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Köchling A, Wehner MC. Better explaining the benefits why AI? Analyzing the impact of explaining the benefits of AI‐supported selection on applicant responses. INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2022. [DOI: 10.1111/ijsa.12412] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/23/2022]
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2
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Swider BW, Steed LB. Applicant initial preferences: The relationship with job choices. PERSONNEL PSYCHOLOGY 2021. [DOI: 10.1111/peps.12456] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/28/2022]
Affiliation(s)
- Brian W. Swider
- Warrington College of Business University of Florida Gainesville Florida USA
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Nørskov S, Damholdt MF, Ulhøi JP, Jensen MB, Ess C, Seibt J. Applicant Fairness Perceptions of a Robot-Mediated Job Interview: A Video Vignette-Based Experimental Survey. Front Robot AI 2020; 7:586263. [PMID: 33501344 PMCID: PMC7805899 DOI: 10.3389/frobt.2020.586263] [Citation(s) in RCA: 11] [Impact Index Per Article: 2.2] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/22/2020] [Accepted: 10/07/2020] [Indexed: 11/20/2022] Open
Abstract
It is well-established in the literature that biases (e. g., related to body size, ethnicity, race etc.) can occur during the employment interview and that applicants' fairness perceptions related to selection procedures can influence attitudes, intentions, and behaviors toward the recruiting organization. This study explores how social robotics may affect this situation. Using an online, video vignette-based experimental survey (n = 235), the study examines applicant fairness perceptions of two types of job interviews: a face-to-face and a robot-mediated interview. To reduce the risk of socially desirable responses, desensitize the topic, and detect any inconsistencies in the respondents' reactions to vignette scenarios, the study employs a first-person and a third-person perspective. In the robot-mediated interview, two teleoperated robots are used as fair proxies for the applicant and the interviewer, thus providing symmetrical visual anonymity unlike prior research that relied on asymmetrical anonymity, in which only one party was anonymized. This design is intended to eliminate visual cues that typically cause implicit biases and discrimination of applicants, but also to prevent biasing the interviewer's assessment through impression management tactics typically used by applicants. We hypothesize that fairness perception (i.e., procedural fairness and interactional fairness) and behavioral intentions (i.e., intentions of job acceptance, reapplication intentions, and recommendation intentions) will be higher in a robot-mediated job interview than in a face-to-face job interview, and that this effect will be stronger for introvert applicants. The study shows, contrary to our expectations, that the face-to-face interview is perceived as fairer, and that the applicant's personality (introvert vs. extravert) does not affect this perception. We discuss this finding and its implications, and address avenues for future research.
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Affiliation(s)
- Sladjana Nørskov
- Department of Business Development and Technology, Aarhus University, Herning, Denmark
| | - Malene F. Damholdt
- Department of Psychology and Behavioral Sciences, Aarhus University, Aarhus, Denmark
| | - John P. Ulhøi
- Department of Management, Aarhus University, Aarhus, Denmark
| | - Morten B. Jensen
- Department of Economics and Business Economics, Aarhus University, Aarhus, Denmark
| | - Charles Ess
- Department of Media and Communication, University of Oslo, Oslo, Norway
| | - Johanna Seibt
- Department of Philosophy and History of Ideas, Aarhus University, Aarhus, Denmark
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Hardy JH, Gibson C, Carr A, Dudley N. Quitters would not prosper: Examining the relationship between online assessment performance and assessment attrition behavior. INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2020. [DOI: 10.1111/ijsa.12313] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
Affiliation(s)
- Jay H. Hardy
- College of Business Oregon State University Corvallis OR USA
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Yarger L, Cobb Payton F, Neupane B. Algorithmic equity in the hiring of underrepresented IT job candidates. ONLINE INFORMATION REVIEW 2019. [DOI: 10.1108/oir-10-2018-0334] [Citation(s) in RCA: 18] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
The purpose of this paper is to offer a critical analysis of talent acquisition software and its potential for fostering equity in the hiring process for underrepresented IT professionals. The under-representation of women, African-American and Latinx professionals in the IT workforce is a longstanding issue that contributes to and is impacted by algorithmic bias.
