual.html

Video Surveillance in the Workplace - when is it a good idea?

Includes a top 10 “things to consider” list and Q&A section from the British Columbia Privacy Commissioner for employers contemplating video surveillance at work
http://www.hr-esources.com/01/09/guidelines-for-using-video-surveillance-in-the-private-sector/

Smart People Making Bad Decisions

Find out what 4 things can derail even the most intelligent leaders and view a podcast by Sydney Finkelstein, the author of Why Smart Executives Fail.
http://hrblog.typepad.com/perfect_labor_storm/2009/02/hindsight-is-always-2020-but-lately-it-seems-that-a-lot-of-really-smart-people-are-making-really-bad-decisions-i-just-liste.html

What’s your “Social Score?”

Explores the idea of creating a “social index” for organizations to encourage and foster social collaboration and networking.
http://humancapitalist.com/?p=675

Research Update

2009-02-02T15:57:00.007-05:00

I hope you're ready, because this is a big one! It has been a while since we summarized recent stduies of relevance to test publishers. In this post, we clear the backlog by summarizing articles (from various journals) on the following topics:

Validity of police-selection measures and differences between ethnic groups
Reducing faking on situational judgment tests
Consequences of frequent applicants in adverse impact analyses
The influence of organizational culture on work-related personality requirement ratings: A multilevel analysis
The relationship between financial history and counterproductive work behavior
Measuring compensation satisfaction
Does age of transformational leaders matter?
Applicant–employee similarity and attraction to an employer
Do you think KSAOs can be improved?
Can coaching improve performance on structured interviews?
Work values: Some demographic and cultural correlates
How organizational climate affects discrimination claims

Criterion-related validity of Dutch police-selection measures and differences between ethnic groups

Meijer, Born, Terlouw, & van der Molen (2008) compared the validity of cognitive ability and non-cognitive ability measures (e.g., Big-5 personality, assessment center, structured interview) in predicting police training performance. Validities differed depending on Ethnic group. Participants were 2365 majority applicants and 682 minority applicants (minority applicants were primarily Antillean, Moroccan, Surinamese, or Turkish) training to become Dutch police officers. The authors cite recent evidence that general mental ability may be less predictive in police officer jobs than in most other occupations (r = .24; Salgado et al., 2003). In accordance with – though more extreme than – that evidence, the authors concluded that generally mental ability had low validity in predicting training performance for police officers, especially for the ethnic majority group (r = .14 for ethnic minority group; r = .04 for ethnic majority group). No big 5 personality dimension predicted performance for either ethnic group. Assessment centers and employment interviews were more predictive for the ethnic majority group. The authors discuss the potential impact of (1) bias in ratings by raters who were all members of the majority-group, (2) small variance in the training performance criterion, (3) degree to which training performance is likely to agree with subsequent on-the-job performance.

Full link to article: http://dx.doi.org/10.1111/j.1468-2389.2008.00438.x

On the consequences of frequent applicants in adverse impact analyses: A demonstration study

Automated application processes make applying to jobs easier, allowing candidates to apply to multiple positions within an organization or the same position multiple times. These repeat candidates can influence adverse impact analyses. Dunleavy et al. (2008) demonstrate the effects using simulations. The authors show how a single applicant applying multiple times can cause the appearance of adverse impact when none exists. Conversely, in cases where there is adverse impact, repeat applicants can hide the adverse impact. These effects are demonstrated in various selection scenarios using simulations. The authors then discuss methods of identifying repeat applicants and present options for handling data from them.

Full link to article: http://dx.doi.org/10.1111/j.1468-2389.2008.00439.x

The influence of organizational culture on work-related personality requirement ratings: A multilevel analysis

If organizational culture affects selection, the same job in different organizations should have slightly different requirements. Li et al. (2008) found just that: personality importance ratings differed between organizations. These importance ratings were related to organizational culture. Participants were 270 Chinese customer service representatives working for 37 mobile phone service companies owned by the same parent company. Participants rated their organizations culture and subsequently used a translated version of O*Net’s Work Styles instrument to rate the importance of several personality traits for their job. There was agreement within organizations and differences between organizations on two work-related personality requirements: achievement-orientation and conscientiousness. Participants were more likely to rate achievement-orientation as important when their organizational culture was highly achievement-oriented. Conscientiousness was rated as important in integrity-oriented cultures. Ratings of achievement and conscientiousness were particularly influenced by (higher in) team-oriented organizational cultures. The authors discuss implications for the transportability of results from job analyses.

Full link to article: http://dx.doi.org/10.1111/j.1468-2389.2008.00442.x

The relationship between financial history and counterproductive work behavior

Oppler et al. (2008) found that an employee’s financial history predicted their likelihood of being caught engaging in counterproductive work behaviors. Participants were 2519 employees of US government agency. Employees completed a financial history questionnaire upon applying for the job, and every 5 years after hire. The financial history questionnaire asked two questions: (1) “In the last 7 years, have you, or a company over which you exercised some control, filed for bankruptcy, been declared bankrupt, been subject to a tax lien, or had legal judgment rendered against you for a debt?” and (2) “Are you now over 180 days delinquent on any loan or financial obligation?” Counterproductive workplace behaviors were incidents identified and recorded by the organization (e.g., theft, accepting anything prohibited by law). The authors found that employees with some previous financial difficulty were significantly more likely than those without a record of financial difficulty to be identified in an incident of counterproductive workplace behavior (31.3% and 18.1% respectively). The effect size (phi = .13) was similar to those found in meta-analyses (e.g., Ones et al., 1993) investigating overt integrity measures with objective theft criterions. The authors suggest that future research should investigate the incremental validity of financial history over other integrity measures, and that future studies should examine the adverse impact of using financial history.

Full link to article: http://dx.doi.org/10.1111/j.1468-2389.2008.00445.x

Measuring compensation satisfaction

Noting how existing measures are deficient, Williams et al. (2008) describe the development of a model and measure for compensation satisfaction. They authors capture two forms of compensation: pay versus benefits. For each form of compensation, the authors look at two areas of reaction: outcomes versus procedures. The resulting model consists of four dimensions for pay satisfaction (level, structure, raises, and variable pay procedures satisfaction) and three dimensions for benefits (level, determination, and administration satisfaction). The corresponding measure consists of 29 items and is supported by exploratory and confirmatory factor analysis, as well as evidence that the scale relates to other variables (e.g., affective commitment) as predicted.

Full link to article: http://bpsoc.publisher.ingentaconnect.com/content/bpsoc/joop/2008/00000081/00000004/art00004

Age differences between leader and followers as a moderator of the relationship between transformational leadership and team performance

According to Kearney (2008), transformational leadership behaviors may only be effective when leaders are older than their subordinates. The study involved 289 people in 49 research and development teams employed at a pharmaceutical company. When the leader’s age was older than the average age of the team members, transformational leadership behaviors (measured by the MLQ-5x Short) positively related to team performance (supervisor ratings of efficiency, quality of innovations, productivity, mission fulfillment, and overall performance). However, when the leader was the same age as or younger than the average team member, transformational leadership behaviors were unrelated to team performance. The authors suggest the reason for the difference is that age is often resource allocation (e.g., leadership responsibilities typically fall on the older members of the group). When a leader lacks this justification, the team may attempt to alleviate any inequality in resources by curtailing the leader’s influence on the team (e.g., not adopting the leader’s values).

Full link to article: http://bpsoc.publisher.ingentaconnect.com/content/bpsoc/joop/2008/00000081/00000004/art00011

Applicant–employee similarity and attraction to an employer

Labelled “person-to-person fit,” Devendorf & Highhouse (2008) found that people are attracted to an organization in part based on their similarity (perceived or prototypical) to employees who currently work at the organization. The authors categorized retail clothing stores as either conservative/conventional, sporty, or unconventional using multidimensional scaling. Grad students categorized numerous adjectives into those same categories based on their prototypes for typical retail employees at each store. Finally, 296 participants (1) rated how similar they were to employees at each organization (perceived similarity), (2) rated themselves on the adjectives categorized by graduate students (used to calculate similarity to the organizational prototypes), and (3) indicated each store’s attractiveness as an employer. Results were that both perceived similarity and similarity to the organization’s prototype predicted perceptions of organizational attractiveness. Perceived similarity was the stronger predictor, but prototype match showed promise in discriminating who would find which employers attractive.

