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مدیریت منابع انسانی برای توسعه پایدار

Jackson, S. E., Ones, D. S., & Dilchert, S. (Eds.); شهرین ستوده (Translator)
مدیریت منابع انسانی برای توسعه پایدار [Managing human resources for environmental sustainability].
Teheran, Iran: اسمان نگار.
(1393)

در جهان امروز، هر گونه کسب و کاری مستلزم توسعه فرهنگ مسئولیت پذیری اجتماعی و پاسخگویی به جامعه با رویکرد چگونگی جهت گیری فعالیتهای مسئولانه  به همراه تولید ثروت است. در واقع این موضوع به معنای رفتارهای تجاری همه ذینفعان اعم از سهامداران، مشتریان و کارکنان که در شخصیت منابع انسانی در سازمانها و بنگاههای تولیدی و خدماتی ظاهر می­شوند، ناشی می­شود که به این سئوال یکایک آحاد جامعه پاسخ می­دهند که: آیا کسب و کار شما در خدمت رفع چالشهای اجتماعی قراردارد؟!

Creative interests and personality: Scientific versus artistic creativity

Wiernik, B. M., Dilchert, S., & Ones, D. S.
Zeitschrift für Arbeits- und Organisationspsychologie.
(in press)

The present study used intraindividual criterion profile analysis to investigate the relationship between creative artistic and investigative interests and the Big Five personality traits. In 19 samples, we found that artistic and investigative interests showed distinct intraindividual personality profile patterns. Investigative interests were associated with elevated openness to intellect, conscientiousness, and emotional stability and low extraversion and agreeableness, relative to individuals’ other traits. Artistic interests were associated with personal strengths for openness to experiences and personal weaknesses for conscientiousness, assertiveness, and emotional stability. Across creative interests, profile pattern, not absolute trait level, drove the relationship between personality traits and interests. These findings replicated across numerous personality inventories and levels of interest specificity (RIASEC, basic interests, occupation-specific interests). We discuss the implications of these results for the complementary use of personality and interest scales in vocational counseling and personnel selection.

Pro-environmental behavior

Ones, D. S., Wiernik, B. M., Dilchert, S., & Klein, R. M.
In J. D. Wright (Ed.),
International encyclopedia of the social and behavioral sciences (pp. 82-88).
Oxford, UK: Elsevier.
(2015)

Environmental sustainability is one of the most pressing issues facing societies today. Employees play a key role in contributing to organizational environmental performance. This article describes the domain of employee green behaviors (pro-environmental behaviors at work), distinguishes them from related constructs, provides an overview of determinants, and reviews interventions designed to support them.

Cognitive predictors and age-based adverse impact among business executives

Klein, R. M., Dilchert, S. Ones, D. S., & Dages, K. D.
Journal of Applied Psychology, 100, 1497-1510.
(2015)

Age differences on measures of general mental ability and specific cognitive abilities were examined in 2 samples of job applicants to executive positions as well as a mix of executive/nonexecutive positions to determine which predictors might lead to age-based adverse impact in making selection and advancement decisions. Generalizability of the pattern of findings was also investigated in 2 samples from the general adult population. Age was negatively related to general mental ability, with older executives scoring lower than younger executives. For specific ability components, the direction and magnitude of age differences depended on the specific ability in question. Older executives scored higher on verbal ability, a measure most often associated with crystallized intelligence. This finding generalized across samples examined in this study. Also, consistent with findings that fluid abilities decline with age, older executives scored somewhat lower on figural reasoning than younger executives, and much lower on a letter series test of inductive reasoning. Other measures of inductive reasoning, such as Raven’s Advanced Progressive Matrices, also showed similar age group mean differences across settings. Implications for employee selection and adverse impact on older job candidates are discussed.

