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  Subjects -> PSYCHOLOGY (Total: 983 journals)
Showing 601 - 174 of 174 Journals sorted alphabetically
New Ideas in Psychology     Hybrid Journal   (Followers: 5)
New School Psychology Bulletin     Open Access  
Nigerian Journal of Guidance and Counselling     Full-text available via subscription   (Followers: 2)
Nordic Psychology     Hybrid Journal  
O Que Nos Faz Pensar : Cadernos do Departamento de Filosofia da PUC-Rio     Open Access  
OA Autism     Open Access   (Followers: 7)
Occupational Health Science     Hybrid Journal  
Online Readings in Psychology and Culture     Open Access  
Open Journal of Medical Psychology     Open Access  
Open Mind     Open Access   (Followers: 1)
Open Neuroimaging Journal     Open Access  
Open Psychology Journal     Open Access  
Organisational and Social Dynamics: An International Journal of Psychoanalytic, Systemic and Group Relations Perspectives     Full-text available via subscription   (Followers: 7)
Organizational Psychology Review     Hybrid Journal   (Followers: 15)
Orientación y Sociedad : Revista Internacional e Interdisciplinaria de Orientación Vocacional Ocupacional     Open Access  
Paidéia (Ribeirão Preto)     Open Access  
Pain     Hybrid Journal   (Followers: 61)
Papeles del Psicólogo     Open Access  
Pastoral Psychology     Hybrid Journal   (Followers: 3)
Peace and Conflict : Journal of Peace Psychology     Full-text available via subscription   (Followers: 6)
Pensamiento Psicologico     Open Access  
Pensando Familias     Open Access  
Pensando Psicología     Open Access  
People and Animals : The International Journal of Research and Practice     Open Access  
Perception     Full-text available via subscription   (Followers: 16)
Perceptual and Motor Skills     Full-text available via subscription   (Followers: 8)
Persona     Open Access  
Persona : Jurnal Psikologi Indonesia     Open Access  
Persona Studies     Open Access  
Personality and Social Psychology Bulletin     Hybrid Journal   (Followers: 168)
Personality and Social Psychology Review     Hybrid Journal   (Followers: 52)
Personality Disorders: Theory, Research, and Treatment     Full-text available via subscription   (Followers: 18)
Personnel Assessment and Decisions     Open Access  
Personnel Psychology     Hybrid Journal   (Followers: 58)
Perspectives interdisciplinaires sur le travail et la santé     Open Access   (Followers: 3)
Perspectives on Behavior Science     Hybrid Journal   (Followers: 1)
Perspectives On Psychological Science     Hybrid Journal   (Followers: 42)
Perspectives Psy     Full-text available via subscription   (Followers: 1)
Phenomenology & Practice     Open Access   (Followers: 2)
Phenomenology and Mind     Open Access   (Followers: 3)
Phenomenology and the Cognitive Sciences     Hybrid Journal   (Followers: 4)
Philosophical Psychology     Hybrid Journal   (Followers: 20)
Philosophy, Psychiatry, & Psychology     Full-text available via subscription   (Followers: 11)
Physiology & Behavior     Hybrid Journal   (Followers: 14)
physiopraxis     Hybrid Journal  
PiD - Psychotherapie im Dialog     Hybrid Journal   (Followers: 1)
Poiésis     Open Access  
Policy Insights from the Behavioral and Brain Sciences     Full-text available via subscription   (Followers: 4)
Political Psychology     Hybrid Journal   (Followers: 42)
Porn Studies     Hybrid Journal   (Followers: 6)
Possibility Studies & Society     Hybrid Journal   (Followers: 1)
PPmP - Psychotherapie Psychosomatik Medizinische Psychologie     Hybrid Journal   (Followers: 1)
Practice Innovations     Full-text available via subscription  
Pragmatic Case Studies in Psychotherapy     Open Access   (Followers: 1)
Pratiques Psychologiques     Full-text available via subscription  
Praxis der Kinderpsychologie und Kinderpsychiatrie     Hybrid Journal  
Problems of Psychology in the 21st Century     Open Access  
Professional Psychology : Research and Practice     Full-text available via subscription   (Followers: 7)
Progress in Brain Research     Full-text available via subscription   (Followers: 3)
Psic : Revista de Psicologia da Vetor Editora     Open Access  
Psico     Open Access  
Psicoanalisi     Full-text available via subscription  
Psicobiettivo     Full-text available via subscription  
Psicoespacios     Open Access  
Psicogente     Open Access  
Psicol?gica Journal     Open Access  
Psicologia     Open Access  
Psicologia     Open Access  
