Personnel Selection
2018-06-09 16:13:24 4 举报AI智能生成
Personnel Selection
作者其他创作
大纲/内容
Key Words
job performance, testing, validity, adverse impact, ability,personality
Abstract
Contents
introduction
can we predict traditional outcome measures better
because of better understanding of the cirterion domain and criterion measurement?
Conceptualization of the Criterion Domain
Predictor-Criterion Matching
The Role of Time in Criterion Measurement
Predicting Performance Over Time
Criterion Measurement
can we predict traditional outcome measures better
because of improved measurement of existing predictor methods or constructs?
Measure the Same Construct with Another Method
Improve Construct Measurement
Increase Contextualization
Reduce Response Distortion
Impose Structure
can we predict traditional outcome measures better
because of identification and measurement of new predictor methods or constructs?
Emotional Intelligence
Situational Judgment Tests
can we predict traditional outcome measures better
because of improved identification of features that moderate or mediate relationships?
Situation-Based Moderators
Person-Based Moderators
Individual Predictors
Mediators
can we predict traditional outcome measures better
because of clearer understanding of relationships between predictors andcriteria?
Incremental Validity
identification and prediction of new outcome variables
improved abiliy to estimate predictor-criterion relationships
Linearity
Meta-Analysis
Range Restriction
improved understanding of subgroup differences, fairness,
bias, and the legal defensibility of our selection systems
Subgroup Mean Differences
Mechanisms for Reducing Differences
Forecasting Validity and Adverse Impact
Differential Prediction
improved administrative ease with which selecton systems can be used
improved measuement of and insight into consequences of applicant reactions
Consequences of Applicant Reactions
Methodological Issues
Influencing Applicant Reactions
Measurement of Applicant Reactions
improved decision-maker acceptance of selection systems
Conclusion
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