IPMAAC Presentations Posted

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

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.
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Research Update

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

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2009 SIOP Call for Papers

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.
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2009 ATP Conference Call for Papers

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.
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Update on eBay Sales of Protected Test Content

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.

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Research Update

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


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