Full link to article: http://bpsoc.publisher.ingentaconnect.com/content/bpsoc/joop/2008/00000081/00000004/art00002

Do you think KSAOs can be improved?

Your answer to the question likely depends on your occupation. Compared to people with Ph.D.s in applied psychology, Maurer & Lippstreu (2008) found that people in the general workforce were more likely to believe that someone can apply effort to improve their score on most knowledge, skills, abilities and other job requirements (KSAOs).

In 524 working adults, belief in the improvability of KSAOs was also related to positive views of selection tests and performance appraisal, degree to which KSAOs were needed at job entry, and learning goal orientation. Experts with Ph.D.s were more likely to differentiate on which KSAOs could be improved upon, and gave lower improvability ratings in general. The authors suggest that views on KSAO improvability are in interesting addition to understanding aspects of organizational psychology.

Full link to article: http://bpsoc.publisher.ingentaconnect.com/content/bpsoc/joop/2008/00000081/00000004/art00012

Can coaching improve performance on structured interviews?

The short answer is yes. Tross and Maurer (2008) found that the level of coaching a person received affected his/her scores on a structured interview. 144 undergraduate students received one of three levels of training: low (introduction-only training), medium (introduction plus awareness training), and high (introduction plus awareness plus skill training). Those given higher levels of training did better on a subsequent structured interview. The authors also investigated mediators of this effect. Knowledge was a partial mediator, but interview efficacy and anxiety were not, suggesting that the reason that training worked was due to the increased knowledge of highly-trained participants.

Full link to article: http://bpsoc.publisher.ingentaconnect.com/content/bpsoc/joop/2008/00000081/00000004/art00001

Work values: Some demographic and cultural correlates

In 33 European countries, Warr (2008) explored relationships between demographic variables (sex, age, employment status, education level, culture) with various work values (e.g., importance of high pay, pleasant coworkers, job security, flexible hours). The authors replicate and extend several important findings, such as that women tend to place greater emphasis than men do on flexible working hours, pleasant coworkers, and opportunities to meet people, adding that these gender differences are particularly pronounced among part-time workers; young adults just starting to earn their wealth tend to place more importance on high pay than did older adults; people with higher levels of education placed greater emphasis on self-actualizing job content, whereas less educated respondents highlighted extrinsic features such as pay and conditions; people in communist countries placed more emphasis on extrinsic features compared to people in traditionally protestant countries, who more highly valued intrinsic job features.

Full link to article: http://bpsoc.publisher.ingentaconnect.com/content/bpsoc/joop/2008/00000081/00000004/art00009

How organizational climate affects discrimination claims

One might think that organizations with climates with poor diversity records would be more susceptible to discrimination claims. In actuality, the situation is slightly more complex. In both field and lab settings, Leslie and Gelfand (2008) found that the likelihood of internal discrimination claims (the kind that can be dealt with within the organization rather than legally) depended both on a person’s gender identity and the organizational diversity climate. People who don’t strongly identify with their gender are more likely to file internal discrimination claims when the diversity climate is bad than when it is good. However, women who strongly identify with their gender show the opposite: they are more likely to file claims when the diversity climate is good rather than bad. The authors propose that poor diversity climates constrain the behavior of women with strong gender identifications because those women are more susceptible to fearing retaliation or stigmatization.

Full link to article: http://dx.doi.org/10.1016/j.obhdp.2008.02.004

IPAC (Formerly IPMAAC) Call for Papers

2009-01-15T17:27:00.003-05:00

There are a couple of updates on the organization formerly known as IPMAAC. Due to a change in its relationship with IPMA-HR, IPMAAC has changed its name its name to IPAC--the International Personnel Assessment Council. IPAC has also posted a call for proposals for its 33rd Annual Conference to be held September 12-16, 2009 in Nashville, TN (proposal due date: January 30, 2009).

Supreme Court to Hear Ricci v. DeStefano

2009-01-12T16:58:00.010-05:00

In what has been described as a reverse discrimination case, the Supreme Court has has agreed to hear what may be a potential landmark case that looks at the role of race in public sector hiring. The case involves firefighters in New Haven, CT who took a promotional exams. While 17 white and 1 Latino firefighter passed the exam, none of the African American candidates did. As a result, the city threw out the results because of adverse impact.

The firefighters subsequently filed suit. One of the core issues to be decided is whether test results can be disregarded solely on the basis of the race of the top scorers without violating the Equal Protection Clause and the prohibition against the use of race-based cut scores. (New Haven has apparently conceded that the exam itself was well-constructed and its validity is not in question.) Tom Sharf's article in the January 2009 SIOP TIP provides a good overview and interesting analysis of the case.

Here is the case before the Supreme Court and one of the earlier rulings.

Cheating on Pre-Employment Assessments

2009-01-09T10:49:00.004-05:00

While cheating is a concern to all in the testing industry, it is most often seen as a concern to those working in certification and education. However, a recent Wall Street Journal article describes how the current economic climate may be fostering an increase in cheating on pre-employment selection tests.

ATP Conference Program and Registration

2009-01-07T09:21:00.002-05:00

The program for the upcoming ATP Conference is posted on the conference website. Registration continues and be sure to make your room reservations prior to January 26, 2009 to obtain the negotiated room rate.

I-O Division Leadership for 2009

2009-01-05T15:38:00.008-05:00

January marks the annual change in leadership within the ATP Divisions. As a result, Ryan Ross becomes Chair for 2009. He will be ably assisted by John Weiner (Vice Chair) and Julie Carswell (Secretary).

This also marks the end of my term as a I-O Division chair. I would like to take this opportunity to express my appreciation for having had the opportunity to serve the division as well as ATP as whole. I am also grateful to those who shared their valuable time and efforts in supporting the goals of ATP.

Reid Klion

ATP Intellectual Property Theft Collaborative Working Group

2008-12-23T16:27:00.005-05:00

A number of working groups were formed as part of the 2008 ATP Test Security Summit. The IP Theft Collaborative Working Group has recently published its work product. If you don't have a password to access the wiki, there is information on the page on how to obtain one. Also, information on the 2009 Security Summit can be found on the ATP Conference website.

Journal of Applied Testing Technology

2008-12-23T16:14:00.002-05:00

The Association of Test Publishers publishes a peer-reviewed online journal, Journal of Applied Testing Technology edited by Chad W. Buckendahl and William G. Harris. The most recent article is a piece by Nathan Thompson, entitled "A Proposed Framework for Test Administration Methods." The article compares and contrasts a number of test administration methodologies including CBT, CAT, CCT, and LOFT.

I-O Division Elections

2008-12-01T17:12:00.003-05:00

Congratulations to Julie Carswell who has been elected Secretary of the I-O Division for 2009! She will join the 2009 I-O Division leadership team of Ryan Ross (Chair) and John Weiner (Vice Chair). Julie's contributions to the blog over the past year are much appreciated, and her continued involvement with be a boon to the Division and ATP.

Interesting Article on APA's Position on Torture

2008-11-10T10:14:00.003-05:00

In September 2008, the American Psychological Association banned its members from participating in interrogations that use torture. (This contrasts with other organizations like American Medical Association and the American Psychiatric Association which have had such bans in place since 2006.) In an interesting article, Stanley Fish outlines some of the factors that he believes account for this differential response. One factor that he sees as being primary is the fact that in contrast to organizations that are comprised exclusively of health care providers, psychologists may work in roles that extend beyond the concept of "healer."

Some "Must Read" Articles

2008-11-06T16:54:00.002-05:00

The September 2008 edition of Industrial and Organizational Psychology: Perspectives on Science and Practice (table of contents) has two series of articles that are likely of great relevance to anyone interested in personnel selection. The first set of articles focuses what the authors see as some of the key questions facing personality researchers working on practice-related issues. The second looks at some of the factors which contribute to the resistance of hiring mangers to use empirically supported selection methods in favor of other methods, primarily unstructured interviews, which tend to have very limited predictive validity.