Psicologia : Teoria e Pesquisa     Open Access  
Psicologia : Teoria e Prática     Open Access  
Psicologia da Educação     Open Access  
Psicologia della salute     Full-text available via subscription  
Psicología desde el Caribe     Open Access  
Psicologia di Comunità. Gruppi, ricerca-azione, modelli formativi     Full-text available via subscription  
Psicologia e Saber Social     Open Access   (Followers: 1)
Psicologia e Saúde em Debate     Open Access  
Psicologia em Pesquisa     Open Access  
Psicologia em Revista     Open Access  
Psicologia Ensino & Formação     Open Access  
Psicologia Hospitalar     Open Access  
Psicologia Iberoamericana     Open Access   (Followers: 1)
Psicologia para América Latina     Open Access  
Psicologia USP     Open Access   (Followers: 1)
Psicología, Conocimiento y Sociedad     Open Access  
Psicologia, Saúde e Doenças     Open Access  
Psicooncología     Open Access   (Followers: 1)
Psicoperspectivas     Open Access  
Psicoterapia e Scienze Umane     Full-text available via subscription  
Psikis : Jurnal Psikologi Islami     Open Access  
Psikohumaniora : Jurnal Penelitian Psikologi     Open Access  
Psisula : Prosiding Berkala Psikologi     Open Access  
Psocial : Revista de Investigación en Psicología Social     Open Access  
Psych     Open Access   (Followers: 1)
PsyCh Journal     Hybrid Journal   (Followers: 2)
PSYCH up2date     Hybrid Journal   (Followers: 2)
Psych. Pflege Heute     Hybrid Journal   (Followers: 1)
Psychê     Open Access  
Psyche: A Journal of Entomology     Open Access   (Followers: 6)
Psychiatrie et violence     Open Access  
Psychiatrie und Psychotherapie up2date     Hybrid Journal   (Followers: 1)
Psychiatrische Praxis     Hybrid Journal   (Followers: 1)
Psychiatry, Psychology and Law     Hybrid Journal   (Followers: 385)
Psychoanalysis and History     Hybrid Journal   (Followers: 3)
Psychoanalysis, Self and Context     Hybrid Journal   (Followers: 5)
Psychoanalytic Dialogues: The International Journal of Relational Perspectives     Hybrid Journal   (Followers: 9)
Psychoanalytic Inquiry: A Topical Journal for Mental Health Professionals     Hybrid Journal   (Followers: 7)
Psychoanalytic Perspectives     Hybrid Journal   (Followers: 7)
Psychoanalytic Psychology     Full-text available via subscription   (Followers: 3)
Psychoanalytic Psychotherapy     Hybrid Journal   (Followers: 14)
Psychoanalytic Review The     Full-text available via subscription   (Followers: 7)
Psychoanalytic Social Work     Hybrid Journal   (Followers: 12)
Psychoanalytic Study of the Child     Hybrid Journal   (Followers: 1)
Psychodynamic Practice: Individuals, Groups and Organisations     Hybrid Journal   (Followers: 6)
Psychodynamic Psychiatry     Full-text available via subscription   (Followers: 8)
Psychogeriatrics     Hybrid Journal   (Followers: 1)
Psychologia : Advances de la Disciplina     Open Access  
Psychologica     Open Access  
Psychologica Belgica     Open Access   (Followers: 1)
Psychological Assessment     Full-text available via subscription   (Followers: 13)
Psychological Bulletin     Full-text available via subscription   (Followers: 238)
Psychological Medicine     Hybrid Journal   (Followers: 20)
Psychological Perspectives: A Semiannual Journal of Jungian Thought     Hybrid Journal   (Followers: 1)
Psychological Reports     Hybrid Journal  
Psychological Research     Hybrid Journal   (Followers: 11)
Psychological Research on Urban Society     Open Access  
Psychological Review     Full-text available via subscription   (Followers: 222)
Psychological Science     Hybrid Journal   (Followers: 306)
Psychological Science and Education     Open Access   (Followers: 1)
Psychological Science and Education psyedu.ru     Open Access   (Followers: 1)
Psychological Science In the Public Interest     Hybrid Journal   (Followers: 17)
Psychological Studies     Hybrid Journal   (Followers: 3)
Psychological Thought     Open Access   (Followers: 2)
Psychological Trauma: Theory, Research, Practice, and Policy     Full-text available via subscription   (Followers: 21)
Psychologie Clinique     Full-text available via subscription  
Psychologie du Travail et des Organisations     Hybrid Journal  
Psychologie Française     Full-text available via subscription  
Psychologie in Erziehung und Unterricht     Full-text available via subscription   (Followers: 2)
Psychologische Rundschau     Hybrid Journal   (Followers: 2)