Design/methodology/approach
Sources of algorithmic bias in talent acquisition software are presented. Feminist design thinking is presented as a theoretical lens for mitigating algorithmic bias.
Findings
Data are just one tool for recruiters to use; human expertise is still necessary. Even well-intentioned algorithms are not neutral and should be audited for morally and legally unacceptable decisions. Feminist design thinking provides a theoretical framework for considering equity in the hiring decisions made by talent acquisition systems and their users.
Social implications
This research implies that algorithms may serve to codify deep-seated biases, making IT work environments just as homogeneous as they are currently. If bias exists in talent acquisition software, the potential for propagating inequity and harm is far more significant and widespread due to the homogeneity of the specialists creating artificial intelligence (AI) systems.
Originality/value
This work uses equity as a central concept for considering algorithmic bias in talent acquisition. Feminist design thinking provides a framework for fostering a richer understanding of what fairness means and evaluating how AI software might impact marginalized populations.
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De Leng WE, Stegers-Jager KM, Born MP, Themmen APN. Influence of response instructions and response format on applicant perceptions of a situational judgement test for medical school selection. BMC MEDICAL EDUCATION 2018; 18:282. [PMID: 30477494 PMCID: PMC6258459 DOI: 10.1186/s12909-018-1390-0] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.1] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 08/21/2018] [Accepted: 11/14/2018] [Indexed: 06/09/2023]
Abstract
BACKGROUND This study examined the influence of two Situational Judgement Test (SJT) design features (response instructions and response format) on applicant perceptions. Additionally, we investigated demographic subgroup differences in applicant perceptions of an SJT. METHODS Medical school applicants (N = 372) responded to an online survey on applicant perceptions, including a description and two example items of an SJT. Respondents randomly received one of four SJT versions (should do-rating, should do-pick-one, would do-rating, would do-pick-one). They rated overall favourability and items on four procedural justice factors (face validity, applicant differentiation, study relatedness and chance to perform) and ease-of-cheating. Additionally, applicant perceptions were compared for subgroups based on gender, ethnic background and first-generation university status. RESULTS Applicants rated would-do instructions as easier to cheat than should-do instructions. Rating formats received more favourable judgements than pick-one formats on applicant differentiation, study-relatedness, chance to perform and ease of cheating. No significant main effect for demographic subgroup on applicant perceptions was found, but significant interaction effects showed that certain subgroups might have more pronounced preferences for certain SJT design features. Specifically, ethnic minority applicants - but not ethnic majority applicants - showed greater preference for should-do than would-do instructions. Additionally, first-generation university students - but not non-first-generation university students - were more favourable of rating formats than of pick-one formats. CONCLUSIONS Findings indicate that changing SJT design features may positively affect applicant perceptions by promoting procedural justice factors and reducing perceived ease of cheating and that response instructions and response format can increase the attractiveness of SJTs for minority applicants.