ATP Conference Registration Now Open

2008-10-30T11:11:00.003-04:00

Registration for 2009 ATP Conference is now open. Innovations in Testing 2009 will be held February 22-25 2009 in Palm Springs, CA. See the Conference website for full information.

Call for Papers: 11th European Congress of Psychology

2008-10-03T14:10:00.004-04:00

The European Congress of Psychology (ECP2009) to be held in Oslo 7-10 July 2009 will have a special track on developments in testing and test use. Chaired by Dave Bartram, this track will be organized in close cooperation with the ITC and with the EFPA Standing Committee on Tests and Testing. The track will consist of keynote addresses, state of the art lectures, symposia and a number of parallel paper and poster sessions which will run throughout the Congress. If interested, please send an e-mail here.

Group differences in personality – Meta-analyses comparing five U.S. racial groups

2008-09-29T10:05:00.004-04:00

Foldes, Duehr, and Ones conducted a large-scale meta-analysis to examine the magnitude of racial group differences on measures of personality and whether these differences are likely to result in adverse impact.
Due to the paucity of analyses and research in this area, this study provides an important contribution to the literature. The current research extends beyond existing research in many ways. First, researchers included understudied racial groups such as Asian Americans and American Indians and used a reliable estimate of the magnitude of racial group differences (d-values). The authors also examined differences at both the broad factor and narrow facet levels. Data from 44 different personality assessments was used and more than 700 effect sizes contributed to the database. Results suggested that in general, racial group differences were negligible and unlikely to result in adverse impact. However, there is some concern for adverse impact for certain groups and traits but this is dependent on characteristics of the selection scenario such as the trait being measured, the effect size, the composition of the applicant pool, and the selection ratio. The authors present a summary of potential trait-group combinations that may result in adverse impact. Specifically, adverse impact could be a concern for Blacks when Emotional Stability, Anxiety, Extraversion and Sociability are measured. There is some concern for Asians when Emotional Stability, Even Tempered, Extraversion, Dominance, Sociability, and Conscientiousness are measured, and for Hispanics when Sociability is measured. For American Indians, there is some concern when Emotional Stability and Extraversion are measured and for Whites there is some concern for Conscientiousness and its facets (Achievement, Cautiousness, Order), Extraversion, and Self-Esteem. This research has implications for the use of personality assessments for selection, such that practitioners should carefully consider the job-related traits being measured, the composition of their applicant pools, and their selection ratios.

View full abstract/get the article at:
http://www.ingentaconnect.com/search/article?title=group+differences+in+personality&title_type=tka&year_from=1998&year_to=2008&database=1&pageSize=20&index=4

Submission Deadline for EAWOP Conference Approaches

2008-09-25T15:33:00.003-04:00

October 3, 2008 is the proposal submission deadline for the 14th European Congress of Work and Organizational Psychology to be held in Santiago de Compostela, Spain on May 13-16, 2009. Organized under the auspices of the European Association of Work and Organizational Psychology (EAWOP), the conference has the theme "Developing People in 21st Century Organizations: Global and Local Perspectives."

Article on Emotional Intelligence

2008-09-25T15:11:00.006-04:00

The lead article (abstract) of the September 2008 edition of the American Psychologist is a paper by John Mayer, Peter Salovey, and David Caruso reviewing the concept and subsequent controversy and confusion that have emerged in regard to the construct of emotional intelligence. The first to propose the idea of emotional intelligence, the authors explore some of the complexities which have emerged in relation to this concept since their original work in 1990 and make suggestions for future work in the area.

Theory of Geographic Differences in Distribution of Personality Traits

2008-09-24T13:03:00.004-04:00

In a recent article (here's the abstract) published in Perspectives on Psychological Science, Peter Rentfrow and colleagues outline their theory about how geographic differences in personality are developed and maintained. The author's website also has links to a wide variety of papers likely to be of interest which explore the relationship between personality and topics ranging from voting behavior, music preference, to matchmaking.

International Test Commission Presentations

2008-09-22T14:53:00.002-04:00

Many of the presentations from the International Test Commission Conference, held in July 2008 in Liverpool UK, are now available online.

Research Update

2008-09-17T17:18:00.003-04:00

The September issue of the International Journal of Selection and Assessment (IJSA) contained a number of interesting articles. We provide a brief summary of the following articles:

Validity and/or Reducing Adverse Impact – Still a Complex Balancing Act

A New Source of Bias in the Performance Appraisal Process?

Knowledge and Beliefs about Assessment Tools and Techniques: UK Practitioners Perspective

Personality Plays an Important Role in How to Handle Retail Customers

Are Nonverbal Measures of Cognitive Ability more Likely to Produce Fair Employment Decisions?

CAT and Personality Testing: A Cautionary Note

Important Questions on the Construct Validation of Assessment Center Dimensions

Validity and/or Reducing Adverse Impact – Still a Complex Balancing Act

This issue contains an interesting and thoughtful exchange on the concept of Pareto-optimal predictor composites as a potential approach to alleviating (not to be confused with resolving) the validity diversity dilemma. Pareto-optimal composites refer to a specific approach for assigning weights to individual predictors in a selection composite. This approach, which is primarily contrasted with regression weighting, suggests there is value in considering alternative weighting schemes that may provide a more balanced trade-off between validity and adverse impact (AI). De Corte, Lievens, and Sackett essentially argue that the function of regression-based composites is to maximize validity. At the opposite end of the spectrum, one could adopt a weighting approach that results in the highest possible adverse impact ratio (AIR). Pareto-optimal weights reflect a more balanced tradeoff between these two approaches that allows organizations to ask “what reduction in validity are we willing to accept in order to increase diversity?” This paper is an extension of De Corte’s and colleagues 2007 work that introduced the concept of Pareto-optimal tradeoffs. The authors attempt to demonstrate that, in contrast to findings reported by Potosky, Bobko, & Roth (2005), adding non-cognitive measures to a cognitive ability test can result in more than and a modest decrease in adverse impact - if one is willing to consider alternatives to the regression weighting method. In two separate commentaries Potosky and her colleagues, and Kehoe respond to De Corte et al.’s description of the Pareto-optimal concept, their findings, and the implications and interpretability of these findings for organizations.

View full abstract/Get the article at:

http://www3.interscience.wiley.com/journal/121382614/abstract

A New Source of Bias in the Performance Appraisal Process?

The Influence of a Manager’s Own Performance Appraisal on the Evaluation of Others

Latham, Budworth, Yanar, and Whyte examine the influence of managers’ most recent performance appraisal on their subsequent appraisal of others. They hypothesized that a manager who receives a favorable performance appraisal will subsequently evaluate another person more positively than a manager who receives an unfavorable appraisal. Four separate studies were conducted to test the hypothesis – a case study, a lab experiment and two field studies. In the lab setting, managers received hypothetical feedback then were asked to rate an individual’s videotaped performance. The field studies were conducted with managers in a manufacturing plant in Canada and in a retail organization in Turkey to determine whether the lab study results would generalize to these settings. Findings from the field supported the results of the case study, the lab study, and the hypothesis that performance evaluations received by managers predicted their performance evaluations of their employees. These findings support the anchoring and adjustment hypothesis, which states that people look for a guidepost or anchor when making estimates of value under uncertainty, and these anchors can often be based on irrelevant information. This research supports the importance of rater training and the use of highly structured behavioral appraisal instruments as potential strategies for reducing bias in performance ratings.