Psychology     Open Access   (Followers: 6)
Psychology     Open Access  
Psychology & Health     Hybrid Journal   (Followers: 33)
Psychology & Sexuality     Hybrid Journal   (Followers: 15)
Psychology and Aging     Full-text available via subscription   (Followers: 16)
Psychology and Developing Societies     Hybrid Journal  
Psychology and Law     Open Access   (Followers: 3)
Psychology and Psychotherapy: Theory, Research and Practice     Full-text available via subscription   (Followers: 19)
Psychology in Russia: State of the Art     Free   (Followers: 2)
Psychology in Society     Open Access   (Followers: 1)
Psychology Learning & Teaching     Full-text available via subscription   (Followers: 14)
Psychology of Addictive Behaviors     Full-text available via subscription   (Followers: 15)
Psychology of Aesthetics, Creativity and the Arts     Full-text available via subscription   (Followers: 15)
Psychology of Consciousness : Theory, Research, and Practice     Full-text available via subscription   (Followers: 7)
Psychology of Language and Communication     Open Access   (Followers: 14)
Psychology of Leaders and Leadership     Full-text available via subscription  
Psychology of Learning and Motivation     Full-text available via subscription   (Followers: 13)
Psychology of Men and Masculinity     Full-text available via subscription   (Followers: 25)
Psychology of Music     Hybrid Journal   (Followers: 25)
Psychology of Popular Media Culture     Full-text available via subscription   (Followers: 1)
Psychology of Religion and Spirituality     Full-text available via subscription   (Followers: 17)
Psychology of Sexual Orientation and Gender Diversity     Full-text available via subscription   (Followers: 14)
Psychology of Violence     Full-text available via subscription   (Followers: 15)
Psychology of Well-Being : Theory, Research and Practice     Open Access   (Followers: 20)
Psychology of Women Quarterly     Hybrid Journal   (Followers: 9)
Psychology Research and Behavior Management     Open Access   (Followers: 6)
Psychology, Community & Health     Open Access   (Followers: 3)
Psychology, Crime & Law     Hybrid Journal   (Followers: 27)
Psychology, Health & Medicine     Hybrid Journal   (Followers: 17)
Psychology, Public Policy, and Law     Full-text available via subscription   (Followers: 13)
Psychometrika     Hybrid Journal   (Followers: 8)
Psychomusicology : Music, Mind, and Brain     Full-text available via subscription   (Followers: 8)
Psychoneuroendocrinology     Hybrid Journal   (Followers: 15)
Psychonomic Bulletin & Review     Full-text available via subscription   (Followers: 19)
Psychopathology     Full-text available via subscription   (Followers: 4)
Psychopharmacology     Hybrid Journal   (Followers: 15)
Psychophysiology     Hybrid Journal   (Followers: 9)
psychopraxis. neuropraxis     Hybrid Journal   (Followers: 1)
Psychosis: Psychological, Social and Integrative Approaches     Hybrid Journal   (Followers: 8)
Psychosomatic Medicine     Hybrid Journal   (Followers: 12)
Psychosomatic Medicine and General Practice     Open Access   (Followers: 1)
Psychosomatics     Hybrid Journal   (Followers: 9)
Psychotherapeut     Hybrid Journal   (Followers: 4)
Psychotherapy and Politics International     Hybrid Journal   (Followers: 4)
Psychotherapy and Psychosomatics     Partially Free   (Followers: 11)
Psychotherapy in Australia     Full-text available via subscription   (Followers: 1)
Psychotherapy Research     Hybrid Journal   (Followers: 21)
PsychTech & Health Journal     Open Access   (Followers: 4)
Psyecology - Bilingual Journal of Environmental Psychology     Hybrid Journal   (Followers: 3)
Psyke & Logos     Open Access   (Followers: 4)
Psykhe (Santiago)     Open Access  
Quaderni di Gestalt     Full-text available via subscription  
Quaderns de Psicologia     Open Access  
Qualitative Psychology     Full-text available via subscription   (Followers: 6)
Qualitative Research in Psychology     Hybrid Journal   (Followers: 18)
Qualitative Studies     Open Access   (Followers: 12)
Quality and User Experience     Hybrid Journal   (Followers: 5)
Quantitative Methods for Psychology     Open Access   (Followers: 1)
Quarterly Journal of Experimental Psychology     Hybrid Journal   (Followers: 22)
Race and Social Problems     Hybrid Journal   (Followers: 11)
Reading Psychology     Hybrid Journal   (Followers: 6)
Rehabilitation Psychology     Full-text available via subscription   (Followers: 9)

