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Ramos-Villagrasa PJ, Fernández-del-Río E, Hermoso R, Cebrián J. Are serious games an alternative to traditional personality questionnaires? Initial analysis of a gamified assessment. PLoS One 2024; 19:e0302429. [PMID: 38696501 PMCID: PMC11065274 DOI: 10.1371/journal.pone.0302429] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/28/2023] [Accepted: 04/04/2024] [Indexed: 05/04/2024] Open
Abstract
Personality questionnaires stand as crucial instruments in personnel selection but their limitations turn the interest towards alternatives like game-related assessments (GRAs). GRAs developed for goals other than fun are called serious games. Within them, gamified assessments are serious games that share similarities with traditional assessments (questionnaires, situational judgment tests, etc.) but they incorporate game elements like story, music, and game dynamics. This paper aims to contribute to the research on serious games as an alternative to traditional personality questionnaires by analyzing the characteristics of a gamified assessment called VASSIP. This gamified assessment, based on an existing measure of the Big Five personality traits, incorporates game elements such as storyfication, immersion, and non-evaluable gamified dynamics. The study performed included 98 university students (77.6% with job experience) as participants. They completed the original personality measure (BFI-2-S), the gamified evaluation of personality (VASSIP), a self-report measure of the main dimensions of job performance (task performance, contextual performance, and counterproductive work behaviors), and measures of applicant reactions to BFI-2-S and VASSIP. Results showed that the gamified assessment behaved similarly to the original personality measure in terms of reliability and participants' scores, although the scores in Conscientiousness were substantially higher in VASSIP. Focusing on self-reports of the three dimensions of job performance, regression models showed that the gamified assessment could explain all of them. Regarding applicant reactions, the gamified assessment obtained higher scores in perceptions of comfort, predictive validity, and attractiveness, although the effect size was small except for the latter. Finally, all applicant reactions except for attractiveness were related to age and personality traits. In conclusion, gamified assessments have the potential to be an alternative to traditional personality questionnaires but VASSIP needs more research before its application in actual selection processes.
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Affiliation(s)
- Pedro J. Ramos-Villagrasa
- Department of Psychology and Sociology, Faculty of Labour and Social Sciences, University of Zaragoza, Zaragoza, Spain
| | - Elena Fernández-del-Río
- Department of Psychology and Sociology, Faculty of Labour and Social Sciences, University of Zaragoza, Zaragoza, Spain
| | - Ramón Hermoso
- Department of Computer Science and Systems Engineering, Faculty of Labour and Social Sciences, University of Zaragoza, Zaragoza, Spain
| | - Jorge Cebrián
- Department of History and Social Sciences Applied to Design, Aragón School of Design, Zaragoza, Spain
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2
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Wan J, Liu F. Analysis of the Psychological Factors Faced by the Final Year College Students of China During Job Interviews and While Choosing Careers. JOURNAL OF PSYCHOLINGUISTIC RESEARCH 2024; 53:24. [PMID: 38446244 DOI: 10.1007/s10936-024-10045-0] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Accepted: 10/25/2023] [Indexed: 03/07/2024]
Abstract
Career choice research has attracted the attention of recruiters and young graduates. The study aims to investigate the psychological factors that influence college students' employment choices. As a result, data for the study were gathered from 250 final-year college students in China via an online questionnaire survey. The study identified the psychological barriers faced by college students during job interviews through interviews with 120 h recruiters. The SPPS tool is used for data analysis. The study identified personal interest, self-efficacy, and self- esteem; social responsibilities; confidence; professional development opportunities; and future orientation as the important psychological factors that influence the career choice of college students. The study also found that the barriers faced by the college students during the interview were anxiety, inferiority complex, cowardice, and pride. Therefore, the study suggests that the college provides job-oriented training for college students' employment choices. The college should take the initiative to provide students with career opportunities and proper training to avoid psychological barriers during interviews.
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Affiliation(s)
- Jin Wan
- Graduate School, Cavite State University, Cavite, Philippines.
| | - Fei Liu
- School of Foreign Studies, Northwestern Polytechnical University, Shaanxi, Xi'an, China
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3
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De Cremer D, Narayanan D. How AI tools can-and cannot-help organizations become more ethical. Front Artif Intell 2023; 6:1093712. [PMID: 37426304 PMCID: PMC10324517 DOI: 10.3389/frai.2023.1093712] [Citation(s) in RCA: 2] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/09/2022] [Accepted: 06/02/2023] [Indexed: 07/11/2023] Open
Abstract
In this paper, we argue that we cannot expect that AI systems-even given more data or better computational resources-will be more ethical than the humans who develop, deploy and use them. As such, we advocate that it is necessary to retain the responsibility for ethical decision-making in human hands. In reality, however, human decision-makers currently do not have the ethical maturity to meaningfully take on this responsibility. So, what to do? We develop the argument that to broaden and strengthen the ethical upskilling of our organizations and leaders, AI has a crucial role to play. Specifically, because AI is a mirror that reflects our biases and moral flaws back to us, decision-makers should look carefully into this mirror-taking advantage of the opportunities brought about by its scale, interpretability, and counterfactual modeling-to gain a deep understanding of the psychological underpinnings of our (un)ethical behaviors, and in turn, learn to consistently make ethical decisions. In discussing this proposal, we introduce a new collaborative paradigm between humans and AI that can help ethically upskill our organizations and leaders and thereby prepare them to responsibly navigate the impending digital future.
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Goldenberg J, Niv D. From face-to-face to remote evaluation of teacher-education candidates during the COVID-19 pandemic. EDUCATIONAL RESEARCH FOR POLICY AND PRACTICE 2023; 22:1-18. [PMID: 38625174 PMCID: PMC10199659 DOI: 10.1007/s10671-023-09340-9] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Subscribe] [Scholar Register] [Received: 11/09/2021] [Accepted: 03/21/2023] [Indexed: 04/17/2024]
Abstract
Although teacher's personality is an essential component of successful classroom learning, most teacher education programs accept students solely on the basis of scholastic ability scores such as school grades, national test scores (SAT, GRE) or undergraduate college transcripts. To ensure suitability to teaching, a personality-evaluation system was developed in Israel for teacher education candidates. This evaluation system includes non-cognitive measures, such as group dynamic exercises, simulations, a teaching exercise, situational judgement tests, personality tests and an inter-personal interview, all performed face-to-face (FTF) at a testing center. The outbreak of COVID-19 in 2020 brought about lockdowns and social distancing, precluding the administration of this FTF evaluation system. Therefore, the development team adapted the system to online remote testing, using Zoom technology. The present study examined the effect of this transition to remote evaluation on the quality of selection for teaching, looking at suitability-to-teaching scores and the subjective views of applicants and evaluators. A comparison of the 2020 remote scores with the 2019 FTF scores revealed that scores on remote evaluation were slightly lower than FTF scores, and were more centralized. While the candidates found that remote evaluation provided fewer opportunities to express themselves, both candidates and evaluators were satisfied with the administration and convenience of the evaluation day. The Discussion chapter summarizes the unique affordances and constraints of remote evaluations and presents suggestions for changes which might be made when moving an assessment online that could take advantage of this new environment.