View full abstract/get the article at:

http://www3.interscience.wiley.com/journal/121382612/abstract

Knowledge and Beliefs about Assessment Tools and Techniques: UK Practitioners Perspective

HR Professionals’ Beliefs About, and Knowledge of, Assessment Techniques and Psychometric
Tests

Furnham examines the knowledge and beliefs about various assessment tests and techniques among 255 HR and or related professionals in the UK. Respondents provided information on a number of assessment methods including interviews, references, assessment centers and “personal hunch.” They were also asked to share information about their knowledge of 21 personality tests and 19 cognitive ability tests. Practitioners considered Assessment Centers, Cognitive Ability Tests, and Work Samples to be the most valid techniques. The most widely known and used personality tests were the 16PF and the MBTI. The Belbin Team Role Inventory and the FIRO-B were also widely recognized and used. The NEO-PI-R and the 16PF were rated as most useful for selection, while the MBTI and FIRO-B were considered most useful from a development perspective. The most widely known and used Cognitive Ability tests were the Graduate and Managerial Assessment and the Watson-Glaser Critical Thinking Appraisal. Furnham considers the implication of these results for educating and informing practitioners.

View full abstract/get the article at:

http://www3.interscience.wiley.com/journal/121382621/abstract

Personality Plays an Important Role in How to Handle Retail Customers

Effects of Personality Characteristics on Knowledge, Skill, and Performance in Servicing Retail Customers

Motowidlo, Brownlee, and Schmit investigated knowledge, skill, and personality characteristics associated with effective customer service. Following from research indicating that ability affects performance primarily through its effects on technical knowledge and skill, the authors of the current study tested whether the effect of extraversion, agreeableness, and neuroticism on customer service performance is mediated through interpersonal knowledge and skill. The authors administered a situational interview to retail store associates to measure customer service knowledge, a role-play simulation to measure customer service skill, the NEO-FFI, and the Wonderlic Personnel Test were used to measure personality and cognitive ability respectively. Job performance was measured using supervisor ratings. Results from 140 associates indicated that extraversion, agreeableness, and neuroticism explain incremental variance in customer service knowledge beyond that accounted for by ability, experience, and conscientiousness. They also found that the effects of personality, ability, and experience on customer service performance all funnel through customer service knowledge and skill. There was also a moderating effect for conscientiousness such that customer service knowledge predicts performance best for those who are highly conscientious. Results suggest a causal model that could be tested in future research. These results have implications for hiring practices, lending support for matching knowledge content with interpersonally oriented personality traits.

View full abstract/get the article at:

http://www3.interscience.wiley.com/journal/121382617/abstract

Are Nonverbal Measures of Cognitive Ability more Likely to Produce Fair Employment Decisions?

Comparing the Performance of Native North Americans and Predominantly White Military Recruits on Verbal and NonVerbal Measures of Cognitive Ability

Vanderpool and Catano compared the cognitive ability of Native North Americans (Canadian First Nations Members) and predominately white Canadian Forces (CF) recruits on both verbal and non-verbal measures of cognitive ability. Previous research conducted by Lynn and Vanhanen (2006) has suggested that American Indians perform better on visual and spatial aspects of cognitive ability than they do on verbal measures. Based on these results, the authors of the current study explored whether the use of a nonverbal test could reduce the effect size between Native Americans and White applicants to <1> 1 SD. The nonverbal measures showed much smaller differences (CFAT- SA, d=.30, and SPM, d=.38.) between First Nations members and predominantly white CF recruits. Results indicated that making employment decisions solely on verbal cognitive ability scores is likely to produce adverse impact against First Nation members when verbal ability has not been identified as a bona fide occupational requirement. The authors recommend caution when making employment decisions based on total scores on verbal cognitive measures and suggest that nonverbal measures of cognitive ability are more likely to produce fair employment decisions without sacrificing the gain in utility of cognitive ability tests.

View full abstract/get the article at:

http://www3.interscience.wiley.com/journal/121382613/abstract

CAT and Personality Testing: A Cautionary Note

Effects of Changed Item Order: A cautionary note to practitioners on jumping to computerized adaptive testing for personality assessment

Ortner investigated the effects of item order on CAT delivery of the Eysenck Personality Profiler (EPP). CAT is a method for administering assessments that is tailored to each test taker in that questions are successively selected based on previous responses. The test taker’s individual trait level can be iteratively estimated during the testing process. The authors hypothesized that a questionnaire beginning with an extremely high trait level may cause test takers to agree less frequently with subsequent items as compared with questionnaires that begin with an item measuring a low trait level. They also hypothesized that participants would have longer response latencies when presented with an extreme or high trait level at the beginning of the questionnaire. The Eysenck Personality Profiler (EPP) was administered to four groups using four different test versions. Group 1 was presented the conventional item order, group 2 was presented an adaptive form with the first item representing a medium trait level, group 3 was presented an adaptive version with the first item representing a low trait level, and group 4 was presented an adaptive form with the first item representing a high or extreme trait level. Results found significant effects for mean person parameters gained for three scales: Manipulative, Hypochondriac, and Expressive. In other words, items representing a high trait level at the beginning of a questionnaire altered test takers’ performance on three of the seven personality scales. Results also indicated that longer response latencies might also be caused by effects of item order. This research has implications for practitioners and researchers who should consider the effects of item order when administering CAT for personality assessment.

View full abstract/get the article at:

http://www3.interscience.wiley.com/journal/121382609/abstract

Important Questions on the Construct Validation of Assessment Center Dimensions

Assessor Constructs in Use as the Missing Component in Validation of Assessment Center Dimensions: A critique and directions for research

Jones and Born critiqued the use of multitrait-multimethod (MTMM) approaches to measure assessment center (AC) dimension ratings and offered further recommendations for the construct validation of AC dimensions. The objective of the current research was to highlight the importance of construct definition and a priori theoretical descriptions of expected relations among rating dimensions, exercises, and dimension-exercise interactions. The authors attempted to answer the following questions (1) What are ‘traits’ and ‘constructs,’ how do we define them, and how do they relate to AC dimensions (2) What is the ‘method’ in ACs and (3) What does a correlation indicate about trait/method relationships? The results of the current research argue for clear articulation of AC dimensions in terms of trait permanence, specificity of constructs, and their interrelationships. Furthermore, the authors argue that exercises are not the only ‘method’ in ACs - other important aspects of AC methodology include raters, observations vs evaluation, and the rating process. Finally, the authors argue that application of MTMM analysis to ACs has limited value since it confounds methods with the object of study directly, by relying on a single methodological process (within-exercise ratings) to evaluate two methodological processes (within-exercise and behavioral report ratings). The authors offer several suggestions on how assessors or subject matter experts can improve their ratings of AC dimensions. This research has implications for practitioners and how they arrive at construct judgments through AC exercises.

View full abstract/get the article at:

http://www3.interscience.wiley.com/journal/121382622/abstract

Reliability and Validity of a 3 Item Job Satisfaction Scale

2008-08-08T09:18:00.001-04:00

A meta-analytic examination of the construct validity of the Michigan Organizational Assessment Questionnaire Job Satisfaction Subscale.

Another article in the most recent issue of JVB investigates the reliability and construct validity of a measure of Job Satisfaction. Bowling and Hammond use meta-analyses to examine the psychometric properties of the Michigan Organizational Assessment Questionnaire Job Satisfaction Subscale (MOAQ-JSS). The MOAQ-JSS is a brief, face-valid measure of global job satisfaction that was developed to overcome some of the limitations of other job satisfaction measures. The advantages of the MOAQ-JSS include its length (3 items) and its focus on the affective component of job satisfaction. Researchers present a nomological network of the hypothesized causes, correlates, and consequences of job satisfaction. Hypothesized causes include job characteristics, work stressors, social and organizational support, and person-environment fit. Hypothesized correlates include job attitudes, organizational justice, psychological and physical strains, and life satisfaction. Hypothesized consequences include in-role performance, extra-role performance, and withdrawal behavior. The authors also compiled normative data for the MOAQ-JSS. Results indicated that the MOAQ-JSS demonstrates acceptable levels of reliability and provide evidence of construct validity based on a pattern of relationships consistent with that predicted by the nomological network. Consistent with past research, continuance commitment was the only job attitude found to be weakly related to the MOAQ-JSS. This research supports the use of the MOAQ-JSS as a construct- and face- valid measure of global, affective job satisfaction, especially in circumstances where questionnaire length is a concern.