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Similar Journals
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Personnel Assessment and Decisions
Number of Followers: 0  

  This is an Open Access Journal Open Access journal
ISSN (Print) 2377-8822
Published by Bowling Green State University Homepage  [5 journals]
  • Policing for Peace: Training for a 21st Century Police Force

    • Authors: Kate M. Den Houter et al.
      Abstract: We review the present state of research on police training in the United States, highlighting gaps in the literature, and limitations of trainings in use by local policing agencies. We focus on training content relevant to the volatile situations that are at the center of controversy, we evaluate content areas that focus on successfully navigating real-time, unpredictable, and potentially dangerous interactions, and discuss training needs in these areas. We suggest that one common response to the issue of bias—implicit bias training—lacks evidence of efficacy. Accordingly, we recommend alternative training content to address bias and discrimination. Finally, we call attention to potential barriers, including the highly charged political environment and officer resistance, that could limit the effectiveness of new training programs.
      PubDate: Thu, 10 Nov 2022 11:51:09 PST
  • What Can Go Wrong When Everything is Right' Using Organizational
           Justice to Understand Police Misconduct and Improve Personnel Systems

    • Authors: Antoine D. Busby et al.
      Abstract: Despite decades of attention paid to police reform, cases of office misconduct still continue to plague policing organizations. Assuming that organizations may still experience such officer malfeasance even when attempting to pursue best practices, we aim to explore how things can go wrong when everything else seems right. Specifically, we rely on trickle-down models of organizational justice, group engagement, and social identity to articulate how otherwise desirable organizational outcomes may produce detrimental outgroup biases. Based on our theoretical premise, we articulate specific changes that may be made to personnel systems that can avoid such officer misconduct in policing contexts.
      PubDate: Thu, 10 Nov 2022 11:50:58 PST
  • Electing Law Enforcement Leadership: Examining the Effects of Politics and
           Job-related Qualifications on Personnel Assessment and Decisions for

    • Authors: Kareem Panton et al.
      Abstract: Calls for police reform have become frequent in the United States. Efforts to enact meaningful organizational change will require support from senior law enforcement leadership. Personnel selection for several of these positions (e.g., Sheriff) occurs via local election. Little is known, however, about the factors that influence voters’ assessment of candidates for these positions and the extent to which decision-making for personnel selection via election is influenced by the same beliefs (e.g., person-job and person-organization fit) as more traditional approaches to hiring. This study explores the extent to which voters’ perceptions of two candidates for the position of Sheriff are affected by their job-related qualifications and political affiliations – and the extent to which these perceptions influence voter behavior. Results suggest that the combination of participants’ and candidates’ political affiliations accounted for substantial incremental variance in evaluations of the candidates’ person-job fit, person-organization fit, and overall suitability for employment above-and-beyond differences in their job-related qualifications; and that participants were approximately 39% more likely to vote for the candidate with lower job-related qualifications when that candidate shared their political affiliation. Reports about the extent to which republicans and democrats value/ support police practices provide insights as to why these effects were observed.
      PubDate: Thu, 10 Nov 2022 11:50:49 PST
  • Enhancing the Representation of Women: How Gender Diversity Signals and
           Acknowledgement Affect Attraction to Men-Dominated Professions