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Affiliation(s)
- Judy Goldenberg
- Talpiot Academic College of Education, Holon, Israel
- The Mofet Institute, Tel Aviv-Yafo, Israel
- The Mofet Institute, Tel Aviv, Israel
| | - Doron Niv
- The Mofet Institute, Tel Aviv-Yafo, Israel
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5
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Lavazza A, Farina M. Infosphere, Datafication, and Decision-Making Processes in the AI Era. TOPOI : AN INTERNATIONAL REVIEW OF PHILOSOPHY 2023; 42:1-14. [PMID: 37361720 PMCID: PMC10106321 DOI: 10.1007/s11245-023-09919-0] [Citation(s) in RCA: 2] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Subscribe] [Scholar Register] [Accepted: 04/05/2023] [Indexed: 06/28/2023]
Abstract
A recent interpretation of artificial intelligence (AI) (Floridi 2013, 2022) suggests that the implementation of AI demands the investigation of the binding conditions that make it possible to build and integrate artifacts into our lived world. Such artifacts can successfully interact with the world because our environment has been designed to be compatible with intelligent machines (such as robots). As the use of AI becomes ubiquitous in society, possibly leading to the formation of increasingly intelligent bio-technological unions, there will likely be a coexistence of a plethora of micro-environments wrapped and tailored around humans and basic robots. The key element of this pervasive process will be the capacity to integrate biological realms in an infosphere suitable for the implementation of AI technologies. This process will require extensive datafication. This is because data is the basis of the logical-mathematical codes and models that drive and guide AI. This process will have huge consequences on workplaces, on workers, as well as on the decision-making processes required for the functioning of future societies. In this paper we will offer a comprehensive reflection on the moral and social implications of datafication as well as a set of considerations about its desirability, which will be informed by the following insights: (1) full protection of privacy may become structurally impossible, thus leading to undesirable forms of political and social control; (2) worker's freedom may be reduced; (3) human creativity, imagination, and even divergence from AI logic might be channeled and possibly discouraged; (4) there will likely be a push towards efficiency and instrumental reason, which will become preeminent in production lines as well as in society.
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Affiliation(s)
- Andrea Lavazza
- Centro Universitario Internazionale, Via Antonio Garbasso 42, Arezzo, 52100 AR Italy
| | - Mirko Farina
- Human Machine Interaction Lab, Faculty of Humanities and Social Sciences, Republic of Tatarstan, Innopolis University, Universitetskaya St, 1, Innopolis, 420500 Russia
- Lab of Industrializing Software Production (LIPS), Faculty of Computer Science and Engineering, Republic of Tatarstan, Universitetskaya St, 1, Innopolis, 420500 Russia
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Hermes M, Maier J, Mittelstädt J, Albers F, Huelmann G, Stelling D. Computer-based training and repeated test performance: Increasing assessment fairness instead of retest effects. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2023. [DOI: 10.1080/1359432x.2023.2193692] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 04/03/2023]
Affiliation(s)
- Michael Hermes
- German Aerospace Center DLR, Department of Aviation and Space Psychology, Hamburg, Germany
| | - Julia Maier
- German Aerospace Center DLR, Department of Aviation and Space Psychology, Hamburg, Germany
| | - Justin Mittelstädt
- German Aerospace Center DLR, Department of Aviation and Space Psychology, Hamburg, Germany
| | - Frank Albers
- German Aerospace Center DLR, Department of Aviation and Space Psychology, Hamburg, Germany
| | - Gerrit Huelmann
- German Aerospace Center DLR, Department of Aviation and Space Psychology, Hamburg, Germany
| | - Dirk Stelling
- German Aerospace Center DLR, Department of Aviation and Space Psychology, Hamburg, Germany
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Building trust in automatic video interviews using various AI interfaces: Tangibility, immediacy, and transparency. COMPUTERS IN HUMAN BEHAVIOR 2023. [DOI: 10.1016/j.chb.2023.107713] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 02/16/2023]
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8
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Call for Papers: “Digital Transformation and Psychological Assessment”. EUROPEAN JOURNAL OF PSYCHOLOGICAL ASSESSMENT 2023. [DOI: 10.1027/1015-5759/a000760] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/19/2023]
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9
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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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10
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Roulin N, Wong O, Langer M, Bourdage JS. Is more always better? How preparation time and re-recording opportunities impact fairness, anxiety, impression management, and performance in asynchronous video interviews. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2022. [DOI: 10.1080/1359432x.2022.2156862] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/15/2022]
Affiliation(s)
- Nicolas Roulin
- Department of Psychology, Saint Mary’s University, Halifax, Canada
| | - Odelia Wong
- Department of Psychology, Saint Mary’s University, Halifax, Canada
| | - Markus Langer
- Department of Psychology, University of Saarland, Saarbrücken, Germany
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Deska JC, Hingston ST, Lundin M, Hugenberg K. Having the right face for the job: The effect of facial width‐to‐height ratio on job selection preferences. BRITISH JOURNAL OF SOCIAL PSYCHOLOGY 2022; 62:898-909. [PMID: 36372779 DOI: 10.1111/bjso.12604] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/22/2022] [Accepted: 09/21/2022] [Indexed: 11/15/2022]
Abstract
Prior research has found that various job candidate characteristics can influence hiring decisions. The current work used experimental methods to test how a novel, appearance-based cue known as a facial width-to-height ratio (fWHR) can bias hiring preferences. A first study provides evidence for our initial hypothesis: people believed high fWHR candidates would be a better fit for blue-collar jobs compared with low fWHR candidates, who were in turn favoured for white-collar jobs. A second study replicates this initial finding and extends it by demonstrating that the effect of fWHR-derived trait inferences of strength and intelligence on hireability predictably varies by job type. Finally, in a third study, we find that this bias reverses when traditional stereotypes of blue-collar and white-collar jobs requiring physicality and intellect are subverted, finding that perceptions of the fit between face type and presumed job requirements matter most for hiring preferences. Together, these findings demonstrate how a seemingly subtle appearance-based cue can have robust implications for hiring.