View full abstract/get the article at:

http://www.sciencedirect.com/science/journal/00018791

More test items in the public domain

2008-08-08T09:15:00.001-04:00

Development and initial validation of public domain Basic Interest Markers

In the most recent version of the Journal of Vocational Behavior (JVB), Liao, Armstrong, and Rounds developed and validated a pool of public domain vocational interest items. This research was inspired by Goldberg’s International Personality Item Pool (IPIP) – a widely-used public domain personality item pool developed to encourage personality research. Liao and colleagues contend that creating a pool of public-domain interest items would advance the science of interest measurement by making items instantly accessible at no cost for graduate students and others with limited financial means. They organized interest items into Basic Interest Scales called Basic Interest Markers (BIMs) based on research supporting the utility of this type of organizing structure. Basic Interest Scales group items according to homogeneous content areas that capture various related job titles. The study details the methods by which the 343 items and 31 BIM scales were generated and present validity evidence based on correlations with the Strong Interest Inventory (SII), and discriminant validity evidence based on the ability of BIMs to differentiate between 12 major fields of education and training programs. This work and the corresponding website:
https://netfiles.uiuc.edu/jrounds/IIP/home.htm
should serve to stimulate research in the career interest domain. However, it also has potential negative implications for test publishers who sell career interest measures. Specifically, some argue that these types of item pools have the potential to compromise the utility and integrity of published, commercially available tests.

View full abstract/get the article at:

https://netfiles.uiuc.edu/hliao/web/Liao_JVB_08inpress.pdf

New EEOC Compliance Manual on Religious Discrimination

2008-08-07T13:52:00.006-04:00

The EEOC recently released a new compliance manual section on religious discrimination in the workplace. This is accompanied by a best practices booklet and a Q&A fact sheet.

IPMAAC Presentations Posted

2008-07-28T12:04:00.003-04:00

Many of the presentations from the Thirty-Second Annual IPMAAC Conference on Personnel Assessment, held June 2008 in Oakland, are now posted.

Smoke-Free Hiring Policies

2008-07-28T11:53:00.003-04:00

It appears that Escambria County in Florida now includes a drug test to screen for tobacco use in its hiring process.The use of drug testing to ascertain smoke-free status appears to be a growing trend in those states that do not prohibit the use of smoking status as a criterion for hiring. It may prove interesting to monitor public reaction if this trend continues.

Research Update

2008-07-10T16:53:00.006-04:00

Summarizes and provides full links for the following research of interest:

Insight on Enhancing Acceptance of Developmental Feedback

What is Positive Psychological Capital (PsyCap)?

More Evidence of the Predictive Value of Narrow Traits?

Cultural Values Matter in Multi-Source Feedback Systems

Insight on Enhancing Acceptance of Developmental Feedback

Feedback acceptance in developmental assessment centers: The role of feedback message, participant personality, and affective response to the feedback session

In the most recent issue of the Journal of Organizational Behavior (JOB), Bell and Arthur explore factors influencing people’s acceptance of feedback in a development context. Feedback acceptance is defined as the recipient’s belief that the feedback accurately describes his or her performance. The authors’ predictions are based on self-enhancement theory (people are motivated to behave and think in ways that enhance their feelings of self-worth), self verification theory (people are motivated to behave and think in ways that are consistent with their self-view), and the affective infusion model (AIM; affect influences how we process and respond to information). Consistent with predictions based on self-enhancement theory and AIM, higher ratings from assessors resulted in higher feedback acceptance. This relationship was partially mediated by the positive affective reaction to the feedback session. In other words, higher ratings lead to higher acceptance, in part, because of the positive feelings the feedback session evoked among participants. Finally, both extraversion and agreeableness had an impact on the relation between assessor ratings and feedback acceptance, through their influence on affective reactions. This research has implications for the delivery of assessment results - suggesting that evoking a positive affective reaction in participants during the feedback session may enhance feedback acceptance.

View full abstract/Get the article at:

http://www3.interscience.wiley.com/journal/118823480/abstract

What is PsyCap?

A Call for Longitudinal Research in Positive Organizational Behavior

Also in this issue of JOB, Avey, Luthans, and Mhatre discuss the construct of positive psychological capital (PsyCap). PsyCap is defined as an individual’s positive psychological state of development characterized by self-efficacy (having confidence to take on and put in the necessary effort to succeed at challenging tasks), optimism (making a positive attribution about succeeding now and in the future), hope (persevering toward goals and when necessary redirecting paths to goals in order to succeed), and resilience (when beset by problems and adversity, sustaining and bouncing back and even beyond to attain success). According to the authors a distinguishing feature of PsyCap is its state-like, open to development nature. The authors acknowledge that much of the confusion surrounding PsyCap stems from each of the composite dimensions having been described in positive organizational behavior (POB) literature as both a state and a trait. They further suggest that PsyCap and other traits in the domain of POB may be best viewed in terms of a continuum or their degree of stability. The authors discuss the importance of longitudinal research designs in furthering an understanding of the stability of the construct over time.

View full abstract/Get the article at:

http://www3.interscience.wiley.com/journal/117908793/abstract

More evidence of the predictive value of narrow traits?

Beneath the Surface: Uncovering the Relationship Between Extraversion and Organizational Citizenship Behavior Through a Facet Approach

In the June issue of the International Journal of Selection and Assessment (IJSA), Moon, Hollenbeck, Marinova, and Humphrey propose that the lack of a relation between extraversion and OCB documented in previous research, is due to the measurement of extraversion at the factor level. In two studies the authors build support for the contention that the facets of extraversion defined as surgency, sociability, and positive emotions, predict citizenship behavior in opposing ways and, as a result, mask the predictive ability of the broad factor of extraversion. Consistent with this position, their results showed that each of the facets of extraversion were differentially predictive of OCB; sociability was unrelated to OCB, positive emotion was positively related to OCB, and surgency was negatively related to OCB. The opposing nature of the relations between surgency, positive emotions, and OCB, results in a suppression of the relationship between OCB and the broad factor of extraversion. In terms of practical applications, the authors point to the typical employment interview and caution of the danger in assuming that just because an individual appears extraverted we can assume a consistent set of behaviors; in their words, “One extravert is not necessarily the same as another.”

View full abstract/Get the article at:

http://www3.interscience.wiley.com/journal/120087714/abstract

Cultural Values matter in Multi-Source Feedback Systems

Do cross-cultural values affect multi-source feedback dynamics? The case of high power distance and collectivism in two Latin American countries

Also in the June issue of IJSA, Varela and Premeaux examine the role of two cultural values (High Power Distance and Collectivism) on MSF ratings of a group of managers from Venezuela and Columbia; two High Power Distance (HPD) and collectivist cultures. The authors contend that in HPD cultures, power differences separate superiors from subordinates by reinforcing perceptions of leaders’ superiority and restricting subordinate involvement in decision making. As a result, it was predicted that in HPD cultures, subordinates would provide the highest evaluations among feedback sources. This is contrary to typical findings in American samples (characterized by LPD), where self-ratings produce the highest scores among MSF sources. The second cultural variable examined was collectivism. Collectivism fosters cooperation and loyalty aimed at benefitting the social group. In contrast, Individualism fosters egocentric behaviors such as competition and self-promotion. The authors predicted that collectivism would impact MSF dynamics by resulting in people-oriented behaviors receiving the highest score in self assessments. Results confirmed the hypotheses. Unlike results of studies conducted in Individualistic, LPD cultures, subordinates provided the highest evaluations across feedback sources, peers provided the least discrepant source of information, and employees tend to overestimate their degree of concern for others and the effort they invest in nurturing relationships. The authors suggest that in HPD and collectivist settings, peer scores should receive higher weightings when generating a composite score based on MSF ratings. They also emphasize the importance of stressing anonymity in HPD settings in order to reduce the anxiety and uneasiness that subordinates may feel about rating their supervisors.

View full abstract/Get the article at:

http://www3.interscience.wiley.com/journal/120087713/abstract

2009 SIOP Call for Papers

2008-07-08T14:20:00.005-04:00

The call for papers for the 2009 SIOP Conference (April 2-4 in New Orleans) is now available. The deadline is September 5, 2008 @ 5PM EDT.

