The use of social media at work is becoming increasingly common. A recent study done to develop a questionnaire for measuring good and bad social media behaviors revealed that, in addition to harmful social media behaviors being related to decreased performance, the beneficial behaviors seemed to have no significant relationship to performance. In short, no particular increase in performance output was detected.
In the past, the advent of greater access to computers and the Internet inexorably changed the methods by which organizations recruited talent, and also the way in which possible hopefuls searched for and applied to these organizations. A new study suggests that assessment via mobile phone could be the wave of the near future.
From a statistical point of view, a perfectly reliable interview is one in which interviewees and interviewers react identically to identical situations: interviewees answer the same question the same way every time, and interviewer interpret, evaluate, and rate identical responses identically. But is this really an ideal interview process from a real-world perspective?
There are many reasons to monitor employees. Particularly when implementing relatively new technologies such as web-based trainings, it might seem wise to monitor not only employee skill acquisition, but also their efficiency completing the training, their internet activity, even the speed of their keystrokes. However, monitoring has a downside.
Work Life balance doesn’t have to mean juggling job responsibilities and responsibilities to a wife and kids. In the modern era, families and social ties take all different forms. Yet, the discussion of balanced work and personal life has largely excluded non-families- unmarried employees and employees without children. This is a mistake.
Topic: Feedback, Job Performance, Measurement Publication: Personnel Psychology (AUTUMN 2012) Article: Evidence for the effectiveness of an alternative multisource performance rating methodology Authors: B. J. Hoffman, C. A. Gorman, C. A. Blair, J. P. Meriac, B. Overstreet, & E. K. Atchley Reviewed by: Alexandra Rechlin Do you receive multisource feedback
Topic: Selection, Measurement Publication: Journal of Applied Psychology Article: The Criterion-Related Validity of Integrity Tests: An Updated Meta-Analysis Authors: Van Iddekinge, C.H., Roth, P.L., Raymark, P.H., & Odle-Dusseau, H.N. Reviewer: Neil Morelli According to a recent meta-analysis by Van Iddekinge and colleagues, integrity tests may not be as predictive of
Topic: Personality, Measurement, Job Performance
Publication: Personnel Psychology (SPRING 2010)
Article: We (sometimes) know not how we feel: Predicting job performance with an implicit measure of trait affectivity
Authors: R.E. Johnson, A.L. Tolentino, O.B., Rodopman, and E. Cho
Reviewed By: Benjamin Granger
Publication: International Journal of Selection and Assessment
Article: On minimizing guessing effects on multiple-choice items: Superiority of a two solutions and three distractors item format to a one solution and five distractors item format
Authors: K.D. Kubinger, S. Holocher-Ertl, M. Reif, C. Hohensinn, and M. Frebort
Reviewed By: Benjamin Granger
Topic: Book Reviews, Strategic HR, Measurement Book Title: Investing in what matters: linking employees to business outcomes Authors: Scott Mondore, Ph.D. and Shane Douthitt, Ph.D. In SHRM’s recently published the book, “Investing in What Matters,” Scott Mondore, Ph.D. and Shane Douthitt, Ph.D. offer a process to understand the links between HR strategy and business outcomes.