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Affiliation(s)
- Wendy E. De Leng
- Institute of Medical Education Research Rotterdam, Erasmus MC, IMERR, Room AE-227, PO Box 2040, 3000CA Rotterdam, the Netherlands
| | - Karen M. Stegers-Jager
- Institute of Medical Education Research Rotterdam, Erasmus MC, IMERR, Room AE-227, PO Box 2040, 3000CA Rotterdam, the Netherlands
| | - Marise Ph. Born
- Institute of Psychology, Erasmus University Rotterdam, PO Box 1738, 3000DR Rotterdam, the Netherlands
| | - Axel P. N. Themmen
- Institute of Medical Education Research Rotterdam, Erasmus MC, IMERR, Room AE-227, PO Box 2040, 3000CA Rotterdam, the Netherlands
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Visser R, Schaap P. Job applicants’ attitudes towards cognitive ability and personality testing. SOUTH AFRICAN JOURNAL OF HUMAN RESOURCE MANAGEMENT 2017. [DOI: 10.4102/sajhrm.v15i0.877] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/01/2022] Open
Abstract
Orientation: Growing research has shown that not only test validity considerations but also the test-taking attitudes of job applicants are important in the choice of selection instruments as these can contribute to test performance and the perceived fairness of the selection process.Research purpose: The main purpose of this study was to determine the test-taking attitudes of a diverse group of job applicants towards personality and cognitive ability tests administered conjointly online as part of employee selection in a financial services company in South Africa.Motivation for the study: If users understand how job applicants view specific test types, they will know which assessments are perceived more negatively and how this situation can potentially be rectified.Research design, approach and method: A non-experimental and cross-sectional survey design was used. An adapted version of the Test Attitude Survey was used to determine job applicants’ attitudes towards tests administered online as part of an employee selection process. The sample consisted of a group of job applicants (N = 160) who were diverse in terms of ethnicity and age and the educational level applicable for sales and supervisory positions.Main findings: On average, the job applicants responded equally positively to the cognitive ability and personality tests. The African job applicants had a statistically significantly more positive attitude towards the tests than the other groups, and candidates applying for the sales position viewed the cognitive ability tests significantly less positively than the personality test.Practical and managerial implications: The choice of selection tests used in combination as well as the testing conditions that are applicable should be considered carefully as they are the factors that can potentially influence the test-taking motivation and general test-taking attitudes of job applicants.Contribution: This study consolidated the research findings on the determinants of attitudinal responses to cognitive ability and personality testing and produced valuable empirical findings on job applicants’ attitudes towards both test types when administered conjointly
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McCarthy JM, Bauer TN, Truxillo DM, Campion MC, Van Iddekinge CH, Campion MA. Using pre-test explanations to improve test-taker reactions: Testing a set of “wise” interventions. ORGANIZATIONAL BEHAVIOR AND HUMAN DECISION PROCESSES 2017. [DOI: 10.1016/j.obhdp.2017.04.002] [Citation(s) in RCA: 14] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
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Bye HH, Sandal GM. Applicant Personality and Procedural Justice Perceptions of Group Selection Interviews. JOURNAL OF BUSINESS AND PSYCHOLOGY 2015; 31:569-582. [PMID: 27881901 PMCID: PMC5102976 DOI: 10.1007/s10869-015-9430-9] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.2] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Indexed: 06/06/2023]
Abstract
PURPOSE We investigated how job applicants' personalities influence perceptions of the structural and social procedural justice of group selection interviews (i.e., a group of several applicants being evaluated simultaneously). We especially addressed trait interactions between neuroticism and extraversion (the affective plane) and extraversion and agreeableness (the interpersonal plane). DESIGN/METHODOLOGY/APPROACH Data on personality (pre-interview) and justice perceptions (post-interview) were collected in a field study among job applicants (N = 97) attending group selection interviews for positions as teachers in a Norwegian high school. FINDINGS Interaction effects in hierarchical regression analyses showed that perceptions of social and structural justice increased with levels of extraversion among high scorers on neuroticism. Among emotionally stable applicants, however, being introverted or extraverted did not matter to justice perceptions. Extraversion did not impact on the perception of social justice for applicants low in agreeableness. Agreeable applicants, however, experienced the group interview as more socially fair when they were also extraverted. IMPLICATIONS The impact of applicant personality on justice perceptions may be underestimated if traits interactions are not considered. Procedural fairness ratings for the group selection interview were high, contrary to the negative reactions predicted by other researchers. There was no indication that applicants with desirable traits (i.e., traits predictive of job performance) reacted negatively to this selection tool. ORIGINALITY/VALUE Despite the widespread use of interviews in selection, previous studies of applicant personality and fairness reactions have not included interviews. The study demonstrates the importance of previously ignored trait interactions in understanding applicant reactions.
