Download Category: Employee Selection

Openness in cross-cultural work settings: A multi-country study of expatriates

Albrecht, A.-G., Dilchert, S., Deller, J., & Paulus, F. M.
Journal of Personality Assessment, 96, 64-75.
(2014)

Openness plays an important role in determining what kind of experiences individuals seek out not only in their personal lives, but also in work environments. The objectives of this study were (a) to examine the influence of openness and its facets on the decision to work abroad and (b) to study whether employees’ openness relates to cross-cultural adjustment as well as job and life satisfaction. We investigated these questions among a sample of 2,096 expatriates. In addition to self-reports of openness and cross-cultural adjustment, ratings of subjects’ adjustment were also obtained from 928 knowledgeable others. The openness facets of actions, ideas, and values appear to be good predictors of acceptance of international assignments. In addition, global Openness and its facets Openness to actions and feelings relate to self- and other ratings of cross-cultural adjustment.

Measuring, understanding, and influencing employee green behaviors

Ones, D. S., & Dilchert, S.
In A. H. Huffman & S. R. Klein,
Green organizations: Driving change with I-O Psychology (pp. 115-148).
New York: Routledge.
(2013)

In this chapter, we first highlight evidence that environmental sustainability and responsibility are increasingly valued by many corporations. Second, we delineate environmental sustainability constructs at both the organizational and individual levels of analysis. At the organizational level, we distinguish environmental performance from social responsibility, and highlight how each is related to organizational financial performance. At the individual level, we distinguish between general pro-environmental behaviors and employee green behaviors. We also discuss how employee green behaviors relate to constructs such as employee engagement, task performance, organizational citizenship behaviors, counterproductive work behaviors, and organizational tenure. Third, we describe a taxonomy of employee green behaviors, noting functional and motivational differences among categories. Fourth, we review person-based approaches (recruiting, staffing) and intervention-based approaches (training, motivational interventions) that can be used to influence employee green behaviors in organizations. We conclude by highlighting streams of employee-focused research that will contribute to improving environmental sustainability of organizations.

Employee green behaviors

Ones, D. S., & Dilchert, S. (2012).  
In S. E. Jackson, D. S. Ones, & S. Dilchert (Eds.),
Managing human resources for environmental sustainability (pp. 85-116).
San Francisco: Jossey-Bass/Wiley.
(2012)

The overall objective of this chapter is to describe individual variability in employee behaviors that relate to environmental sustainability work settings. To achieve this goal, we first define a broad category of behavior that we have come to refer to as employee green behavior. Second, we then detail a taxonomy of employee green behaviors that is intended to describe the content of employee green behavior categories and define a construct of individual level environmental sustainability in work settings. Third, ‘we address the connections between employee green behaviors and model of individual level performance. Fourth, we offer guidance on how the framework presented in this chapter can be used in human resources management practice and research applications. We conclude by addressing construct validity questions about the model of employee green behaviors.

A review of citizenship and counterproductive behaviors in organizational decision-making

Hoffman, B. J., & Dilchert, S.
In N. Schmitt (Ed.),
Oxford handbook of personnel assessment and selection (pp. 543–569).
New York: Oxford University Press.
(2012)

This chapter provides an analysis of historical trends underlying the measurement of two alternative work criterion variables: organizational citizenship and counterproductive work behaviors. Conceptual frameworks and taxonomic models are reviewed, and measurement of the two constructs in research and applied settings is discussed. The empirical evidence that links individual differences predictors and assessment tools to citizenship and counterproductivity is discussed with a focus on employee selection.

Cognitive abilities

Ones, D. S., Dilchert, S., & Viswesvaran, C.
In N. Schmitt (Ed.),
Oxford handbook of personnel assessment and selection (pp. 179-224). New York: Oxford University Press.
(2012)

This chapter describes measures of cognitive ability (general mental ability and specific abilities) and examines their usefulness for personnel selection. An overview of definitional and theoretical issues as they apply to use of such measures in personnel decision making is provided first. Then, issues of reliability of measures are discussed, again with particular emphasis on implications for personnel selection (e.g., impact on rank order of candidates when using different measures). Next, validities of cognitive ability tests are summarized for the following criteria: overall job performance, task performance, contextual performance, counterproductive work behaviors, leadership, creativity and innovation, voluntary turnover, job satisfaction, and career success. The authors address the nature of predictor-criterion relationships (e.g., usefulness of general versus specific abilities, criterion dynamicity, assumption of linearity) by discussing both recent large-scale evidence in normal samples and among the highly gifted. Finally, the extent to which cognitive ability is captured in tools other than standardized tests is summarized, enabling an evaluation of other selection assessments as substitutes and/or supplements to standardized cognitive ability tests.