2009 ATP Conference Call for Papers

2008-07-03T10:07:00.004-04:00

Submissions are now being accepted for the 2009 Innovations in Assessment Conference to be held February 22-29, 2009 in Palm Springs, CA. Submission deadline is August 15, 2008.

Update on eBay Sales of Protected Test Content

2008-07-02T13:59:00.004-04:00

As an update to an earlier post, the Summer 2008 issue of the Test Publisher, the ATP newsletter, has the following:

eBay Removes intellectual property from auction site in response to ATP member complaints
"Six auctions down and a myriad to go," is how ATP's Legislative Counsel Alan Thiemann recently described the ongoing battle with eBay over test materials being sold online.

In response to growing concerns by its members over the presence of copyrighted tests being sold by various Internet sites, ATP has started working with the Software & Information Industry Association (SIIA) to expand the SIIA's existing enforcement for taking down unauthorized sales of copyrighted content.

Thiemann reported that "acting on information obtained from an ATP member, ATP/SIIA contacted eBay and within 24 hours six different auctions had been taken down." He added that, "as often occurs, one of the auctioneers challenged that action." Again working with the publisher, ATP/SIIA provided specific information demonstrating that the test at issue was a copyrighted product used commercially and that the attempted sale was neither licensed nor authorized and therefore was infringement.

Based on this successful "proof of concept" ATP is working with SIIA on how to best move forward in promoting a robust enforcement effort for the handling of piracy involving tests and related materials on the Internet.

"Although the success of the trial run proved promising, rolling out a full-blown, 24/7 enforcement program is going to be a significant undertaking," Thiemann cautioned. He added that as part of efforts so far, a standard email response template has been created which can be used to explain to sellers the legal arguments (copyright/trademark infringement, license agreement violations, etc.) that form the basis of enforcement actions against their auctions.

If any ATP member has an interest in this type of program and the potential savings for your company of joining an Association-lead effort to deal with Internet piracy, ATP would like to hear from you. Please contact ATP CEO Dr. William G. Harris at wgh.atp@att.net.

Research Update

2008-06-19T16:50:00.003-04:00

Summarizes and provides full links for the following research of interest:

New SIOP journal - IO Psychology: Perspectives on Science and Practice
Perceptual Speed Tests Account for Incremental Validity over GMA
Using O*NET to Predict Occupational Literacy Scores
Meta-analysis Exploring the Role of Personality in Turnover Decisions
Comparing Personality Test Formats and Warnings

New SIOP Journal
If you are not already aware, the Society of Industrial and Organizational Psychology (SIOP) has a new journal available: Industrial and Organizational Psychology: Perspectives on Science and Practice. The first issue of this quarterly publication debuted in March 2008, produced by Wiley-Blackwell Publishing.
SIOP members receive the publication as part of their membership. For non-SIOP members articles from the first 2 issues are currently available for free at:
http://www.blackwell-synergy.com/loi/iops
The journal takes a focal article–peer commentary–response format. The March issue focuses on employee engagement, while the focal article in the June publication deals with issues surrounding the measurement of job performance. Definitely worth checking out.

Perceptual Speed Tests Account for Incremental Validity over GMA

In the spring issue of Personnel Psychology, Mount, Oh, and Burns examine the incremental validity of the specific aptitude, perceptual speed, over GMA in predicting job performance (task, citizenship behavior, and counterproductive behavior) in warehouse workers. Perceptual speed was measured as both the number correct (NC) - measuring the speed of processing, and the number wrong (NW) - measuring attention to detail/carefulness. They also examined whether conscientiousness accounted for incremental validity over GMA and perceptual speed. After controlling for demographics and GMA, NC on the perceptual speed test accounted for a 15% increase in the prediction of task performance. Of interest, NW accounted for substantial incremental validity (76% increase) in the prediction of counterproductive work behavior (defined as compliance with rules, policies, and regulations). Conscientiousness also predicted task performance and rule compliance after controlling for demographic characteristics, GMA and perceptual speed (both NC and NW). A primary practical implication of the results? Measures of perceptual speed, measured in terms of NC and NW (and conscientiousness – reinforcing what we already know) may add substantial utility to selection batteries for low complexity jobs.

View full abstract/Get the article at:
http://www.blackwell-synergy.com/doi/abs/10.1111/j.1744-6570.2008.00107.x

Using O*NET to Predict Occupational Literacy Scores

In the summer issue of Personnel Psychology, Lapolice and colleagues use O*NET job analysis information to effectively predict National Adult Literacy Survey (NALS) scores using job component validity. Results provide evidence for the construct validity of O*NET. The authors discuss their accumulated “database” of prose, document, and quantitative literacy requirements for all O*NET-SOC occupations and the potential utility of the information for career guidance or counseling, educational and policy settings.

This research references Scherbaum’s (2005) article that is worth a read for those interested in the concept of synthetic validity (past, present, and future!) and JCV.

View full abstract/Get the article at:
http://www.blackwell-synergy.com/doi/abs/10.1111/j.1744-6570.2008.00118.x

Meta-analysis Exploring the Role of Personality in Turnover Decisions

Also in the summer issue, Ryan Zimmerman explores the role of personality traits on turnover decisions in a meta-analysis of over 80 empirical studies. Results indicate that personality traits do have an impact on an individual’s turnover intentions and behavior. Emotional Stability showed the strongest (negative) relation with intention to quit, while agreeableness and conscientiousness had the strongest (negative) relations to actual turnover decisions. Zimmerman discusses the role of personality in the context of a dispositional path model of turnover. A test of the model showed that personality had direct effects on intentions to quit that were not explained through job satisfaction or job performance. For instance, individuals who are low on Emotional Stability may intend to quit for reasons other than dissatisfaction with their jobs or poor job performance. In terms of practical implications, the results suggest that personality tests can be used as part of the selection process to hire individuals who are less likely to leave the organization.

View full abstract/Get the article at:
http://www.blackwell-synergy.com/doi/abs/10.1111/j.1744-6570.2008.00115.x

Comparing Personality Test Formats and Warnings

In the June issue of the International Journal of Selection and Assessment (IJSA), Converse and colleagues examine how two promising approaches to reducing motivated distortion (forced choice response formats and explicit warnings against faking) influence criterion-related validity and test-taker reactions (cognitive and affective reactions). Validity and reactions were compared among students who took the Caliper Profile in either a forced choice or Likert-type format, and who received either an explicit warning against faking or no warning. Both FC and Likert scales showed incremental validity beyond cognitive ability in both warning and no warning conditions. No clear differences in validity emerged across the two response formats; however there was evidence indicating that FC formats and warnings may produce negative test-taker reactions (e.g., increased anxiety). Although the study uses a student sample, some interesting results emerge that may generalize to the selection context.

View full abstract/Get the article at:
http://www.blackwell-synergy.com/doi/abs/10.1111/j.1468-2389.2008.00420.x

Summer Reading

2008-06-13T13:59:00.003-04:00

Blogging has become an popular means of communication for both groups as well as individuals. A couple of other blogs which focus on issues related to I-O psychology and personnel selection are HR Matters and Selection Matters. Enjoy!

5th Annual Survey on Online Screening and Assessment

2008-06-03T14:20:00.003-04:00

Charles Handler of Rocket-Hire recently published his 5th Annual Survey on usage of online screening and assessment tools. Some of the highlights include the finding that there is continued growth in the use of a variety of screening and pre-employment assessments and that the implemention of applicant tracking systems is now quite common.

Two Summer Conferences

2008-05-21T16:24:00.002-04:00

The programs for the International Test Commission and IPMAAC are now available. Both meetings are likely to be of interest to I-O Division members and are still accepting registrations--ITC and IPMAAC.