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Affiliation(s)
- Jason C. Deska
- Department of Psychology Toronto Metropolitan University Toronto ON Canada
| | - Sean T. Hingston
- Department of Marketing Management Toronto Metropolitan University Toronto ON Canada
| | | | - Kurt Hugenberg
- Department of Brain and Psychological Sciences Indiana University Bloomington Indiana USA
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12
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Ramos-Villagrasa PJ, Fernández-del-Río E, Castro Á. Analysis of a brief biodata scale as a predictor of job performance and its incremental validity over the Big Five and Dark Tetrad personality traits. PLoS One 2022; 17:e0274878. [PMID: 36178891 PMCID: PMC9524660 DOI: 10.1371/journal.pone.0274878] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/25/2022] [Accepted: 09/06/2022] [Indexed: 11/17/2022] Open
Abstract
The collection of biographical information (biodata) through CVs and application forms has many advantages, namely easiness of collection, acceptable validity, less prone to faking, and the fulfilment of legal requirements. However, its systematic use among practitioners is scarce. Two of the mains reasons is the overlap with other constructs like personality and the lack of validated biodata scales in articles and public repositories. Aimed to fill this gap, García-Izquierdo and colleagues developed an 8-item scale able to generate positive applicant reactions, but they did not provide empirical evidence that their scale is able to predict job performance. The present paper was developed for this purpose, investigating the scale’s relationship with four different dimensions of job performance (i.e., task performance, contextual performance, counterproductive behaviors, and adaptive performance) and its incremental validity with respect to Big Five and Dark Tetrad personality traits. The study comprises 528 employees from different organizations (Mage = 39.51, SD = 14.25; 52.8% women, Mexperience = 17.06, SD = 13.27) which voluntarily agreed to participate filling a questionnaire with the variables of interest. Results provide evidence of the predictive validity of the biodata scale in a multi-occupational sample; identify that these biodata contribute to predicting two specific types of job performance: contextual performance and adaptive performance; shows that a brief job-related biodata scale achieves results comparable to those of most personality traits in predictive models of job performance dimensions; and provide evidence of the incremental predictive validity of biodata over the Big Five and the Dark Tetrad. As a whole, these results provide support for the use of the scale in researcher and applied settings, and contributes to the advance the knowledge of biodata for personnel selection.
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Affiliation(s)
- Pedro J. Ramos-Villagrasa
- Department of Psychology and Sociology, Faculty of Labour and Social Sciences, University of Zaragoza, Zaragoza, Spain
- * E-mail:
| | - Elena Fernández-del-Río
- Department of Psychology and Sociology, Faculty of Labour and Social Sciences, University of Zaragoza, Zaragoza, Spain
| | - Ángel Castro
- Department of Psychology and Sociology, Faculty of Social and Human Sciences, University of Zaragoza, Teruel, Spain
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Pommée T, Morsomme D. Voice Quality in Telephone Interviews: A preliminary Acoustic Investigation. J Voice 2022:S0892-1997(22)00268-5. [PMID: 36192289 DOI: 10.1016/j.jvoice.2022.08.027] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/20/2022] [Revised: 08/24/2022] [Accepted: 08/25/2022] [Indexed: 10/07/2022]
Abstract
OBJECTIVES To investigate the impact of standardized mobile phone recordings passed through a telecom channel on acoustic markers of voice quality and on its perception by voice experts in normophonic speakers. METHODS Continuous speech and a sustained vowel were recorded for fourteen female and ten male normophonic speakers. The recordings were done simultaneously with a head-mounted high-quality microphone and through the telephone network on a receiving smartphone. Twenty-two acoustic voice quality, breathiness and pitch-related measures were extracted from the recordings. Nine vocologists perceptually rated the G, R and B parameters of the GRBAS scale on each voice sample. The reproducibility, the recording type, the stimulus type and the gender effects, as well as the correlation between acoustic and perceptual measures were investigated. RESULTS The sustained vowel samples are damped after one second. Only the frequencies between 100 and 3700Hz are passed through the telecom channel and the frequency response is characterized by peaks and troughs. The acoustic measures show a good reproducibility over the three repetitions. All measures significantly differ between the recording types, except for the local jitter, the harmonics-to-noise ratio by Dejonckere and Lebacq, the period standard deviation and all six pitch measures. The AVQI score is higher in telephone recordings, while the ABI score is lower. Significant differences between genders are also found for most of the measures; while the AVQI is similar in men and women, the ABI is higher in women in both recording types. For the perceptual assessment, the interrater agreement is rather low, while the reproducibility over the three repetitions is good. Few significant differences between recording types are observed, except for lower breathiness ratings on telephone recordings. G ratings are significantly more severe on the sustained vowel on both recording types, R ratings only on telephone recordings. While roughness is rated higher in men on telephone recordings by most experts, no gender effect is observed for breathiness on either recording types. Finally, neither the AVQI nor the ABI yield strong correlations with any of the perceptual parameters. CONCLUSIONS Our results show that passing a voice signal through a telecom channel induces filter and noise effects that limit the use of common acoustic voice quality measures and indexes. The AVQI and ABI are both significantly impacted by the recording type. The most reliable acoustic measures seem to be pitch perturbation (local jitter and period standard deviation) as well as the harmonics-to-noise ratio from Dejonckere and Lebacq. Our results also underline that raters are not equally sensitive to the various factors, including the recording type, the stimulus type and the gender effects. Neither of the three perceptual parameters G, R and B seem to be reliably measurable on telephone recordings using the two investigated acoustic indexes. Future studies investigating the impact of voice quality in telephone conversations should thus focus on acoustic measures on continuous speech samples that are limited to the frequency response of the telecom channel and that are not too sensitive to environmental and additive noise.