Openness as a factor underlying successful expatriation: A brief report of project iGOES

Deller, J., Dilchert, S., Ones, D. S., Albrecht, A.-G., & Paulus, F. M.
In X. Dai & G.-M. Chen (eds.),
Intercultural communication competence (pp. 356-365).
Newcastle upon Tyne, UK: Cambridge Scholars Publishing.
(2014)

Organizations that conduct business globally feel an increasing need to send employees on international assignments. Such international assignments are a challenge both for the organization and its employees. Reports from the applied and also the scholarly community reveal that reliable, valid, and easily applicable methods for selecting, preparing, and developing expatriate workers are crucial to the success of international assignments in general. This chapter provides an overview of project iGOES (international Generalizability of Expatriate Success Factors), which investigates the relevance of demographic variables, background characteristics, and individual differences traits in predicting expatriate adjustment and success. The most comprehensive project of its kind, iGOES systematically investigated whether relevant success factors differ across world regions expatriates are active in. The chapter illustrates the usefulness of the approach by focusing on and summarizing results for the personality trait of openness.

Maladaptive personality constructs, measures, and work behaviors: Scientific background and employment practice recommendations

Dilchert, S., Ones, D. S., & Krueger, R. F.
Industrial and Organizational Psychology, 7, 98-110.
(2014)

Important changes have been occurring in the clinical psychology literature that are relevant to how maladaptive personality characteristics are conceptualized, measured, and used in workplace applications. We aim to clarify distinctions among maladaptive personality traits, measures of maladaptive personality constructs, and their behavioral consequences at work. In pursuing a connection between the industrial–organizational (I–O) and clinical psychology literatures on maladaptive personality, we distinguish maladaptive constructs, maladaptive measures, and maladaptive work behaviors. Conceptual clarification and linguistic precision are essential, as their distinctions are not merely academic but have important consequences for workplace research and practice.

Review of Non-Verbal IQ Test

Dilchert, S.
In J. F. Carlson, K. F. Geisinger, & J. L. Johnson (Eds.),
Mental measurements yearbook (19th ed., pp. 491-494). Lincoln, NE: University of Nebraska Press.
(2014)

This review provides information about the development, reliability, and validity of the Non-Verbal IQ Test (NVIQT). The NVIQT is a nonverbal measure of cognitive ability, developed to assess spatial ability and pattern recognition. The stated purpose of the test is to serve as a measure of intelligence that minimizes irrelevant cultural or educational influences on test scores. The technical manual accompanying the test does not further delineate the nature of the construct that the test is intended to assess. Limited information is provided on the intended target population or intended uses of the test…

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.

The well-rounded, green MBA

Dilchert, S.
The MBA Series – Guest Articles by Leaders in Business Education. http://www.triplepundit.com/2013/10/rounded-green-mba/.
(2013)

The MBA Series – Guest Articles by Leaders in Business Education.
What are the lessons we want our future leaders to experience before they take the helm of some of the world’s most impactful organizations?

Construct- and criterion-related validity of the German Core Self-Evaluations Scale: A multi-study investigation

Albrecht, A.-G., Paulus, F. M., Dilchert, S., Deller, J., & Ones, D. S.
Journal of Personnel Psychology, 12, 85-91.
(2013)

This research presents an in-depth investigation of the core self-evaluations (CSE) construct in several German samples. The English language (U.S.-American) version of the Core Self-Evaluations Scale (CSES; see Judge, Erez, Bono, & Thoresen, 2003) was adapted and translated into German. The study expands knowledge of CSE relationships with work-relevant experience constructs by providing the first reports of relationships with professional experience and job tenure. Criterion-related validities were examined for grade point average, organizational citizenship behaviors, and turnover intentions, extending English language based findings to a new language and cultural context (German) for the first time. The explicit examinations of the German CSES and other demographic (age, gender) and experience variables (organizational tenure) also provide the first investigations of these relationships, advancing the knowledge about the nomological network of the CSE construct. A constructive discussion of CSE measurement issues (frame of reference and item-specific response styles) is provided in order to improve future CSE measurement.