Article on Fairness and Validity of Cognitive Assessments

2008-05-21T15:52:00.008-04:00

The May-June 2008 edition of American Psychologist has a great lead article by Paul Sackett, Matthew Borneman, and Brian Connelly entitled “High stakes testing in higher education and employment: Appraising the evidence for validity and fairness.” As the Abstract states:

The authors review criticisms commonly leveled against cognitively loaded tests used for employment and higher education admissions decisions, with a focus on large-scale databases and meta-analytic evidence. They conclude that (a) tests of developed abilities are generally valid for their intended uses in predicting a wide variety of aspects of short-term and long-term academic and job performance, (b) validity is not an artifact of socioeconomic status, (c) coaching is not a major determinant of test performance, (d) tests do not generally exhibit bias by underpredicting the performance of minority group members, and (e) test-taking motivational mechanisms are not major determinants of test performance in these high-stakes settings.

The Validity-Diversity Dilemma

2008-05-20T13:43:00.003-04:00

A set of articles addressing the “Diversity-Validity Dilemma” was recently published in Personnel Psychology (see Spring Issue, Vol. 61). The articles summarize recent research and best practice designed to help organizations simultaneously enhance diversity, validity, and legal compliance in staffing.

Polyhart and Holtz present a number of selection strategies hypothesized to minimize group differences and compare and contrast their effectiveness.

Kravitz discusses the use of affirmative action to enhance representation of underrepresented groups. He cautions against the use of preferential forms and recommending nonpreferential approaches. Examples of strategies that are “most common or most likely to be effective” for increasing representation are also presented.

Pyburn, Polyhart, and Kravitz, provide an overview of the legal context that motivates and constrains the approaches discussed in the previous articles. They also summarize some key court decisions related to affirmative action preferences in the employment context.

The journal issue containing these articles is currently being promoted as a free sample. While this promotion period lasts, the articles are available for free at http://www.blackwell-synergy.com/toc/peps/61/1.

Input Needed on "Model Guidelines" Revision

2008-05-15T15:12:00.012-04:00

The Model Guidelines for Pre-employment Integrity Testing are in the process of revision. Initial ATP member input is needed by June 15, 2008. The following is from Jack Jones:

To: ATP’s Industrial-Organizational Division Members
From: Jack Jones, Ph.D., Vangent, Inc.
Date: May 13, 2008
RE: “Model Guidelines” Update

I have been appointed by William G Harris, ATP’s Chief Executive Officer, to serve as the Chair of the Model Guidelines Revision Committee. I am being assisted by Dr. David W. Arnold who will serve as the Committee’s Chief Legal Advisor. Dave and I will be selecting a core Task Force to oversee this project, but we intend to provide all ATP Industrial-Organizational Division members the opportunity to participate in this revision process.

As you might know, the “Model Guidelines for Pre-employment Integrity Testing” were last updated in 1996. They were originally published in 1991. My ambitious goal is to have a copy of the revised guidelines ready for release at ATP’s Annual Conference in 2009, if not sooner. The key steps to this project include:

1. Phase 1: Needs Analysis - Surveying ATP members and special external contributors to assess their perspectives on what new sections and topics need to be addressed in the 2009 version of the Model Guidelines based on new types of integrity tests, technologies, market trends, laws, etc. that have evolved over the past decade. (In fact your first assignment, if interested, is to review the attached Model Guidelines and either send me a fax or email that provides your perspective on those topics/areas that need to be addressed in the updated version of the Model Guidelines. Please try to get me this information by June 15th at the latest and then Dave Arnold and I will compile a summary report for your review.)
2. Phase 2: Strategic Focus - The Task Force will focus on the most important topics that need to be addressed in the revised edition of the Model Guidelines. “Importance” will be defined as those business, professional, and legal topics that need to be effectively addressed to ensure the ongoing viability of pre-employment integrity testing as both a science and a practice. The results from the Phase 1 survey will be used to assist in this determination, as will consultations with leading experts in the field of pre-employment integrity testing.
3. Phase 3: Task Force Specialization – The Task Force members will be assigned a key section of the Model Guidelines and will be responsible for updating and revising the targeted section. Dave Arnold and I will then review and compile their work to establish a first draft of the revised guidelines. This draft will then be sent out to all key contributors for their feedback and then a 2nd draft will be quickly prepared.
4. Phase 4: Broader External Review – Special interest groups and associations will then be invited to provide feedback on the revised guidelines and will hopefully provide us with an endorsement along with approval to use their organization’s name in the document.
5. Phase 5: ATP Board Approval – The revised Model Guidelines will be submitted to ATP’s Board for final approval. Any final edits will be made at this time.
6. Phase 6: Marketing and Public Relations – Lauren Scheib will work with the Task Force to prepare press releases announcing both the purpose and the availability of these new guidelines.

I hope you embrace this project and contribute to the Phase 1 effort immediately. Remember we are looking for broader themes and macro-level topics in the Phase 1 survey. We will drill down to specific bullet points once we clearly understand what needs to be added/updated. Both my fax number and my e-mail are listed below. Please include all contact information when send a fax or email. Thanks in advance for your contributions!

Regards -

John W. “Jack” Jones, Ph.D.
Vice President & Chief Scientist
Human Capital Division
Vangent, Inc.
One North Dearborn St., Suite 1600
Chicago, IL 60602
O: 312-242-4422
M: 312-636-6912
F: 312-242-4210

http://www.vangent-hcm.com/
Jack.Jones@Vangent.com

If you are an ATP member and need a copy of the Guidelines, please contact the I-O Division blog.

Economic Study of Impact of Pre-Employment Assessment

2008-05-08T10:11:00.007-04:00

A recent paper (press release here) in the Quarterly Journal of Economics provides a very interesting analysis of the implementation of a pre-employment assessment program. Highlights include findings that the use of formal assessment in a selection process led to increases in productivity and job tenure with no change in the selection ratio between majority-minority job candidates. Some of the analyses are rather technical but the piece provides an enlightening alternative perspective on how economists analyze data related to selection.

Hat tip to Dave Arnold for the reference!

In Defense of Validity Generalization...

2008-04-22T11:46:00.010-04:00

Since Frank Schmidt and John Hunter published their classic paper in 1977, the concept of validity generalization has become almost universally accepted within the field of I-O psychology. However, there have been reports over the past several months that OFCCP has become increasingly resistant to validity arguments based upon meta-analytic validity generalization and has suggested that local validation studies be carried out when cognitive ability tests are used. In part, OFCCP's concerns seem to center around the fact that the notion of meta-analytic validity generalization does not appear in the Uniform Guidelines, which were drafted in 1978.

In an attempt to make the ATP membership and others in the I-O community aware of this issue, Jim Sharf of Employment Risk Advisors was kind enough to share two documents. The first is a letter that Jim wrote to the EEOC where he argues that the sections of the Uniform Guidelines which address "situational specificity" and "single group validity" are obsolete. The second is an open letter to OFCCP authored by David Copus, a well-known employment law attorney, who provides a very extensive review of the history of validity generalization and argues how the reliance of the Uniform Guidelines on the concept of "situational specificity" is dated and renders them inconsistent with current thinking in the field.

EEOC Uniform Guidelines to Stay As Is

2008-04-14T15:13:00.001-04:00

The EEOC has opted to leave the Uniform Guidelines as they currently are for at least the next three years. Specifically, the EEOC gave notice of its "intent to submit the Uniform Guidelines on Employee Selection Procedures (UGESP or Uniform Guidelines) without change, to the Office of Management and Budget (OMB) for a three-year approval under the Paperwork Reduction Act of 1995 (PRA)."

Additionally, the EEOC is not going to provide additional on the questions which were outlined in 2004 in relation to the definition of an "applicant." Specifically,

EEOC does not intend to finalize the five additional Questions and Answers that include clarification of the definition of ‘‘applicant.’’ However, employers still must ensure that they are complying with the requirements of UGESP.

Civil Service Testing in China

2008-04-07T15:17:00.005-04:00

Here is an interesting article outlining the history of the civil service examination system in China. The author argues that this may be one of China's most important contributions. Unfortunately, but not surprisingly, it appears that disgruntled test takers and cheating were of concern at least 1000 years ago just as they are today.