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Affiliation(s)
- Timothy Pommée
- Research Unit for a life-Course perspective on Health and Education, Voice Unit, University of Liège, Belgium.
| | - Dominique Morsomme
- Research Unit for a life-Course perspective on Health and Education, Voice Unit, University of Liège, Belgium
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Ramos-Villagrasa PJ, Fernández-del-Río E, Castro Á. Game-related assessments for personnel selection: A systematic review. Front Psychol 2022; 13:952002. [PMID: 36248590 PMCID: PMC9554090 DOI: 10.3389/fpsyg.2022.952002] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/24/2022] [Accepted: 09/05/2022] [Indexed: 11/18/2022] Open
Abstract
Industrial development in recent decades has led to using information and communication technologies (ICT) to support personnel selection processes. One of the most notable examples is game-related assessments (GRA), supposedly as accurate as conventional tests but which generate better applicant reactions and reduce the likelihood of adverse impact and faking. However, such claims still lack scientific support. Given practitioners’ increasing use of GRA, this article reviews the scientific literature on gamification applied to personnel selection to determine whether the current state of the art supports their use in professional practice and identify specific aspects on which future research should focus. Following the PRISMA model, a search was carried out in the Web of Science and Scopus databases, identifying 34 valid articles, of which 85.3% are empirical studies that analyze five areas: (1) validity; (2) applicant reactions; (3) design of GRA; (4) personal characteristics and GRA; and (5) adverse impact and faking. Together, these studies show that GRA can be used in personnel selection but that the supposed advantages of GRA over conventional tests are fewer than imagined. The results also suggest several aspects on which research should focus (e.g., construct validity, differences depending on the type of game, prediction of different job performance dimensions), which could help define the situations in which the use of GRA may be recommended.
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Affiliation(s)
- Pedro J. Ramos-Villagrasa
- Department of Psychology and Sociology, Universidad de Zaragoza, Zaragoza, Spain
- *Correspondence: Pedro J. Ramos-Villagrasa,
| | | | - Ángel Castro
- Department of Psychology and Sociology, Universidad de Zaragoza, Teruel, Spain
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15
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Koivunen S, Ala-Luopa S, Olsson T, Haapakorpi A. The March of Chatbots into Recruitment: Recruiters’ Experiences, Expectations, and Design Opportunities. Comput Support Coop Work 2022. [DOI: 10.1007/s10606-022-09429-4] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
Abstract
AbstractOrganizations’ hiring processes are increasingly shaped by various digital tools and e-recruitment systems. However, there is little understanding of the recruiters’ needs for and expectations towards new systems. This paper investigates recruitment chatbots as an emergent form of e-recruitment, offering a low-threshold channel for recruiter-applicant interaction. The rapid spread of chatbots and the casual nature of their user interfaces raise questions about the perceived benefits, risks, and suitable roles in this sensitive application area. To this end, we conducted 13 semi-structured interviews, including 11 interviews with people who are utilizing recruitment chatbots and two people from companies that are developing recruitment chatbots. The findings provide a qualitative account of their expectations and motivations, early experiences, and perceived opportunities regarding the current and future use of chatbots in recruitment. While chatbots answer the need for attracting new candidates, they have also introduced new challenges and work tasks for the recruiters. The paper offers considerations that can help to redesign recruitment bots from the recruiter’s viewpoint.
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16
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Gagné M, Parker SK, Griffin MA, Dunlop PD, Knight C, Klonek FE, Parent-Rocheleau X. Understanding and shaping the future of work with self-determination theory. NATURE REVIEWS PSYCHOLOGY 2022; 1:378-392. [PMID: 35574235 PMCID: PMC9088153 DOI: 10.1038/s44159-022-00056-w] [Citation(s) in RCA: 16] [Impact Index Per Article: 8.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Accepted: 04/06/2022] [Indexed: 12/17/2022]
Abstract
Self-determination theory has shaped our understanding of what optimizes worker motivation by providing insights into how work context influences basic psychological needs for competence, autonomy and relatedness. As technological innovations change the nature of work, self-determination theory can provide insight into how the resulting uncertainty and interdependence might influence worker motivation, performance and well-being. In this Review, we summarize what self-determination theory has brought to the domain of work and how it is helping researchers and practitioners to shape the future of work. We consider how the experiences of job candidates are influenced by the new technologies used to assess and select them, and how self-determination theory can help to improve candidate attitudes and performance during selection assessments. We also discuss how technology transforms the design of work and its impact on worker motivation. We then describe three cases where technology is affecting work design and examine how this might influence needs satisfaction and motivation: remote work, virtual teamwork and algorithmic management. An understanding of how future work is likely to influence the satisfaction of the psychological needs of workers and how future work can be designed to satisfy such needs is of the utmost importance to worker performance and well-being. Technology is changing the nature of work by enabling new forms of automation and communication. In this Review, Gagné et al. describe how self-determination theory can help researchers and practitioners to shape the future of work to ensure that it meets the psychological needs of workers.
