Year: 2012

Beyond Intelligence (IO Psychology)

Topic: Selection Publication: Personality and Individual Differences (in press) Article: When IQ is not everything: Intelligence, personality and academic performance at school Authors: Patrick C.L. Heaven & Joseph Ciarrochi Reviewed By: Scott Charles Sitrin, M.A. Does the most intelligent person get the best grades?  One would think that the person

When Customers Attack: Verbal Aggression and Employee Performance (IO Psychology)

Topic: Job Performance, Training, Conflict Publication: Journal of Applied Psychology (SEPT 2012) Article: When Customers Exhibit Verbal Aggression, Employees Pay Cognitive Costs Authors: A. Rafaeli, A. Erez, S. Ravid, R. Derfler-Rozin, D.E. Treister, R. Scheyer Reviewed By: Ben Sher What happens when customers get angry? For starters, they may yell,

What does it take to make the grade?

Topic: Selection Publication: Perspectives on Psychological Science (2011) Article: The hungry mind: Intellectual curiosity is the third pillar of academic performance Authors: Sophie von Stumm, Benedikt Hell, and Tomas Chamorro-Premuzic Reviewed By: Scott Charles Sitrin, M.A. What predicts academic performance? Previous research has shown that both intelligence and effort do.

Making personality tests better for selection (IO Psychology)

Topic: Personality, Selection Publication: Journal of Applied Psychology (AUTUMN 2012) Article: A matter of context: A meta-analytic investigation of the relative validity of contextualized and noncontextualized personality measures Authors: J. A. Shaffer & B. E. Postlethwaite Reviewed by: Alexandra Rechlin Whether or not you agree with it, your organization likely

Size Matters in Court? Determinations of Adverse Impact Based on Organization Size (IO Psychology)

Topic: Assessment, Discrimination, HR Policy, Statistics Publication: Journal of Business Psychology (JUN 2012) Article: Unintended consequences of EEO enforcement policies: Being big is worse than being bad Authors: R. Jacobs, K. Murphy, and J. Silva Reviewed By: Megan Leasher   Adverse impact occurs when neutral-appearing employment practices have an unintentional, discriminatory