Personnel Selection

T he increase in the number of foreigneducated nurses (FENs) employed by U.S. health care organizations has been well documented in the literature. Buerhaus and colleagues have estimated that of the 476,000 full-time RNs added to the U.S. workforce from 2001 through 2008, fully one-third are foreignborn. 1 How these nurses arrived in the United States and the conditions under which they're employed, however, are less well understood. We posit that the process of international recruitment of nurses has im portant implications on at least three policy fronts: the labor situation of the FENs; the cultural competency of the care they provide; and the impact of different international recruitment strategies on poorer source countries, where severe nursing shortages already exist. The primary objective of our study was to explore the size, structure, and business practices of international nurse recruitment companies. In particular, we were interested in learning about the industry's business models, the kinds of companies engaged in recruitment, and the ways they viewed the effects of their business on the source countries. As the investigation unfolded, many of the recruiters we interviewed expressed concerns about their competitors, whom they thought might be taking advantage of FENs. As a result, we expanded the study to include a preliminary characterization of the types of problems reported by FENs. As in other developed countries, the nursing shortage in the United States has led to an increasing reliance U.S.-Based Recruitment of Foreign-Educated Nurses: Findings From this qualitative study suggest a need For accountability.

Socially desirable responding (SDR) has been widely studied with regards to personality assessment due to fears it may attenuate the predictive validity of decisions made using such assessments (e.g., in personnel selection). A number of scales have been employed to assess individual differences in response distortion. We expand the nomological net for a popular measure of social desirability -the Marlowe-Crowne scale -by correlating individual differences in SDR to measures of over-claiming, self-esteem, and emotional intelligence. Survey results (n = 198) yielded a significant positive correlation between SDR and both self-esteem and emotional intelligence. Over-claiming was found to be negatively related to self-deceptive enhancement, a form of SDR, but not to SDR overall. Regression analyses revealed emotional intelligence explains significant variance in SDR, over and above that which is explained by self-esteem and over-claiming alone (∆R 2 = .16, p < .01). Implications for personality assessment are discussed.

Peer-reviewed professional publications were examined for pertinent information associated with faculty shortages in the dental professions. The review found 6 suggested causes, including inadequate compensation, lack of diversity amongst faculty, inadequate mentoring for new faculty, lack of modeling to prospective dental hygiene educators, little awareness of faculty shortages and lack of institutional support for dental hygiene faculty. The causes and solutions for faculty shortages and recruitment tactics employed by parallel professions were evaluated to determine their applicability to the dental hygiene faculty shortage. There remains a scarcity of information regarding dental hygiene faculty shortages and how dental hygiene programs and institutions should address such shortages.

Hegemony refers to a dominant group's ability to make others want the same thing as it wants for itself. It rests upon (1) a substantive pillar of belief that the system of rule created by the dominant group brings material and other benefits to all or most participants and that the feasible alternatives are worse, and (2) a procedural pillar of belief that the processes and procedures of the dominant system of rule are fair and appropriate and will be enforced on the dominant group as well as the subordinate group. But the requirements of ( ) and ( ) may undermine each otherthis is the hegemon's dilemma. US intervention in multilateral organizations to strengthen the substantive pillar -the organizations' commitment to the idea of mutual benefits from free markets -may come at the expense of the procedural pillar, by breaking collectively legitimated rules of, for example, personnel selection or research independence; and vice versa. This paper explores US-World Bank relations in the context of US efforts to influence the statements made by the incumbents of two important ideascontrolling positions in the World Bank, the chief economist and the director of the World Development Report. It takes the firing of chief economist Joseph Stiglitz and the resignation of director of the World Development Report 2000, Ravi Kanbur, as case studies. It draws broader conclusions about how hegemony actually works, about the extent of World Bank autonomy, and about the debate on development agendas.

Background: Students are a key component of any educational programme to whom policies and requirements for the programme are directed. One of the ways to determine success or otherwise of a programme is obtaining students' views about the programme. This fact-finding exercise is important in other to understand the need to improve the programme quality. Objective: This study explored perceptions of final-year Nigerian physiotherapy students about their cardio-respiratory physiotherapy (CRP) training experience. Methods: This cross-sectional survey involved 190 Nigerian final-year physiotherapy students from seven Nigerian physiotherapy programmes. A questionnaire adapted from a previous study, content-validated and pilot-tested, was used to collect information on the students' perception about CRP training experience. Results: About 55% of the respondents had CRP placement, and these were from three universities. Only 47% of the students that had CRP placement reported CRP experience in another placement, as opposed to 52.9% among those who had not. While majority of those who had prior CRP placement agreed that CRP was important (53.9%), only 33.7% of them considered it enjoyable. CRP placement was associated with CRP experience in another placement (χ 2 =118.9; p<0.001), setting of CRP placement (χ 2 =9.6; p=0.05), perceived role model in CRP (χ 2 =6.7; p=0.04), and extent of knowledge in reducing work of breathing (χ 2 =12.2; p=0.02). Conclusion: CRP experience needs to be made more enjoyable to enable students acquire CRP skills. CRP placement is associated with CRP experience in another placement, setting of CRP placement, perceived role model in CRP and extent of knowledge in reducing work of breathing.