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Affiliation(s)
- Marylène Gagné
- Future of Work Institute, Curtin University, Perth, Western Australia Australia
| | - Sharon K Parker
- Future of Work Institute, Curtin University, Perth, Western Australia Australia
| | - Mark A Griffin
- Future of Work Institute, Curtin University, Perth, Western Australia Australia
| | - Patrick D Dunlop
- Future of Work Institute, Curtin University, Perth, Western Australia Australia
| | - Caroline Knight
- Future of Work Institute, Curtin University, Perth, Western Australia Australia
| | - Florian E Klonek
- Future of Work Institute, Curtin University, Perth, Western Australia Australia
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17
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Holtrop D, Oostrom JK, van Breda WRJ, Koutsoumpis A, de Vries RE. Exploring the application of a text-to-personality technique in job interviews. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2022. [DOI: 10.1080/1359432x.2022.2051484] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/04/2022]
Affiliation(s)
- Djurre Holtrop
- Tilburg University, Department of Social Psychology, Simon Building, Tilburg, The Netherlands
- Curtin University, The Future of Work Institute, Faculty of Business and Law, Australia
| | - Janneke K. Oostrom
- School of Business & Economics, Department of Management & Organisation, Vrije Universiteit Amsterdam, The Netherlands
| | - Ward R. J van Breda
- NeedForward Research, The Netherlands
- Vrije Universiteit Amsterdam, Department of Experimental and Applied Psychology, The Netherlands
| | - Antonis Koutsoumpis
- Vrije Universiteit Amsterdam, Department of Experimental and Applied Psychology, The Netherlands
| | - Reinout E. de Vries
- Vrije Universiteit Amsterdam, Department of Experimental and Applied Psychology, The Netherlands
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18
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Brown MI, Speer AB, Tenbrink AP, Chabris CF. Using game-like animations of geometric shapes to simulate social interactions: An evaluation of group score differences. INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2022; 30:167-181. [PMID: 35935096 PMCID: PMC9355331 DOI: 10.1111/ijsa.12375] [Citation(s) in RCA: 2] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
Abstract
This study introduces a novel, game-like method for measuring social intelligence: the Social Shapes Test. Unlike other existing video or game-based tests, the Shapes Test uses animations of abstract shapes to represent social interactions. We explore demographic differences in Shapes Test scores compared to a written situational judgment test. Gender and race/ethnicity only had meaningful effects on written SJT scores while no effects were found for Shapes Test scores. This pattern of results remained after controlling for general mental ability and English language exposure. We also found metric invariance between demographic groups for both tests. Our results demonstrate the potential for using animated shape tasks as an alternative to written SJTs when designing future game-based assessments.
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Affiliation(s)
- Matt I. Brown
- Geisinger Health System, Autism and Developmental Medicine Institute, Lewisburg, PA
| | - Andrew B. Speer
- Wayne State University, Department of Psychology, Detroit, MI
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Köchling A, Wehner MC, Warkocz J. Can I show my skills? Affective responses to artificial intelligence in the recruitment process. REVIEW OF MANAGERIAL SCIENCE 2022. [DOI: 10.1007/s11846-021-00514-4] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/28/2022]
Abstract
AbstractCompanies increasingly use artificial intelligence (AI) and algorithmic decision-making (ADM) for their recruitment and selection process for cost and efficiency reasons. However, there are concerns about the applicant’s affective response to AI systems in recruitment, and knowledge about the affective responses to the selection process is still limited, especially when AI supports different selection process stages (i.e., preselection, telephone interview, and video interview). Drawing on the affective response model, we propose that affective responses (i.e., opportunity to perform, emotional creepiness) mediate the relationships between an increasing AI-based selection process and organizational attractiveness. In particular, by using a scenario-based between-subject design with German employees (N = 160), we investigate whether and how AI-support during a complete recruitment process diminishes the opportunity to perform and increases emotional creepiness during the process. Moreover, we examine the influence of opportunity to perform and emotional creepiness on organizational attractiveness. We found that AI-support at later stages of the selection process (i.e., telephone and video interview) decreased the opportunity to perform and increased emotional creepiness. In turn, the opportunity to perform and emotional creepiness mediated the association of AI-support in telephone/video interviews on organizational attractiveness. However, we did not find negative affective responses to AI-support earlier stage of the selection process (i.e., during preselection). As we offer evidence for possible adverse reactions to the usage of AI in selection processes, this study provides important practical and theoretical implications.
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Goretzko D, Israel LSF. Pitfalls of Machine Learning-Based Personnel Selection. JOURNAL OF PERSONNEL PSYCHOLOGY 2022. [DOI: 10.1027/1866-5888/a000287] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/23/2022]
Abstract
Abstract. In recent years, machine learning (ML) modeling (often referred to as artificial intelligence) has become increasingly popular for personnel selection purposes. Numerous organizations use ML-based procedures for screening large candidate pools, while some companies try to automate the hiring process as far as possible. Since ML models can handle large sets of predictor variables and are therefore able to incorporate many different data sources (often more than common procedures can consider), they promise a higher predictive accuracy and objectivity in selecting the best candidate than traditional personal selection processes. However, there are some pitfalls and challenges that have to be taken into account when using ML for a sensitive issue as personnel selection. In this paper, we address these major challenges – namely the definition of a valid criterion, transparency regarding collected data and decision mechanisms, algorithmic fairness, changing data conditions, and adequate performance evaluation – and discuss some recommendations for implementing fair, transparent, and accurate ML-based selection algorithms.
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Affiliation(s)
- David Goretzko
- Department of Psychology, Ludwig-Maximilians-Universität München, Munich, Germany
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21
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Iwasokun GB, Idowu AO, Kuboye BM. Fuzzification Technique for Candidate Rating and Selection. INTERNATIONAL JOURNAL OF DECISION SUPPORT SYSTEM TECHNOLOGY 2022. [DOI: 10.4018/ijdsst.303944] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/08/2022]
Abstract
The traditional ways of candidate selection and recruitment are prone to subjectivity, imprecision and vagueness. With a view to achieving objective and precise selection and recruitment while keeping up with technological improvement and changes, this paper discusses a fuzzification-based technique for candidate rating and selection. The technique comprises a fuzzy logic component that is an extension of Boolean logic and used for establishing accurate selection process and precise solutions to multi-variable problems. There is a knowledge base component which forms the database of multi-level information and rule base which composes a set of if-then statements for decision making. Its inference engine applies a pre-defined procedure on input from the rule base and fuzzy logic interfaces for final recommendations. The proposed methodology performs pre-defined procedures that are based on some input sets which stores multi-level information derived from several pre-specified scores. Results from the implementation of the proposed technique established its practical function.