    • Authors: Thomas P. DePatie et al.
      Abstract: While organizations around the world recognize the importance of gender diversity and inclusion, many struggle to reach gender parity (Sneader & Yee, 2020). Particularly, women account for less than 15% of all sworn police officers (Donohue Jr, 2020). Considering signaling theory and novel research in organizational impression management, we examined the utility of various recruitment messaging techniques for attracting women job seekers to professions dominated by men, at both a consulting firm and law enforcement agency. Women evaluating consulting firm materials perceived greater behavioral integrity and were subsequently more attracted to the organization if recruitment messages included both high gender diversity signals and an explicit acknowledgement of the lack of gender diversity. With the law enforcement agency, a direct effect of the proposed interaction was identified, in that women were more attracted to police recruitment materials signaling gender diversity and explicitly acknowledging the lack of gender diversity within the agency. Materials had no adverse effect on men’s attraction. Last, research questions surrounding person-organization fit and risk propensity were analyzed to further explore the acknowledgement tactic.
      PubDate: Thu, 10 Nov 2022 11:50:37 PST
  • Exploring the Feasibility of Assessing Cultural Competence in Police

    • Authors: Sydney L. Reichin et al.
      Abstract: Pathology, personality, and integrity-related construct assessments have been widely used in the selection of police officers. However, the incidence of police brutality and misconduct is still concerning. The present study explored the feasibility of the assessment of cultural competence in police officers. We explored the extent to which the change to the agency’s first ever Black CEO would affect cultural competence of the officers as well as incidence of misconduct. Results showed that scores on a cultural competence factor of an in-basket simulation used for promotional assessments at a state highway patrol agency were not predictive of either supervisor-rated performance or incidence of misconduct. Whereas results showed that misconduct was not predicted by the agency’s first Black CEO, cultural competence of the officers did increase after the change in command. Practical implications for law enforcement agencies and suggestions for future research are discussed.
      PubDate: Thu, 10 Nov 2022 11:50:25 PST
  • Using Workplace Personality to Guide Improvement of Law Enforcement

    • Authors: Chase A. Winterberg et al.
      Abstract: Recurrent police-public conflict suggests misalignment in desired police behavior between police and the public. We explored differences in desired police characteristics between police and members of the American public. Although racial minorities endorsed more negative attitudes of police overall, we found no meaningful differences in desired police characteristics between police and the public or between racial minority and majority participants. Second, we combined multiple criterion-related validation studies in similar jobs via meta-analyses and synthetic validity analyses to identify personality predictors of police performance dimensions. Third, we assessed base rates and adverse impact of these personality characteristics in police. Incumbent officers scored significantly lower on desired characteristics and higher on undesired characteristics than applicants. Overall, scales measuring Emotional Stability, Agreeableness, Conscientiousness, Excitability, and Skepticism seem job-relevant across samples, predictive of performance, and unlikely to cause adverse impact. Focusing on these characteristics in hiring could contribute to positive changes in police performance.
      PubDate: Thu, 10 Nov 2022 11:50:15 PST
  • Introduction to the Special Issue on Policing: Examining the Role of
           Testing and Assessment

    • Authors: Dennis Doverspike et al.
      Abstract: Prepared in response to the weight and seriousness of social concerns with regard to the state and future of policing, this special issue was developed in order to feature research that examined a wide range of personnel and assessment decisions relating to policing. The focus was broad in scope, welcoming conceptual/theoretical papers, quantitative or qualitative reviews, empirical papers, and think pieces. To address the questions and areas identified in the initial call for papers, six articles are presented covering the themes of individual differences in personnel selection group composition and macro-level influences on policing, and practical recommendations and the future of policing. It is our expectation that these manuscripts will serve as a wellspring for further discussion and consideration of the role of psychology and assessment in improving police departments.
      PubDate: Thu, 10 Nov 2022 11:50:08 PST
  • Comparing Empirically Keyed and Random Forest Scoring Models in Biodata