The role of non-teaching personnel cannot be ignored. Hence, this study sheds light on their critical contributions and the impact of effective Employment Management Systems on their work dynamics, ultimately informing strategies to optimize their performance, enhance job satisfaction, and drive organizational success in the Department of Education Schools Division of South Cotabato, participated by 105 respondents.

The findings revealed exceptional EMS implementation, highlighting strengths in transparency, fairness, accountability, and equity. The EMS had a profoundly positive impact on work dynamics, particularly in promoting work ethics and productivity. However, morale showed room for improvement. The study also found significant relationships between socio-demographic characteristics and work dynamics, with older employees exhibiting higher morale and female employees demonstrating stronger work ethics and productivity. Despite challenges such as inadequate training and perceptions of nepotism, the study recommends developing mentorship programs, training opportunities, and streamlined processes to enhance EMS effectiveness.

By refining the EMS to prioritize job satisfaction and engagement, the organization can create a more positive work environment, boost job satisfaction, and optimize EMS benefits, driving improved performance and outcomes. This study provides valuable insights for organizations seeking to enhance employment management practices, promote employee satisfaction, and drive success.

Keywords: Employment Management System, Department of Education, Workplace Dynamics, Non-Teaching Personnel

A cross-sectional study of cardiac resynchronization therapy use in Spain was performed to analyze problems with indications, implantation, and patient follow-up. Methods: Spanish cardiac resynchronization therapy implanter centers were identified, then the department members were surveyed and the data were recorded by each implantation team. Results: Eighty-eight implanter centers were identified; of these, 85 (96.6%) answered the survey. A total of 2147 device implantations were reported, comprising 85.6% of the overall number of 2518 implantations estimated by the European Confederation of Medical Suppliers Associations for the same period. The reported implantation rate was 46 per million inhabitants versus an estimated implantation rate of 51 per million (European average, 131). Cardiac resynchronization therapy devices accounted for 84% of implantations, and upgrades to previously implanted devices, 16%. The majority of cardiac resynchronization therapy devices were implanted in men (70.7%). The mean age was 68 (12) years, and the mean left ventricular ejection fraction was 26.4% (5%). Most patients (67%) were in New York Heart Association functional class III. The group of patients for whom cardiac resynchronization therapy was indicated according to the latest update of the guidelines was significant: 17.3% among New York Heart Association class II patients and more than 21.6% among patients with atrial fibrillation. In all, electrophysiologists accounted for 73.8% of implanters, followed by surgeons, accounting for 21.4%. Conclusions: The latest update of the guidelines is being progressively implemented in Spain, according to data obtained in patients in New York Heart Association class II or with atrial fibrillation. Nevertheless, the number of cardiac resynchronization therapy device implants is still well below the European average.

This article delves into the issues of equity, diversity, and inclusiveness (EDI) in the engineering disciplines in Canada and Spain and presents the challenges faced by underrepresented individuals and ways to promote an inclusive and diverse environment. Two strategic lines are identified: (a) facilitating university education access to underrepresented and minority groups and (b) guiding such students during university training to set them up for successful future careers. Accordingly, this article shows how the strategies mentioned above are implemented in some selected Canadian and Spanish universities, clearly distinguishing the approach taken in the two countries. In Canada, there is a more decentralized approach to addressing EDI issues, wherein the universities devise their agendas independently. In Spain, on the other hand, there is a stronger and more direct involvement of the government to ensure a comprehensive, system-wide approach to tackling EDI issues in academia. This article helps education policymakers to devise and implement pragmatic strategies for achieving EDI and the relevant UN-defined sustainable development goals.