Cross-cultural generalization: Using meta-analysis to test hypotheses about cultural variability

Ones, D. S., Dilchert, S., Deller, J., Albrecht, A.-G., Duehr, E. E., & Paulus, F. M.
In A. M. Ryan, F. T. L. Leong, & F. L. Oswald (Eds.),
Conducting multinational research projects in organizational psychology: Challenges and opportunities (pp. 91-122).
Washington, DC: American Psychological Association.
(2012)

When differences are observed across samples in cross-cultural research, true cultural differences (and sample representativeness) are not the only explanations that ought to be considered. A main thesis of this chapter is that when differences are observed, findings can be due to chance (sampling error) as well as other statistical artifacts (see Hunter & Schmidt, 2004). Testing whether cross-cultural variability in findings is due to real effects of culture or such statistical artifacts is an important step that is essential in cross-cultural research. Addressing the biasing influences of statistical artifacts may help reveal cross-cultural universals. The magnitude of cultural variation in results can be empirically examined using approaches of psychometric meta-analysis. A major contribution that meta-analytic techniques can make to cross-cultural research is to enable researchers to test the cross-cultural generalizability of relationships. In the remainder of this chapter, we review, illustrate, and discuss three unique applications of meta-analysis to examine cross-cultural effects. First, we review and discuss pooling findings across intracultural studies to examine questions of cross-cultural generalizability. Second, we illustrate the value of applying meta-analysis to carefully conducted intercultural studies to examine the same question. Third, we demonstrate the use of meta-analysis to examine transcultural variability using primary data collected from different cultural settings. For each type of application, we offer a brief background, review and present illustrative findings, and discuss contributions and potential limitations.

Leben und Arbeiten im Ausland – psychologische Faktoren und Erfolg bei internationalen beruflichen Entsendungen

[Living and working abroad – psychological factors and success in international occupational decisions]
Deller, J., Albrecht, A-G., Ones, D. S., Dilchert, S., & Paulus, F. M.
Berlin Medical, 10, 5-7.
(2012)

In den vergangenen Jahren haben wir Projekt iGOES (international Generalizability of Expatriate Success Factors) das mit bislang über 2.300 persönlich interviewten Auslandsmitarbeitern weltweit größte interkulturelle wirtschaftspsychologisch diagnostische Forschungsprojekt durchgeführt. Dieser Beitrag schildert in Anlehnung an Deller und Albrecht [l] das Projekt in seinen Grundzügen und berichtet zusätzlich ausgewählte Ergebnisse zur Bedeutung der Persönlichkeitsdimension „Offenheit” für Anpassung als eine Perspektive des Erfolges von Auslandseinsätzen.

Application of preventive strategies

Dilchert, S., & Ones, D. S.
In M. Ziegler, C. MacCann, & R. D. Roberts, (Eds.)
New perspectives on faking in personality assessments (pp. 177-200).
New York: Oxford University Press.
(2011)

This chapter addresses issues surrounding strategies to identify and reduce socially desirable responding, impression management, and faking in applied assessment settings. Strategies are discussed in terms of a framework with four categories based on purpose (identification or prevention) and level (scale/test or person). Three major questions are considered: Which forms do the strategies take (what are recommendations for use in applied assessment practice)? To what degree do test users rely on such strategies in identifying or preventing response distortion (what are the prevalence rates)? What is the effectiveness of each strategy in applied settings (does it lead to the successful identification or prevention of faking under realistic assessment conditions)? The chapter concludes that even those strategies that have received the most research attention so far do not present effective solutions in applied assessment settings.

Review of A-4 Police Officer Video Test

Ones, D. S., & Dilchert, S.
In R. A. Spies, J. F. Carlson, & K. F. Geisinger (Eds.),
Mental measurements yearbook (18th ed., pp. 1-4). Lincoln, NE: University of Nebraska Press.
(2010)

This review provides information about the development, reliability, and validity of the A-4 Police Officer Video Test. The A-4 Police Officer Video Test is a 90-item multiple-choice test designed to assess both cognitive and noncognitive competencies relevant for success in police office jobs. The test is administered using a video tape, which contains narrated instructions. Administration of the test takes a total time of 155 minutes…

Review of P-1SV and P-2SV Police Officer Tests

Ones, D. S., & Dilchert, S.
In R. A. Spies, J. F. Carlson, & K. F. Geisinger (Eds.),
Mental measurements yearbook (18th ed., pp. 387-390). Lincoln, NE: University of Nebraska Press.
(2010)

This review provides information about the development, reliability, and validity of the P-1SV and P-2SV Police Officer Tests. The P-lSV and P-2SV Police Officer Tests are intended to assess some characteristics required to perform entry level police officer jobs successfully. Each test form contains 100 multiple-choice questions, which are dichotomously scored (correct/incorrect), and each test yields a single overall score. The knowledge, skills, abilities, and personal characteristics (KSAPs) that the tests assess are specified in the technical manual as: (a) Reasoning Ability, (b) Observation/Perceptiveness, (c) Ability to Learn Proper Police Procedures, (d) Speaking Ability, (e) Ability to Learn Laws to be Enforced, (f) Writing Ability, (g) Problem Solving, (h) Memory, (i) Learning, G) Reading, and (k) Planning/Organizing….