    • Authors: Mathijs Affourtit et al.
      Abstract: Effective pre-hire assessments impact organizational outcomes. Recent developments in machine learning provide an opportunity for practitioners to improve upon existing scoring methods. This study compares the effectiveness of an empirically keyed scoring model with a machine learning, random forest model approach in a biodata assessment. Data was collected across two organizations. The data from the first sample (N=1,410), was used to train the model using sample sizes of 100, 300, 500, and 1,000 cases, whereas data from the second organization (N=524) was used as an external benchmark only. When using a random forest model, predictive validity rose from 0.382 to 0.412 in the first organization, while a smaller increase was seen in the second organization. It was concluded that predictive validity of biodata measures can be improved using a random forest modeling approach. Additional considerations and suggestions for future research are discussed.
      PubDate: Mon, 28 Mar 2022 09:36:48 PDT
  • The Attention to Detail Test: Measurement Precision and Validity Evidence
           for a Performance-Based Assessment of Attention to Detail

    • Authors: Brent A. Stevenor et al.
      Abstract: We report on the dimensionality, measurement precision, and validity of the Attention to Detail Test (ADT) designed to be a performance-based assessment of people’s ability to pay attention to detail. Within the framework of item response theory, we found that a 3PL bifactor model produced the most accurate item parameter estimates. In a predictive validity study, we found that the ADT predicted supervisor ratings of subsequent overall job performance and performance on detail-oriented tasks. In a construct-related study, scores on the ADT correlated most strongly with the personality facet of perfectionism. The test also correlated with intelligence and self-reported ACT scores. The implications of modeling the ADT as unidimensional or multidimensional are discussed. Overall, our findings suggest that the ADT is a valid measure of attention to detail ability and a useful selection tool that organizations can use to select for detail-oriented jobs.
      PubDate: Mon, 28 Mar 2022 09:36:36 PDT
  • Faking Is as Faking Does: A Rejoinder to Marcus (2021)

    • Authors: Robert P. Tett et al.
      Abstract: Applicant faking poses serious threats to achieving personality-based fit, negatively affecting both the worker and the organization. In articulating this “faking-is-bad” (FIB) position, Tett and Simonet (2021) identify Marcus’ (2009) self-presentation theory (SPT) as representative of the contrarian “faking-is-good” camp by its advancement of self-presentation as beneficial in hiring contexts. In this rejoinder, we address 20 of Marcus’ (2021) claims in highlighting his reliance on an outdated empiricist rendering of validity, loosely justified rejection of the negative and moralistic “faking” label, disregard for the many challenges posed by blatant forms of faking, inattention to faking research supporting the FIB position, indefensibly ambiguous constructs, and deep misunderstanding of person–workplace fit based on personality assessment. In demonstrating these and other limitations of Marcus’ critique, we firmly uphold the FIB position and clarify SPT as headed in the wrong direction.
      PubDate: Mon, 28 Mar 2022 09:36:28 PDT
  • “Faking” is Neither Good Nor Bad, It Is a Misleading Concept: A Reply
           to Tett and Simonet (2021)

    • Authors: Bernd Marcus
      Abstract: This paper comments on Tett and Simonet’s (2021) outline of two contradictory positions on job applicants’ self-presentation on personality tests labelled “faking is bad” (FIB) versus “faking is good” (FIG). Based on self-presentation theory (Marcus, 2009) Tett and Simonet assigned to their FIG camp, I develop the ideas of (a) understanding self-presentation from the applicant’s rather than the employer’s perspective, (b) avoiding premature moral judgment on this behavior, and (c) examining consequences for the validity of applicant responses with a focus on the intended use for, and the competitive context of, selection. Conclusions include (a) that self-presentation is motivationally and morally more complex than assumed by proponents of the FIB view; (b) that its consequences for validity are ambivalent, which implies that simple credos like “FIB” or “FIG” are equally unjustified; and (c) that the label “faking” shall be abandoned from the scientific inquiry on the phenomena at hand, as it contributes to prejudiced and often erroneous conclusions.
      PubDate: Mon, 28 Mar 2022 09:36:20 PDT
  • The Effect of English Language Proficiency and Glossary Provision on
           Personality Measurement