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Affiliation(s)
- Hege H. Bye
- Department of Psychosocial Science, University of Bergen, P.O. Box 7807, 5020 Bergen, Norway
| | - Gro M. Sandal
- Department of Psychosocial Science, University of Bergen, P.O. Box 7807, 5020 Bergen, Norway
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Tippins NT. Technology and Assessment in Selection. ANNUAL REVIEW OF ORGANIZATIONAL PSYCHOLOGY AND ORGANIZATIONAL BEHAVIOR 2015. [DOI: 10.1146/annurev-orgpsych-031413-091317] [Citation(s) in RCA: 31] [Impact Index Per Article: 3.1] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/09/2022]
Abstract
As technology evolves and is incorporated into testing and assessment applications, psychologists have opportunities to improve testing processes making scores on measurement tools more accurate, the administration process more efficient, and often the assessment process more realistic. At the same time, they also must contend with fundamental changes in the assumptions made about good testing practices and confront new problems that are created by technological enhancements. Issues such as distractions and their implications for test performance, changes to the applicant pool and their effect on adverse impact, and cheating and its impact on test scores must be explored. This article provides examples of how technology is being used in tests and assessments, discusses the advantages and disadvantages of relying on technology, and offers an agenda for future research.
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Murphy KR. Content Validation Is Useful for Many Things, but Validity Isn't One of Them. INDUSTRIAL AND ORGANIZATIONAL PSYCHOLOGY-PERSPECTIVES ON SCIENCE AND PRACTICE 2015. [DOI: 10.1111/j.1754-9434.2009.01173.x] [Citation(s) in RCA: 28] [Impact Index Per Article: 2.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
Abstract
Content-oriented validation strategies establish the validity of selection tests as predictors of performance by comparing the content of the tests with the content of the job. These comparisons turn out to have little if any bearing on the predictive validity of selection tests. There is little empirical support for the hypothesis that the match between job content and test content influences validity, and there are often structural factors in selection (e.g., positive correlations among selection tests) that strongly limit the possible influence of test content on validity. Comparisons between test content and job content have important implications for the acceptability of testing, the defensibility of tests in legal proceedings, and the transparency of test development and validation, but these comparisons have little if any bearing on validity.
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Burgess A, Roberts C, Clark T, Mossman K. The social validity of a national assessment centre for selection into general practice training. BMC MEDICAL EDUCATION 2014; 14:261. [PMID: 25528651 PMCID: PMC4322553 DOI: 10.1186/s12909-014-0261-6] [Citation(s) in RCA: 10] [Impact Index Per Article: 0.9] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 06/24/2014] [Accepted: 12/02/2014] [Indexed: 05/21/2023]
Abstract
BACKGROUND Internationally, recruiting the best candidates is central to the success of postgraduate training programs and the quality of the medical workforce. So far there has been little theoretically informed research considering selection systems from the perspective of the candidates. We explored candidates' perception of the fairness of a National Assessment Centre (NAC) approach for selection into Australian general practice training, where candidates were assessed by a Multiple Mini Interview (MMI) and a written Situational Judgment Test (SJT), for suitability to undertake general practice (GP) training. METHODS In 2013, 1,930 medical practitioners, who were eligible to work in Australia attended one of 14 NACs in each of 5 states and 2 territories. A survey was distributed to each candidate at the conclusion of their assessment, which included open-ended questions aimed at eliciting candidates' perceived benefits and challenges of the selection process. A framework analysis was informed by the theoretical lens of Social Validity Theory. RESULTS Qualitative data was available from 46% (n = 886/1,930) of candidates, who found the NAC experience fair and informative for their training and career goals, but wanted to be provided with more information in preparation. Candidates valued being able to communicate their skills during the MMI, but found some difficulty in interpreting the questions. A significant minority had concerns that a lack of relevant GP experience may inhibit their performance. Candidates also expressed concerns about the time limits within the written paper, particularly if English was not their first language. They also expressed a desire for formative feedback during the interview process. CONCLUSION During any job selection process, not only is the organisation assessing the candidates, but the candidates are also assessing the organisation. However, a focus on the candidate experience throughout an organisation's selection process may provide benefits to both candidates and the organisation, regardless of whether or not candidates secured the job. Social Validity Theory is a useful addition to the methods for demonstrating the reasonableness of any selection system.
