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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.

Human resources responsibilities: Frequent flyer radiation exposure

Barish, R. J., & Dilchert, S.
Employee Responsibilities and Rights Journal, 22, 361-369.
(2010)

At the high altitudes that are the domain of commercial airliners, passengers are exposed to cosmic radiation at an intensity that is hundreds of times greater than at ground level. Such radiation exposure represents a risk for individuals who fly frequently as part of their job. Business travelers who fly at least 85,000 miles (137,000 km) per year are likely to receive radiation exposures that exceed the regulatory limit established for members of the general public exposed by proximity to medical or industrial radiation facilities. Their exposures will not, however, exceed the higher level allowed for radiation workers. Human resource managers need to identify those employees who fly frequently on company business or due to a company-initiated relocation (e.g., expatriate assignment), classify them as radiation workers, and ensure compliance with the regulatory requirements for providing risk education and exposure assessment for such workers. Failure to do so may incur potential liability for radiation-related health problems, particularly in the case of pregnant employees where the embryo or fetus is also at risk.

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….

Personality: Its measurement and validity for employee selection

Hough, L. M., & Dilchert, S.
In J. L. Farr & N. T. Tippins (Eds.),
Handbook of employee selection (pp. 299-319).
New York: Routledge.
(2010)

One of the most important advances in our field can be attributed to the recognition of the importance of personality variables in determining and explaining performance. With the addition of personality variables to our models of job performance, we are now able to explain significantly more variation in behavior and performance than ever before. In this chapter, we review the issues, document the evidence, and describe the consensus emerging about the usefulness of personality variables in employee selection. We describe factors that hinder our understanding and those that help increase our knowledge of personality variables and their role in more accurately predicting work-related criteria. We address issues related to taxonomic structure, measurement methods, level of measurement, validity, and factors that threaten and enhance the validity of personality measures.

Cognitive abilities

Ones, D. S., Dilchert, S., Viswesvaran, C. & Salgado, J. F.
In J. L. Farr & N. T. Tippins (Eds.),
Handbook of employee selection (pp. 255-275).
New York: Routledge.
(2010)

Intelligence affects individuals’ lives in countless ways. As such, it is an exceedingly precious trait to include in employee selection systems. In this chapter, we provide an overview of cognitive ability’s key role in staffing organizations and provide evidence-based practice recommendations. We first present a brief synopsis of the history, current usage, and acceptance of cognitive ability tests in employee selection. Second, we highlight the theoretical underpinnings of cognitive ability as a construct. Third, we discuss developments in its measurement. Fourth, we present an overview of the criterion-related validity of cognitive ability tests in predicting valued work behaviors and outcomes. Fifth, we discuss the issue of group differences in cognitive ability test scores both within the United States and internationally. We conclude by discussing future research and practice challenges.

Personality tests in the workplace

Ones, D. S. & Dilchert, S.
InTheBlack, 54-55.
(2009)

We make judgments and evaluations about others’ personalities every day – when we meet new acquaintances, when we catch up with old friends, and even when we interact with our spouses or partners. Personality is important – it describes the general tendencies of individuals to feel, think, act, and react in a variety of life situations. And our work lives, of course, are one of those domains where personality plays a primary role. Organisations have long tried to glean information on individuals’ personalities for a variety of purposes, including career counselling, employee development and coaching, or candidate selection. The method most commonly used to try to learn more about someone’s “character” is the employment interview, and such interviews can be useful when properly designed and applied (especially when they are standardised to minimise the influence of human error and bias).