    • Authors: Damian Canagasuriam et al.
      Abstract: Research on English language learners suggests that language proficiency can affect the validity of standardized test scores. This study examined whether the provision of a glossary as a test accommodation during personality test completion influences the measurement of personality. Using an experimental research design, participants recruited from Amazon Mechanical Turk and Prime Panels (n = 206) were first categorized as having limited or high English language proficiency and then randomly assigned to a glossary condition. The results indicate that providing a within-text glossary does not impact the construct validity and reliability of personality measures. The results also suggest that participants who received glossaries found them useful. However, those who were not provided with one disagreed that they would benefit from the provision of a glossary.
      PubDate: Mon, 28 Mar 2022 09:36:12 PDT
  • Interviews from Scratch: Individual Differences in Writing Interview

    • Authors: Lauren J. Wegmeyer et al.
      Abstract: Against best practice recommendations, interviewers prefer unstructured interviews where they are not beholden to regimentation. In cases where interviews are less structured, the interviewer typically generates his or her own set of interview questions. Even in structured interviews though, the initial interview content must be generated by someone. Thus, it is important to understand the different factors that influence what types of questions individuals generate in interview contexts. The current research aims to understand the types of interview questions individuals generate, factors that affect the quality of those questions, how skill in generating interview questions relates to skill in evaluating existing interview questions, and how individual traits relate to skill in generating interview questions. Results show that respondents who are skilled in evaluating existing interview questions are also skilled in writing interview questions from scratch, and these skills relate to general mental ability and social intelligence. Respondents generated questions that most commonly assessed applicant history and self-perceived applicant characteristics, whereas only 30% of questions generated were situational or behavioral.
      PubDate: Mon, 28 Mar 2022 09:36:00 PDT
  • On the Continued Misinterpretation of Stereotype Threat as Accounting for
           Black-White Differences on Cognitive Tests

    • Authors: Dana H. Tomeh et al.
      Abstract: Steele and Aronson (1995) showed that stereotype threat affects the test performance of stereotyped groups. A careful reading shows that threat affects test performance but does not eliminate Black–White mean score gaps. Sackett et al. (2004) reviewed characterization of this research in scholarly articles, textbooks, and popular press, and found that many mistakenly inferred that removing stereotype threats eliminated the Black– White performance gap. We examined whether the rate of mischaracterization of Steele and Aronson had decreased in the 15 years since Sackett et al. highlighted the common misinterpretation. We found that the misinterpretation rate dropped from 90.9% to 62.8% in journal articles and from 55.6% to 41.18% in textbooks, though this is only statistically significant in journal articles.
      PubDate: Mon, 28 Mar 2022 09:35:51 PDT
  • A Test of Expectancy Theory and Demographic Characteristics as Predictors
           of Faking and Honesty in Employment Interviews

    • Authors: Jordan L. Ho et al.
      Abstract: Job applicants vary in the extent to which they fake or stay honest in employment interviews, yet the contextual and demographic factors underlying these behaviors are unclear. To help answer this question, we drew on Ellingson and McFarland’s (2011) framework of faking based in valence-instrumentality-expectancy theory. Study 1 collected normative data and established baseline distributions for instrumentality-expectancy beliefs from a Canadian municipality. Results indicated that most respondents had low levels of instrumentality-expectancy beliefs for faking, but high levels for honesty. Moreover, income, education, and age were antecedents of instrumentality-expectancy beliefs. Study 2 extended these findings with a United States sample and sought to determine if they could be explained by individual differences. Results demonstrated that financial insecurity predicted instrumentality of faking, whereas age predicted expectancy of faking. Finally, valence-instrumentality-expectancy beliefs were all predictors of self-reported faking in a past interview.
      PubDate: Tue, 26 Oct 2021 10:11:27 PDT
  • An Investigation of Interviewer Note Taking in the Field

    • Authors: Jacob S. Fischer et al.
      Abstract: Although a key component of a structured interview is note taking, relatively few studies have investigated the effects of note taking. To address this lack of research, we conducted a study that examined the effects of note taking in a work setting. As predicted, we found that the total number of notes taken by interviewers and the level of detail of these notes were positively related to the ratings these interviewers gave to job applicants, that interviewer ratings of applicants who were hired were predictive of their job performance ratings, and that interviewer ratings mediated the relationships between note taking and performance ratings (i.e., the number of notes and their level of detail did not have a direct effect on performance ratings). We also showed that, if uncontrolled, interviewer nesting can result in misleading conclusions about the value of taking detailed notes.
      PubDate: Tue, 26 Oct 2021 10:11:18 PDT
  • Scientific, Legal, and Ethical Concerns About AI-Based Personnel Selection
           Tools: A Call to Action