The aim of this paper is to analyze the recruitment effects of susceptible and infected individuals in order to assess the productivity of an organizational labor force in the presence of HIV/AIDS with preventive and HAART treatment measures in enhancing the workforce output. We consider constant controls as well as time-dependent controls. In the constant control case, we calculate the basic reproduction number and investigate the existence and stability of equilibria. The model is found to exhibit backward and Hopf bifurcations, implying that for the disease to be eradicated, the basic reproductive number must be below a critical value of less than one. We also investigate, by calculating sensitivity indices, the sensitivity of the basic reproductive number to the model's parameters. In the time-dependent control case, we use Pontryagin's maximum principle to derive necessary conditions for the optimal control of the disease. Finally, numerical simulations are performed to illustrate the analytical results. The cost-effectiveness analysis results show that optimal efforts on recruitment (HIV screening of applicants, etc.) is not the most cost-effective strategy to enhance productivity in the organizational labor force. Hence, to enhance employees' productivity, effective education programs and strict adherence to preventive measures should be promoted.

Manpower is the greatest assets in any business field. Recruitment and selection process are important for new and established businesses. Successful organizations will be those that are able to attract and retain highly skilled employees in achieving the mission, vision and objectives of the organizations.. Objective: Therefore, this study mainly investigates the factors influencing decision on job application in the perspective of graduate’s business school. The objectives of the study are to determine the relationships between online recruitment and website characteristics toward graduate’s decision on job application. Results:This study used the quantitative method by distributing questionnaires to 150 business school graduates in one of the public university in Malaysia. The hypotheses have been tested by using a multiple regression analysis.The results of the study revealed that, both online recruitment and website characteristics factors supported and influenced the graduate’...

researches decision process complexity. A seminal project on ancestral lands created the impetus to research contentious engineering projects, and resulted in the creation of the Mauri Model Decision Making Framework. Mauri Model evaluations include wastewater projects, aid project effectiveness, water catchment management, hydro development, hydraulic-fracturing, and anthropogenic disaster response.

This study compared admission rates to a United States anesthesiology residency program for applicants completing face-to-face versus web-based interviews during the admissions process. We also explored factors driving applicants to select each interview type. The 211 applicants invited to interview for admission to our anesthesiology residency program during the 2014-2015 application cycle were participants in this pilot observational study. Of these, 141 applicants selected face-to-face interviews, 53 applicants selected web-based interviews, and 17 applicants declined to interview. Data regarding applicants&#39; reasons for selecting a particular interview type were gathered using an anonymous online survey after interview completion. Residency program admission rates and survey answers were compared between applicants completing face-to-face versus web-based interviews. One hundred twenty-seven (75.1%) applicants completed face-to-face and 42 (24.9%) completed web-based intervie...

Research and practice in the application of assessment centers (AC) for personnel selection are reviewed and critiqued. Several examples of the use of ACs for external screening, internal promotion, and certification are described. Several types of evidence of validity of ACs for selection are reviewed, including representativeness of the content of dimensions and exercises in relation to job requirements, relationships among ratings within an AC, relationships of AC ratings and criteria of work effectiveness, and consequences of assessments including candidates' reactions to assessments and sub-group differences in ratings. Several controversies in research findings and practices of ACs are noted. Further research to address these controversies and new research to study emerging issues are suggested. Conclusions about the validity, fairness, and legal defensibility of ACs for personnel selection are offered.

The current paper was carried out to evaluate the psychometric properties of Intrinsic Motivation Scale (IMS), originally developed by IBRAHIM AND AL-ALI in the year 2016 in Arabic. IMS was consisted of 35 items originally, which were reduced to 25 items after reviewed by experts. It was on the 5-point Likert scale. After translating, validating and incorporating the changings IMS was administrated on 450 students of B.Ed. Hons and M.A Education of public universities situated in Lahore, to confirm the structure of the IMS in locale scenario, Confirmatory Factor Analysis (CFA) was run. In the light of results of factor loading against each item four items EL2, EL3, EL4 and D5 were excluded. Twenty one items were remained in the overall scale. Both AVE and CR values of each factor are laying in the accepted range. Value of Cronbach alpha for focus on performance was 0.903, 0.897 for enjoy learning, 0.883 for determination, and value of overall scale is 0.934. However, there is also need to validate IMS in other educational fields with some other sample to fully test it in educational context.