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Affiliation(s)
- Annette Burgess
- Sydney Medical School-Central, The University of Sydney, Building 63, level 4, Royal Prince Alfred Hospital, Missenden Road, Camperdown, NSW 2050, New South Wales, Australia.
| | - Chris Roberts
- Sydney Medical School-Northern, The University of Sydney, New South Wales, Australia.
| | - Tyler Clark
- Sydney Medical School, Office of Medical Education, The University of Sydney, New South Wales, Australia.
| | - Karyn Mossman
- Sydney Medical School-Northern, The University of Sydney, New South Wales, Australia.
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Merkulova N, Melchers KG, Kleinmann M, Annen H, Tresch TS. Effects of Individual Differences on Applicant Perceptions of an Operational Assessment Center. INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2014. [DOI: 10.1111/ijsa.12083] [Citation(s) in RCA: 12] [Impact Index Per Article: 1.1] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/28/2022]
Affiliation(s)
- Natalia Merkulova
- Psychologisches Institut; Universität Zürich; Binzmühlestrasse 14/12 CH-8050 Zürich Switzerland
| | - Klaus G. Melchers
- Institut für Psychologie und Pädagogik; Universität Ulm; Albert-Einstein-Allee 41 D-89069 Ulm Germany
| | - Martin Kleinmann
- Psychologisches Institut; Universität Zürich; Zürich Switzerland
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Affiliation(s)
- Ann Marie Ryan
- Department of Psychology, Michigan State University, East Lansing, Michigan 48824;
| | - Robert E. Ployhart
- Darla Moore School of Business, University of South Carolina, Columbia, South Carolina 29208;
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Kutcher EJ, Bragger JD, Masco JL. How Interviewees Consider Content and Context Cues to Person-Organization Fit. INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2013. [DOI: 10.1111/ijsa.12039] [Citation(s) in RCA: 8] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
Affiliation(s)
- Eugene J. Kutcher
- Rider University College of Business Administration; 2083 Lawrenceville Road; Lawrenceville; NJ; 08060; USA
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Giumetti GW, Sinar EF. Don't You Know Me Well Enough Yet? Comparing Reactions of Internal and External Candidates to Employment Testing. INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2012. [DOI: 10.1111/j.1468-2389.2012.00587.x] [Citation(s) in RCA: 5] [Impact Index Per Article: 0.4] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
Affiliation(s)
- Gary W. Giumetti
- Department of Psychological Science; Georgia College and State University; 1-03 Arts & Sciences Building; Milledgeville; GA; 31061; USA
| | - Evan F. Sinar
- Development Dimensions International; Bridgeville; PA; 15017; USA
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Oostrom JK, Bos-Broekema L, Serlie AW, Born MP, van der Molen HT. A Field Study of Pretest and Posttest Reactions to a Paper-and-Pencil and a Computerized In-Basket Exercise. HUMAN PERFORMANCE 2012. [DOI: 10.1080/08959285.2012.658928] [Citation(s) in RCA: 7] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/28/2022]
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Edwards BD, Arthur W, Bruce LL. The Three-option Format for Knowledge and Ability Multiple-choice Tests: A case for why it should be more commonly used in personnel testing. INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2012. [DOI: 10.1111/j.1468-2389.2012.00580.x] [Citation(s) in RCA: 7] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
Affiliation(s)
- Bryan D. Edwards
- Department of Management; Oklahoma State University; Stillwater; OK; 74074; USA
| | - Winfred Arthur
- Department of Psychology; Texas A&M University; College Station; TX; 77843; USA
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Reeder MC, Powers CL, Ryan AM, Gibby RE. The Role of Person Characteristics in Perceptions of the Validity of Cognitive Ability Testing. INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2012. [DOI: 10.1111/j.1468-2389.2012.00579.x] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.2] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/27/2022]
Affiliation(s)
- Matthew C. Reeder
- Organizational Psychology; Department of Psychology; Michigan State University; 302 Psychology Building; East Lansing; MI; 48824-1117; USA