    • Authors: Nancy T. Tippins et al.
      Abstract: Organizations are increasingly turning toward personnel selection tools that rely on artificial intelligence (AI) technologies and machine learning algorithms that, together, intend to predict the future success of employees better than traditional tools. These new forms of assessment include online games, video-based interviews, and big data pulled from many sources, including test responses, test-taking behavior, applications, resumes, and social media. Speedy processing, lower costs, convenient access, and applicant engagement are often and rightfully cited as the practical advantages for using these selection tools. At the same time, however, these tools raise serious concerns about their effectiveness in terms of their conceptual relevance to the job, their basis in a job analysis to ensure job relevancy, their measurement characteristics (reliability and stability), their validity in predicting employee-relevant outcomes, their evidence and normative information being updated appropriately, and the associated ethical concerns around what information is being represented to employers and told to job candidates. This paper explores these concerns, concluding with an urgent call to industrial and organizational psychologists to extend existing professional standards for employment testing to these new AI and machine learning based forms of testing, including standards and requirements for their documentation.
      PubDate: Tue, 26 Oct 2021 10:11:08 PDT
  • Job Seekers’ Impression Management on Facebook: Scale Development,
           Antecedents, and Outcomes

    • Authors: Vanessa Myers et al.
      Abstract: Many organizations rely on social media like Facebook as a screening or selection tool; however, research still largely lags behind practice. For instance, little is known about how individuals are strategically utilizing their Facebook profile while applying for jobs. This research examines job seekers’ impression management (IM) tactics on Facebook, personality traits associated with IM use, and associations between IM and job-search outcomes. Results from two complementary studies demonstrate that job seekers engage in three main Facebook IM tactics: defensive, assertive deceptive, and assertive honest IM. Job seekers lower in Honesty–Humility use more Facebook IM tactics, whereas those higher in Extraversion use more honest IM and those higher on Conscientiousness use less deceptive IM. Honest IM tactics used on Facebook are positively related to job-search outcomes. This paper therefore extends previous IM research by empirically examining IM use on Facebook, along with its antecedents and outcomes.
      PubDate: Mon, 17 May 2021 19:07:01 PDT
  • “If Others Are Honest, I Will Be Too”: Effects of Social Norms on
           Willingness to Fake During Employment Interviews

    • Authors: Samantha Sinclair et al.
      Abstract: Applicant faking in employment interviews is a pressing concern for organizations. It has previously been suggested that subjective norms may be an important antecedent of faking, but experimental studies are lacking. We report a preregistered experiment (N = 307) where effects of conveying descriptive social norms (information about what most applicants do) on self-reported willingness to fake were examined. Although we observed no difference between the faking norm condition and the control condition, in which no norm was signaled, participants in the honesty norm condition reported lower willingness to fake compared to those in both the faking norm condition and the control condition. The latter supports the idea that conveying honesty norms may be an effective means of reducing faking, although future research needs to evaluate its usefulness in real employment interviews.
      PubDate: Mon, 17 May 2021 19:07:01 PDT
  • The Effect of Organizational Culture on Faking in the Job Interview

    • Authors: Damian Canagasuriam et al.
      Abstract: Deceptive impression management (i.e., faking) may alter interviewers’ perceptions of applicants’ qualifications and, consequently, decrease the predictive validity of the job interview. In examining faking antecedents, research has given little attention to situational variables. Using a between-subjects experiment, this research addressed that gap by examining whether organizational culture impacted both the extent to which applicants faked and the manner in which they faked during a job interview. Analyses of variance revealed that organizational culture did not affect the extent to which applicants faked. However, when taking into account applicants’ perceptions of the ideal candidate, organizational culture was found to indirectly impact the manner in which applicants faked their personality (agreeableness and honesty-humility). Overall, the findings suggest that applicants may be able to fake their personality traits during job interviews to increase their person–organization fit.
      PubDate: Mon, 17 May 2021 19:06:51 PDT
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