Dilbert the Inquisitor

2008-04-04T10:52:00.001-04:00

The New York Times takes a humorous look at pre-employment testing and assessment...

EEOC Proposed Rulemaking on ADEA

2008-03-31T14:12:00.004-04:00

In an update courtesy of David Arnold, ATP General Counsel, the Equal Employment Opportunity Commission (EEOC) has issued a notice of proposed rulemaking to address issues related to the United States Supreme Court's decision in Smith v. City of Jackson. The Court ruled that disparate impact claims are cognizable under the Age Discrimination in Employment Act (ADEA) but that liability is precluded when the impact is attributable to a reasonable factor other than age. Current EEOC regulations interpret the ADEA as prohibiting an employment practice that has a disparate impact on individuals within the protected age group unless it is justified as a business necessity. EEOC is proposing a change in rules to accommodate this Court ruling.

On the International Front...

2008-03-28T14:50:00.003-04:00

Those interested in global issues related to testing may want to take a look at the International Testing Commission website. Information about the organization and its goals are outlined as well as is information about ITC 2008 International Conference to be held July 14-16, 2008 in Liverpool, UK.

Also, Eric Shepherd, immediate Past Chair of the European Division of ATP (E-ATP) has created a wiki with information about the division and its goals. (For those not familiar, a wiki is a collaborative workspace that enables members to both comment and update a web site's content.)

On Faking...

2008-03-24T14:20:00.007-04:00

The issue of job candidates attempting to present themselves in a favorable light has long been of concern to those working in the area of personnel selection. The issue is quite complex from both a theoretical and practical perspective.

For example, a recent study in Human Performance looked at the efficacy of warning applicants about faking on a personality inventory. 464 participants completed personality instruments in either a “warned” or “unwarned” condition. While subjects in the warned condition had lower mean scores on some scales, it did not increase the convergent validity between self and other ratings.

In thinking about job candidates “faking good,” it is also important to remember that job seekers will may attempt to present themselves favorably in selection tasks beyond psychometric assessment. For example, Julia Levashina and Michael Campion have been exploring the role of faking in employment interviews. In a recent study, they report that over 90% of undergraduate job candidates admit to attempting to present themselves in a way that enhances their attractiveness to employers.

Another interesting finding is that follow-up questioning increases faking. They write:

We hypothesized the opposite effect by assuming that probing would be a response verification mechanism that would inhibit faking. Informal debriefing with participants revealed that follow-up questioning was perceived not as response verification but rather as a cue signaling what types of answers were important and critical.

Thanks to All for a Successful Conference

2008-03-13T11:06:00.004-04:00

Many thanks to all who attended the 2008 Conference in Dallas with special appreciation to those who presented as well as those who found time in their schedules to take part in the I-O Division Meeting. Conference presentations are now available on the Innovations in Testing website. Also, the 2009 ATP Conference will be held in Palm Springs, CA on February 22-25, 2009. The venue will be the Westin Mission Hills, location of the 2007 meeting.

Interesting Read on Assessing Leaders and Leadership

2008-02-20T14:45:00.007-05:00

Rob Kaiser, Bob Hogan and Craig Bartholomew have just published a provocative article entitled "Leadership and the fate of organizations" in the February-March 2008 issue of American Psychologist. One of their main arguments is that while the quality of leadership is a critical factor in shaping the success of an organization, most of the literature focuses upon the trajectory of a leader's career as opposed to the sucesss that he or she may experience in actually leading individuals, teams, and organizations.

Steven Hunt Responds to Morgeson et al.

2008-02-05T17:33:00.001-05:00

As might be expected, the original Morgeson et al. article has stirred quite a bit of interest. Due to limited space, Personnel Psychology was only able to print a limited number of responses. Steve Hunt of SuccessFactors also wrote an interesting reaction entitled Commentary on “Reconsidering the Use of Personality Tests in Personnel Selection Contexts”: Thoughts from a Practitioner Perspective that he was kind enough to permit us to post.

As space permits, we would also be interested in posting papers written by others on this as well as other topics that would be of interest to either the I-O Division or the larger I-O community. If you have something that you would like to share, please send it our way.

I-O Division Input on Revised Testing Standards

2008-02-05T09:09:00.001-05:00

As all are likely aware, the Standards for Educational and Psychological Testing are currently being revised. The ATP I-O Division has created a Task Force of volunteer members to provide input from both a publisher and professional perspective. The Task Force, chaired by Joseph Orban, will present on its findings at the upcoming ATP Conference during a session scheduled for Tuesday, March 4 @ 1:30 to 2:30 PM in the Ft. Worth 5 Room) Additionally, SIOP has posted the comments of its Task Force.

Pearson Acquisition of Harcourt Assessment to be Approved

2008-01-31T16:23:00.001-05:00

It appears that the Department of Justice will approve Pearson's acquisition of Harcourt Assessment contingent upon the divestiture of parts of its combined test catalog. Specifically, Harcourt's Adaptive Behavior Assessment System, Harcourt's Emotional Assessment System (currently in development) and either Pearson’s Comprehensive Assessment of Spoken Language and the Oral and Written Language Scales or Harcourt’s Clinical Evaluation of Language Fundamentals must be sold to a buyer approved by DOJ.

eBay and Sales of Restricted Test Materials

2008-01-17T16:30:00.001-05:00

The sale of restricted test materials on eBay has become the focus of increasing concern in the testing community for both publishers as well as clinicians. This is particularly acute in the case of clinically-oriented assessments because they often use printed materials (such as Rorschach plates and TAT cards) and physical stimuli (in the case of IQ kits) which can be sold easily. eBay has expressed recent resistance to prohibiting the sale of restricted test materials and will now only remove them from auction if it can be shown that their sale is harmful to the public. Aurelio Prifitera, Ph.D., President of The Psychological Corporation, posts his concerns and reactions to this.

Outlook on Assessments for 2008

2008-01-11T14:17:00.001-05:00

Charles Handler, an I-O psychologist and student of the employee selection arena, has posted his annual observations of industry trends. Amongst his observations are continued interest in the use of assessments and the integration of testing into the hiring process. A review of the comments which follow the article provide an interesting perspective on the objections that are often heard from individuals who reject the use of pre-employment assessments as well as some thoughtful observations and suggestions from David Arnold, ATP General Counsel.

Using Personality Tests for Personnel Selection

2008-01-07T16:39:00.005-05:00

Based upon a presentation at the SIOP Conference in 2004, Personnel Psychology (Autumn 2007 and Winter 2007) published a provocative series of articles on use of the personality assessments for personnel selection. As an initial salvo, Fred Morgeson and colleagues wrote an article quite critical of using personality-based assessments for selection, citing concerns with the impact of faking on self-report inventories and the low criterion-related validity estimates that are often found. As might be expected, this proved to be quite provocative and was picked up by a number of media outlets. Both this critique and the press reaction have also been of significant interest to ATP members.

The following issue of Personnel Psychology (Winter 2007) contained two replies disputing a number of assertions made in the paper (one by Robert Tett & Neil Christensen and another by Deniz Ones and others) plus a rejoinder from the original authors. This series of articles is a “must read” for anyone interested in the use of personality testing for selection purposes and is likely to be discussed and cited for many years to come.

Previsor Acquires British Test Publisher

2008-01-07T09:56:00.000-05:00

It was announced today that Previsor has acquired ASE, leading UK-based business test publisher.

EEOC Announces Settlement with Ford

2008-01-04T14:40:00.001-05:00

Ford Motor Co., along with two related companies and a national union, will pay $1.6 million and provide other remedial relief to a class of nearly 700 African Americans to settle a race discrimination lawsuit brought by the EEOC. The EEOC had charged that the written test used by Ford, Visteon and Automotive Components Holdings (ACH) to select employees an apprenticeship program had a disproportionately negative impact on African Americans.

EEOC Posts Fact Sheet on Assessment and Selection

2008-01-03T10:33:00.002-05:00

The EEOC recently posted a handy fact sheet that covers some of the common issues related to the federal anti-discrimination laws and the use of tests and other selection procedures in the employment process.