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Repelled at first sight? Expectations and intentions of job-seekers reading about AI selection in job advertisements. COMPUTERS IN HUMAN BEHAVIOR 2021. [DOI: 10.1016/j.chb.2021.106931] [Citation(s) in RCA: 6] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/23/2022]
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23
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Hommel BE, Ruppel R, Zacher H. Assessment of cognitive flexibility in personnel selection: Validity and acceptance of a gamified version of the Wisconsin Card Sorting Test. INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2021. [DOI: 10.1111/ijsa.12362] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/19/2022]
Affiliation(s)
- Björn E. Hommel
- Leipzig University, Institute of Psychology—Wilhelm Wundt Leipzig University Leipzig Germany
| | - Regina Ruppel
- Leipzig University, Institute of Psychology—Wilhelm Wundt Leipzig University Leipzig Germany
| | - Hannes Zacher
- Leipzig University, Institute of Psychology—Wilhelm Wundt Leipzig University Leipzig Germany
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Schick J, Fischer S. Dear Computer on My Desk, Which Candidate Fits Best? An Assessment of Candidates' Perception of Assessment Quality When Using AI in Personnel Selection. Front Psychol 2021; 12:739711. [PMID: 34777128 PMCID: PMC8581759 DOI: 10.3389/fpsyg.2021.739711] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/11/2021] [Accepted: 10/01/2021] [Indexed: 11/13/2022] Open
Abstract
Recently, with the increase in technological capabilities and the need to reduce bias in candidate selection processes, artificial intelligence (AI)-based selection procedures have been on the rise. However, the literature indicates that candidate reactions to a selection process need to be considered by organizations that compete for employees. In this study, we investigate reactions to AI-based selection procedures in a three-dimensional vignette study among young adults in Germany. By investigating the effects of the dimensions of AI complexity, intangibility, and reliability on the perceived quality of assessment of potential candidates, we found that AI complexity and intangibility impact the perceived quality of assessment negatively when the candidates’ knowledge, strengths, and weaknesses should be assessed. We also found interactive relationships of all three dimensions for the assessment of motivation. In sum, results indicate that candidates are skeptical toward the assessment quality of AI-intense selection processes, especially if these assess complex assessment criteria such as personality or a job performance forecast. Hence, organizations need to be careful when implementing AI-based selection procedures. HR implications are made on the basis of these results to cope with negative candidate perceptions.
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Affiliation(s)
- Jessica Schick
- Business Psychology, Hamm-Lippstadt University of Applied Sciences, Hamm, Germany
| | - Sebastian Fischer
- Business Psychology, Hamm-Lippstadt University of Applied Sciences, Hamm, Germany
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Testing the psychometric properties of a short skills inventory for students looking for their first job. BMC Psychol 2021; 9:159. [PMID: 34663469 PMCID: PMC8522221 DOI: 10.1186/s40359-021-00662-y] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/10/2021] [Accepted: 09/23/2021] [Indexed: 11/30/2022] Open
Abstract
Background In the last two decades, the transformations that have affected the business world have had a great impact on professional performance standards. As such, they have contributed significantly to increasing concerns regarding employability. Particularly, these concerns are even more worrying among students who are looking for their first job. Consequently, this leads organizations to question whether the skills these candidates have are sufficient and adequate for them to enter the job market. Although it is a problem that deserves an urgent response, it is still poorly understood amongst academics, which is why it continues to be essential to define and signal which skills candidates should develop in order to guarantee a better person-function fit. Hereupon, the present study aims at the construction and validation of a short skills inventory for students who are looking for their first job. This inventory will allow alignment between candidates' skills and the level of performance expected by their future employers. Methods The development of the short skills inventory for students looking for their first job was based on Classical test theory and Item response theory methodologies. Specifically, its developmental process encompassed three studies. Study 1, comprising a qualitative scope, dealt with the development and construction of the items (n = 97). Study 2, of an exploratory nature, was intended to evaluate the psychometric properties of the instrument (n = 173). Finally, Study 3, of a confirmatory nature, was aimed at validating the results gathered from the Exploratory factor analysis (n = 407). Results This inventory is a valuable asset for the selection of students who are looking for their first job. The analyzes carried out over the various studies show that this instrument has satisfactory psychometric properties, and, as such, is a valid and reliable instrument and an alternative to the instruments currently used in the recruitment and selection processes. Conclusions The construction of this short skills inventory brings theoretical and practical benefits. In short, it contributes to reducing Portugal’s gap regarding psychological assessment upon selection considering the lack of validated and verified instruments for students looking for their first job.
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Pireddu S, Bongiorno R, Ryan MK, Rubini M, Menegatti M. The deficit bias: Candidate gender differences in the relative importance of facial stereotypic qualities to leadership hiring. BRITISH JOURNAL OF SOCIAL PSYCHOLOGY 2021; 61:644-671. [PMID: 34553397 PMCID: PMC9293180 DOI: 10.1111/bjso.12501] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/12/2020] [Revised: 08/13/2021] [Indexed: 11/26/2022]
Abstract
Recent findings highlight two facets of the two fundamental stereotype content dimensions of agency (i.e., 'dominance' and 'competence') and communality (i.e., 'morality' and 'sociability'; e.g., Abele et al., 2016) with implications for understanding gender inequality in the workplace (e.g., Prati et al., 2019). Extending this research and contributing to the facial first impressions literature, we examined how these facets of agency and communality when inferred from White men's and women's faces, along with attractiveness, influence their leadership suitability. In three studies in the United Kingdom (total N = 424), using student and working samples and two managerial descriptions, we found an unexpected pattern of results, supported by an internal meta-analysis: attractiveness and competence were the most important predictors of hirability for all candidates. For women, dominance was the next most important predictor; for men, morality and sociability were more important than dominance. Moreover, morality and sociability were more important in evaluating men than women, while dominance was more important in evaluating women than men. Findings are discussed in terms of a 'deficit bias', whereby the qualities women and men are considered to lack - dominance for women, morality, and sociability for men - may be given more weight when evaluating their leadership suitability.