| | - Charlotte L. Powers
- Organizational Psychology; Department of Psychology; Michigan State University; East Lansing; MI; 48824-1117; USA
| | - Ann Marie Ryan
- Organizational Psychology; Department of Psychology; Michigan State University; East Lansing; MI; 48824-1117; USA
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Patterson F, Zibarras L, Carr V, Irish B, Gregory S. Evaluating candidate reactions to selection practices using organisational justice theory. MEDICAL EDUCATION 2011; 45:289-97. [PMID: 21299603 DOI: 10.1111/j.1365-2923.2010.03808.x] [Citation(s) in RCA: 33] [Impact Index Per Article: 2.4] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 05/25/2023]
Abstract
OBJECTIVES This study aimed to examine candidate reactions to selection practices in postgraduate medical training using organisational justice theory. METHODS We carried out three independent cross-sectional studies using samples from three consecutive annual recruitment rounds. Data were gathered from candidates applying for entry into UK general practice (GP) training during 2007, 2008 and 2009. Participants completed an evaluation questionnaire immediately after the short-listing stage and after the selection centre (interview) stage. Participants were doctors applying for GP training in the UK. Main outcome measures were participants' evaluations of the selection methods and perceptions of the overall fairness of each selection stage (short-listing and selection centre). RESULTS A total of 23,855 evaluation questionnaires were completed (6893 in 2007, 10,497 in 2008 and 6465 in 2009). Absolute levels of perceptions of fairness of all the selection methods at both the short-listing and selection centre stages were consistently high over the 3years. Similarly, all selection methods were considered to be job-related by candidates. However, in general, candidates considered the selection centre stage to be significantly fairer than the short-listing stage. Of all the selection methods, the simulated patient consultation completed at the selection centre stage was rated as the most job-relevant. CONCLUSIONS This is the first study to use a model of organisational justice theory to evaluate candidate reactions during selection into postgraduate specialty training. The high-fidelity selection methods are consistently viewed as more job-relevant and fairer by candidates. This has important implications for the design of recruitment systems for all specialties and, potentially, for medical school admissions. Using this approach, recruiters can systematically compare perceptions of the fairness and job relevance of various selection methods.
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Affiliation(s)
- Fiona Patterson
- Department of Social and Developmental Psychology, University of Cambridge, Cambridge, UK.
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Walsh BM, Tuller MD, Barnes-Farrell JL, Matthews RA. Investigating the Moderating Role of Cultural Practices on the Effect of Selection Fairness Perceptions. INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2010. [DOI: 10.1111/j.1468-2389.2010.00519.x] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.2] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
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Morgeson FP, Ryan AM. Reacting to Applicant Perspectives Research: What's next? INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2009. [DOI: 10.1111/j.1468-2389.2009.00484.x] [Citation(s) in RCA: 11] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/01/2022]
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Hülsheger UR, Anderson N. Applicant Perspectives in Selection: Going beyond preference reactions. INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2009. [DOI: 10.1111/j.1468-2389.2009.00477.x] [Citation(s) in RCA: 35] [Impact Index Per Article: 2.2] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/28/2022]
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Breaugh JA. The use of biodata for employee selection: Past research and future directions. HUMAN RESOURCE MANAGEMENT REVIEW 2009. [DOI: 10.1016/j.hrmr.2009.02.003] [Citation(s) in RCA: 29] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/24/2022]
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