As firms increasingly depend on artificial intelligence to evaluate people across various contexts (e.g., job interviews, performance reviews), research has explored the specific impact of algorithmic evaluations in the workplace. In particular, the extant body of work focuses on the possibility that employees may perceive biases from algorithmic evaluations. We show that although perceptions of biases are indeed a notable outcome of AI-driven assessments (vs. those performed by humans), a crucial risk inherent in algorithmic evaluations is that individuals perceive them as lacking respect and dignity. Specifically, we find that the effect of algorithmic (vs. human) evaluations on perceptions of disrespectful treatment (a) remains significant while controlling for perceived biases (but not vice versa), (b) is significant even when the effect on perceived biases is not, and (c) is larger in size than the effect on perceived biases. The effect of algorithmic evaluations on disrespectful treatment is explained by perceptions that individuals' detailed characteristics are not properly considered during the evaluation process conducted by AI.

What can be learned from the experience of analyzing jobs and testing employees in industry that can help advance the goal of assessing and improving college performance is summarized. It is apparent that grades, the traditional way of measuring college performance, do not explaill much about one's performance in employment. There are two areas where industry asse3sments are most "applicable to the national goal of improving and assessing the performance of college students. The first area concerns efforts to identify knowledge, skills, and abilities that are required for jobs (job analysis). The second area concerns employee assessments, especially in selection tests. Several job analysis methods and selection test types are described, including: (1) ability tests; (2) biodata; and (3) work samples. A first step in making college experiences more accessible and useful for employers would be to assemble information about student performance in more innovative ways. The next step would be to encourage education to be conducted in ways that develop job-related skills. A 54-item list of references is included. The appendixes provide graphs, a chart, and a discussion of job and job functions analyses. Reviews by E. M. Greenberg, M. A. Miller, and M. L. Tenopyr of this paper are provided. (SLD)

What can be learned from the experience of analyzing jobs and testing employees in industry that can help advance the goal of assessing and improving college performance is summarized. It is apparent that grades, the traditional way of measuring college performance, do not explaill much about one's performance in employment. There are two areas where industry asse3sments are most "applicable to the national goal of improving and assessing the performance of college students. The first area concerns efforts to identify knowledge, skills, and abilities that are required for jobs (job analysis). The second area concerns employee assessments, especially in selection tests. Several job analysis methods and selection test types are described, including: (1) ability tests; (2) biodata; and (3) work samples. A first step in making college experiences more accessible and useful for employers would be to assemble information about student performance in more innovative ways. The next step would be to encourage education to be conducted in ways that develop job-related skills. A 54-item list of references is included. The appendixes provide graphs, a chart, and a discussion of job and job functions analyses. Reviews by E. M. Greenberg, M. A. Miller, and M. L. Tenopyr of this paper are provided. (SLD)

What can be learned from the experience of analyzing jobs and testing employees in industry that can help advance the goal of assessing and improving college performance is summarized. It is apparent that grades, the traditional way of measuring college performance, do not explaill much about one&#39;s performance in employment. There are two areas where industry asse3sments are most &quot;applicable to the national goal of improving and assessing the performance of college students. The first area concerns efforts to identify knowledge, skills, and abilities that are required for jobs (job analysis). The second area concerns employee assessments, especially in selection tests. Several job analysis methods and selection test types are described, including: (1) ability tests; (2) biodata; and (3) work samples. A first step in making college experiences more accessible and useful for employers would be to assemble information about student performance in more innovative ways. The next...

This study uses national probability data from over 3,000 employers to examine why employers differ in their use of employee selection methods. Although the research on employee selection is voluminous, there have been only a handful of studies that look at the employers&#39; selection decisions. In contrast to those other studies, we focus on characteristics of work as predictors of firms&#39; decisions regarding selection practices. Beyond the relationship to the overall extent of selection methods used, we argue that specific work characteristics will affect the use of specific types of selection methods. We find, for example, that the greater the skill requirements of a position, the more likely that the establishment will use those types of selection methods that tap into the ability and skills of the applicants, namely, academic achievement and test performance. Discussion and suggestions for future research are offered.

The current meta-analysis of the selection validity of assessment centres aims to update an earlier meta-analysis of assessment centre validity. To this end, we retrieved 26 studies and 27 validity coefficients ( N=5850) relating the Overall Assessment Rating (OAR) to supervisory performance ratings. The current study obtained a corrected correlation of .28 between the OAR and supervisory job performance ratings (95% confidence interval .24≤ ρ≤.32). It is further suggested that this validity estimate is likely to be conservative given that assessment centre validities tend to be affected by indirect range restriction.