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Affiliation(s)
- Sara Pireddu
- Department of Psychology 'Renzo Canestrari', Alma Mater Studiorum - University of Bologna, Italy
| | | | - Michelle K Ryan
- School of Psychology, University of Exeter, UK.,Faculty of Economic and Business, University of Groningen, The Netherlands
| | - Monica Rubini
- Department of Psychology 'Renzo Canestrari', Alma Mater Studiorum - University of Bologna, Italy
| | - Michela Menegatti
- Department of Psychology 'Renzo Canestrari', Alma Mater Studiorum - University of Bologna, Italy
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Basch JM, Brenner F, Melchers KG, Krumm S, Dräger L, Herzer H, Schuwerk E. A good thing takes time: The role of preparation time in asynchronous video interviews. INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2021. [DOI: 10.1111/ijsa.12341] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/13/2022]
Affiliation(s)
- Johannes M. Basch
- Abteilung Arbeits‐ und Organisationspsychologie, Institut für Psychologie und Pädagogik Universität Ulm Ulm Germany
| | - Falko Brenner
- Abteilung Psychologische Diagnostik, Differentielle und Persönlichkeitspsychologie Freie Universität Berlin Berlin Germany
| | - Klaus G. Melchers
- Abteilung Arbeits‐ und Organisationspsychologie, Institut für Psychologie und Pädagogik Universität Ulm Ulm Germany
| | - Stefan Krumm
- Abteilung Psychologische Diagnostik, Differentielle und Persönlichkeitspsychologie Freie Universität Berlin Berlin Germany
| | - Luise Dräger
- Lehrstuhl für Personalwirtschaft und Business Governance Martin‐Luther‐Universität Halle Wittenberg Halle Germany
| | - Helen Herzer
- Abteilung Arbeits‐ und Organisationspsychologie, Institut für Psychologie und Pädagogik Universität Ulm Ulm Germany
| | - Evelyn Schuwerk
- Abteilung Arbeits‐ und Organisationspsychologie, Institut für Psychologie und Pädagogik Universität Ulm Ulm Germany
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Thielsch MT, Erdal D, Merhof V. Recruiting aus Sicht der Bewerber_innen. ZEITSCHRIFT FUR ARBEITS-UND ORGANISATIONSPSYCHOLOGIE 2021. [DOI: 10.1026/0932-4089/a000357] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/04/2022]
Abstract
Zusammenfassung. Hochwertiges Personalmarketing ist der essenzielle erste Schritt im Recruiting. Qualifizierte Bewerber_innen müssen auf offene Positionen erfolgreich aufmerksam gemacht werden, wofür Unternehmen und Organisationen verschiedene Online- und Offline-Maßnahmen zur Verfügung stehen. Zentral ist dabei die Wahrnehmung des Personalmarketings durch die Bewerbenden, deren Sicht bislang allerdings wenig betrachtet wurde. In der vorliegenden Studie wird daher mithilfe einer für die deutsche Arbeitsbevölkerung repräsentativen Stichprobe ( N = 1.070) die Nutzung und Bewertung von klassischen und neuartigen digitalen Personalmarketingmaßnahmen in sozialen Medien untersucht und zusätzlich digitale Ansprachemethoden experimentell überprüft. Bekannte und etablierte Online- und Offline-Personalmarketingmaßnahmen weisen hohe Nutzungszahlen auf und sind zugleich am beliebtesten. Soziale Medien werden hingegen von den Bewerber_innen vergleichsweise wenig präferiert. Kongruent dazu wird im experimentellen Setup die klassische Benachrichtigung per Post neuartigen digitalen Kommunikationswegen (WhatsApp, Facebook, Alexa Voice System) vorgezogen. Die Ergebnisse dieser Studie können in der Praxis zur gezielten Ansprache potenzieller Bewerber_innen und für den optimalen Einsatz verschiedener Methoden genutzt werden.
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Affiliation(s)
| | - Dilara Erdal
- Institut für Psychologie, Westfälische Wilhelms-Universität Münster
| | - Viola Merhof
- Institut für Psychologie, Westfälische Wilhelms-Universität Münster
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Constantin KL, Powell DM, McCarthy JM. Expanding conceptual understanding of interview anxiety and performance: Integrating cognitive, behavioral, and physiological features. INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2021. [DOI: 10.1111/ijsa.12326] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 02/06/2023]
Affiliation(s)
| | | | - Julie M. McCarthy
- Department of Management University of Toronto Scarborough Toronto ON Canada
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30
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Jedynak M, Czakon W, Kuźniarska A, Mania K. Digital transformation of organizations: what do we know and where to go next? JOURNAL OF ORGANIZATIONAL CHANGE MANAGEMENT 2021. [DOI: 10.1108/jocm-10-2020-0336] [Citation(s) in RCA: 13] [Impact Index Per Article: 4.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeThe purpose of this paper is to identify the development of the digital transformation literature and to the systematic literature review methodology.Design/methodology/approachThe authors run a systematic literature review, followed by a rigorous thematic analysis of both academic and grey literature dataset, in order to develop a conceptual map of organizations' digital transformation. The authors aggregate the concepts and topics identified across the literature to find that they overwhelmingly tackle digital business models. At the same time, the authors identify a major blind spot resulting from ignoring the organization itself as a unit of analysis.FindingsThe findings show that developing a digital theory of the organization or the theory of digitally transformed organization is a major challenge to management researchers. The analysis exposed numerous research gaps that can be helpful for future research directions.Originality/valueDigital transformation research enjoys an increasingly rapid rise to recognition across many academic disciplines and strongly impacts the management domain. adopt the view that published documents reflect the collective understanding of a phenomenon. This paper contributes to filtering the digital transformation literature, clarify complex relation between digital transformations of organizations and identify the key blind points.
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Potočnik K, Anderson NR, Born M, Kleinmann M, Nikolaou I. Paving the way for research in recruitment and selection: recent developments, challenges and future opportunities. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2021. [DOI: 10.1080/1359432x.2021.1904898] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/21/2022]
Affiliation(s)
| | | | - Marise Born
- School of Social and Behavioural Sciences, Erasmus University Rotterdam, Rotterdam, The Netherlands
| | - Martin Kleinmann
- Department of Psychology, Work and Organisational Psychology, University of Zürich, Switzerland
| | - Ioannis Nikolaou
- Department of Management Science and Technology, Athens University of Economics and Business, Athens, Greece
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What is the Role of Technology in Recruitment and Selection? SPANISH JOURNAL OF PSYCHOLOGY 2021; 24:e2. [PMID: 33536110 DOI: 10.1017/sjp.2021.6] [Citation(s) in RCA: 11] [Impact Index Per Article: 3.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/06/2022]
Abstract
We explore a number of new developments in the field of employee recruitment and selection with a focus on recent technological developments. We discuss examples of technological developments across the four stages of the recruitment and selection process. In the attraction stage we discuss how on-line/internet recruitment and especially social networking websites have changed dramatically the focus of attracting candidates effectively. In the next stage of screening, we discuss how cybervetting and applicant tracking systems offer opportunities but also threats for recruiters and candidates. In the third stage of employee selection, we focus especially on two new selection methods; the asynchronous/digital interview and gamification/games-based assessment, along with the critical role and impact applicant reactions have on the selection process. Finally, we briefly discuss the main technological developments in on-boarding and socialization, and we conclude with a few suggestions for future research in this field.
