Category: Assessment

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

What are those emerging markets thinking? (IO Psychology)

Topic: Selection, Assessment Publication: International Journal of Selection and Assessment (JUN 2012) Article: Cross-cultural Examination of Applicant Reactions to Selection Methods: United States and Vietnam Authors: Hoang, T.G., Truxillo, D.M., Erdogan, B., and Bauer, T.N. Reviewer: Neil Morelli Over the past several years I-O psychologists have become more interested in

Unproctored Testing: Increasing the Applicant Pool to Combat Concerns with Cheating (IO Psychology)

Topic: Selection, Evidence Based Management, Assessment Publication: International Journal of Selection and Assessment (JUN 2012) Article: Offsetting Performance Losses Due to Cheating in Unproctored Internet-Based Testing by Increasing the Applicant Pool Authors: Richard N. Landers & Paul R. Sackett Reviewed By: Thaddeus Rada Unproctored Internet testing (UIT) has been a

A Sequel to the Ring of Fire: How Internal and External Candidates React to Employment Testing (I/O Psychology)

Topic: Assessment, Personality Assessment, Selection Publication: International Journal of Selection and Assessment (JUN 2012) Article: Don’t you know me well enough yet? Comparing reactions of internal and external candidates to employment testing Authors: G. W. Giumetti and E. F. Sinar Reviewed By: Megan Leasher Employment testing is gaining in popularity

Scoring Biodata Measures (IO Psychology)

Topic: Selection, Assessment Publication: Personnel Psychology (SUMMER 2012) Article: Unlocking the key to biodata scoring: A comparison of empirical, rational, and hybrid approaches at different sample sizes Authors: J. M. Cucina, P. M. Caputo, H. F. Thibodeaux, & C. N. Maclane Reviewed by: Alexandra Rechlin Cucina and his colleagues recently

Team Intimacy and Organizational Interventions: Emphasizing Team Cohesion May be More Effective (IO Psychology)

Topic: Teams, Development Publication: Human Resource Management Review (JUN 2012) Article: Too Close for Comfort? Distinguishing Between Team Intimacy and Team Cohesion Authors: Rosh, L., Offermann, L. R., & Van Diest, R. Reviewed By: Thaddeus Rada Within IO psychology, research on teams has become increasingly important in recent years. As

Are cognitive ability tests insulting your applicants? (IO Psychology)

Topic: Organizational Justice, Fairness, Interviewing, Assessment, Selection Publication: Personnel Psychology (WINTER 2011) Article: Status and organizational entry: How organizational and individual status affect justice perceptions of hiring systems Authors: Sumanth, J. J., & Cable, D. M. Reviewed by: Alexandra Rechlin It is well known in the field of IO psychology

The Peril of Excess: Why Moderate Levels of Many Traits Might be Best (Human Resource Management)

Topic: Assessment, Performance, Selection, Human Resource Management Publication: Perspectives on Psychological Science (JAN 2011) Article: Too Much of a Good Thing: The Challenge and Opportunity of the Inverted U Authors: Grant, A. M., & Schwartz, B. Reviewed By: Thaddeus Rada A common assumption in personnel selection practice (and research) in

Don’t Dump the Dimensions: A New Model for Evaluating Assessment Center Participants

Topic: Assessment Publication: Personnel Psychology (SUMMER 2011) Article: Exercises and Dimensions are the Currency of Assessment Centers Authors: Hoffman, B. J., Melchers, K. G., Blair, C. A., Kleinmann, M., & Ladd, R. T. Reviewed By: Thaddeus Rada Assessment centers (ACs) remain a popular, and often effective, way for organizations to