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Melchers KG, Petrig A, Basch JM, Sauer J. A Comparison of Conventional and Technology-Mediated Selection Interviews With Regard to Interviewees' Performance, Perceptions, Strain, and Anxiety. Front Psychol 2021; 11:603632. [PMID: 33510679 PMCID: PMC7835329 DOI: 10.3389/fpsyg.2020.603632] [Citation(s) in RCA: 7] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/07/2020] [Accepted: 12/11/2020] [Indexed: 12/02/2022] Open
Abstract
Organizations increasingly use technology-mediated interviews. However, only limited research is available concerning the comparability of different interview media and most of the available studies stem from a time when technology-mediated interviews were less common than in the present time. In an experiment using simulated selection interviews, we compared traditional face-to-face (FTF) interviews with telephone and videoconference interviews to determine whether ratings of interviewees’ performance, their perceptions of the interview, or their strain and anxiety are affected by the type of interview. Before participating in the actual interview, participants had a more positive view of FTF interviews compared to technology-mediated interviews. However, fairness perceptions did not differ anymore after the interview. Furthermore, there were no differences between the three interview media concerning psychological and physiological indicators of strain or interview anxiety. Nevertheless, ratings of interviewees’ performance were lower in the technology-mediated interviews than in FTF interviews. Thus, differences between different interview media can still be found nowadays even though most applicants are much more familiar with technology-mediated communication than in the past. The results show that organizations should take this into account and therefore avoid using different interview media when they interview different applicants for the same job opening.
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Affiliation(s)
- Klaus G Melchers
- Institut für Psychologie und Pädagogik, Universität Ulm, Ulm, Germany
| | | | - Johannes M Basch
- Institut für Psychologie und Pädagogik, Universität Ulm, Ulm, Germany
| | - Juergen Sauer
- Department of Psychology, University of Fribourg, Fribourg, Switzerland
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Zupanic M, Schulze-Rohr J, Nitsche J, Ostermann T, Hofmann M, Ehlers JP. Selection procedure human medicine and psychology at the University of Witten/Herdecke: adaptation to the virtual zoom room. GMS JOURNAL FOR MEDICAL EDUCATION 2020; 37:Doc70. [PMID: 33364349 PMCID: PMC7740028 DOI: 10.3205/zma001363] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Figures] [Subscribe] [Scholar Register] [Received: 07/30/2020] [Revised: 10/13/2020] [Accepted: 10/19/2020] [Indexed: 06/12/2023]
Abstract
Introduction: For the selection of students for the winter semester 2020/21, the established selection procedure of the University of Witten/Herdecke (UW/H) was adapted to the virtual space in view of the current contact ban and recommended keeping of distance. The three stations in the second step of the procedure, the biographical one-on-one interview, presentation and discussion on a subject-specific topic as well as multiple mini interviews (MMI) on the social skills of the applicants were audiovisual and in real time in zoom meetings. Project description: The medical, psychological and student reviewers were prepared for the virtual selection procedure in training sessions. Three weeks before the selection days, the applicants received information on the technical requirements for the interviews and on data protection for the persons affected by the collection of personal data. The evaluation of the virtual selection procedure was carried out by the reviewers using an online questionnaire with 8 socio-demographic, 5 organizational, 8 content and 3 open questions. Results: The 108 reviewers conducted selection interviews in tandems (medical/psychological and student reviewers) with 178 applicants for human medicine and 105 applicants for psychology. The online evaluation by 58 reviewers (response rate 53.7%) showed a positive agreement with the virtual selection procedure, with a more favorable assessment of organization and content by the medical and psychological reviewers compared to the student reviewers. Discussion: The adequate adaptation of the selection procedure of the UW/H to the virtual zoom room as well as its acceptance are confirmed by the successful execution of the selection days for the students for the winter semester 2020/21 and the evaluation of the reviewers. Conclusion: The results and analysis of this exceptional situation will be used to also conduct the upcoming selection procedure for the summer semester 2021 in the virtual space. A valid assessment for the future use of a virtual selection procedure as a possible supplement to the personal selection interviews at the University of Witten/Herdecke remains to be made.
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Affiliation(s)
- Michaela Zupanic
- Witten/Herdecke University, Faculty of Health, Interprofessional and Collaborative Didactics, Witten, Germany
| | | | - Julia Nitsche
- Witten/Herdecke University, Faculty of Health, Didactics and Educational Research in Health Science, Witten, Germany
| | - Thomas Ostermann
- Witten/Herdecke University, Faculty of Health, Department of Psychologie and Psychotherapy, Witten, Germany
| | - Marzellus Hofmann
- Witten/Herdecke University, Faculty of Health, Students Dean Office, Witten, Germany
| | - Jan P. Ehlers
- Witten/Herdecke University, Faculty of Health, Didactics and Educational Research in Health Science, Witten, Germany
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35
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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: 2.8] [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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Cook R, Jones‐Chick R, Roulin N, O'Rourke K. Job seekers' attitudes toward cybervetting: Scale development, validation, and platform comparison. INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2020. [DOI: 10.1111/ijsa.12300] [Citation(s) in RCA: 9] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/14/2022]
Affiliation(s)
- Ryan Cook
- Industrial/Organizational Psychology Saint Mary's University Halifax NS Canada
| | - Rachael Jones‐Chick
- Industrial/Organizational Psychology Saint Mary's University Halifax NS Canada
| | - Nicolas Roulin
- Industrial/Organizational Psychology Saint Mary's University Halifax NS Canada
| | - Kim O'Rourke
- Industrial/Organizational Psychology Saint Mary's University Halifax NS Canada
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Gkorezis P, Georgiou K, Nikolaou I, Kyriazati A. Gamified or traditional situational judgement test? A moderated mediation model of recommendation intentions via organizational attractiveness. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2020. [DOI: 10.1080/1359432x.2020.1746827] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/30/2023]
Affiliation(s)
- Panagiotis Gkorezis
- Assistant Professor of Management, Aristotle University of Thessaloniki, Thessaloniki, Greece
| | - Konstantina Georgiou
- Post-doctoral Fellow, Athens University of Economics and Business, Athens, Greece
| | - Ioannis Nikolaou
- Associate Professor of Organizational Psychology, Athens University of Economics and Business, Athens, Greece
| | - Anna Kyriazati
- Post-graduate Student, Athens University of Economics and Business, Athens, Greece
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