Interest in personality in work and organizational psychology has never been stronger. A substantial amount of work exploring the links between personality variables and work behavior and attitudes is now available. Much of this work has been conducted within a selection and assessment context, although relevant work has also been done in other areas of research. The selection and assessment paradigm, within work and organizational psychology, emphasizes measurement and prediction, often at the expense of explanation. This paper attempts to redress this balance by providing a review of the evidence concerning personality variables and work-related dependent variables together with an explicit attempt to integrate the work conducted within selection and assessment into a broader empirical and explanatory framework. A framework linking personality to work performance is presented and used to interpret and evaluate the results of the research. A variety of specific current issues are considered, including: the value and benefits of structural frameworks for personality variables (e.g., the big five, big three, and big nine); the importance of considering interactions between personality factors; the extent to which personality variables can be expected to predict work performance directly, and the importance of situational influences. (Author)

A catalogue record for this book is available from the British Library ISBN 0-471-49264-7 cased Typeset in 10/12pt Palatino from the author's disks by TechBooks, Delhi Printed and bound in Great Britain by Antony Rowe Ltd, Chippenham, Wiltshire This book is printed on acid-free paper responsibly manufactured from sustainable forestry, in which at least two trees are planted for each one used for paper production.

The current meta-analysis of the selection validity of assessment centres aims to update an earlier meta-analysis of assessment centre validity. To this end, we retrieved 26 studies and 27 validity coefficients (N ¼ 5850) relating the Overall Assessment Rating (OAR) to supervisory performance ratings. The current study obtained a corrected correlation of .28 between the OAR and supervisory job performance ratings (95% confidence interval .24 q .32). It is further suggested that this validity estimate is likely to be conservative given that assessment centre validities tend to be affected by indirect range restriction. This paper is based in part on the Doctoral thesis submitted by the first author to the University of Manchester Institute of Science and Technology in fulfillment of the requirements for the degree of PhD in Management Science.

The current meta-analysis of the selection validity of assessment centres aims to update an earlier meta-analysis of assessment centre validity. To this end, we retrieved 26 studies and 27 validity coefficients ( N=5850) relating the Overall Assessment Rating (OAR) to supervisory performance ratings. The current study obtained a corrected correlation of .28 between the OAR and supervisory job performance ratings (95% confidence interval .24≤ ρ≤.32). It is further suggested that this validity estimate is likely to be conservative given that assessment centre validities tend to be affected by indirect range restriction.

A catalogue record for this book is available from the British Library ISBN 0-471-49264-7 cased Typeset in 10/12pt Palatino from the author's disks by TechBooks, Delhi Printed and bound in Great Britain by Antony Rowe Ltd, Chippenham, Wiltshire This book is printed on acid-free paper responsibly manufactured from sustainable forestry, in which at least two trees are planted for each one used for paper production.

The current meta-analysis of the selection validity of assessment centres aims to update an earlier metaanalysis of assessment centre validity. To this end, we retrieved 26 studies and 27 validity coefficients (N = 5850) relating the Overall Assessment Rating (OAR) to supervisory performance ratings. The current study obtained a corrected correlation of 0.28 between the OAR and supervisory job performance ratings (95% confidence interval 0.24 ≤ ρ ≤ 0.32). It is further suggested that this validity estimate is likely to be conservative given that assessment centre validities tend to be affected by indirect range restriction.

Purpose. The main aim of the present study is to update previous research data on the Assessment Center (AC) Validity, obtained in Gaugler study in 1987. This meta-analytic study focused on Assessment Center Validity examination. Study design. This meta-analysis examined works carried out from 1985 to 2005, 26 studies and 27 validity coefficients (N = 5850), linking the Overall Assessment Rating (OAR) to the supervisory performance ratings (PR) were analyzed. The same methodology as Gaugler employed to analyze data. AC has seen in terms of the ability to select the best candidates for a position, Overall Assessment Rating has used as a criterion measure Assessment Center Effectiveness. The validity of the individual competencies measurement has not considered. Findings. The average value of the correlation between the OAR and PR is 0.28 (95% confidence interval 0.24 ≤ ρ ≤ 0.32). Number of assessed competencies, number of original selection methods and type of procedure were taken in...

Purpose. This study aims to determine the extent to which physical and motor performance can predict functional movement capacity, an important indicator of mobility and injury risk in young volleyball players. Methods. A total of 41 young female volleyball players (age = 12.90 ± 1.07; height = 157.00 ± 0.06 cm; body weight = 50.54 ± 14.06 kg) who regularly participated in volleyball training and competitions voluntarily took part in the study. Physical performance components were assessed using balance, agility, and vertical jump tests, while motor performance was evaluated through the Körperkoordinationstest für Kinder (KTK3+) motor competence test. A multiple linear regression analysis was conducted to determine the relationship between these variables and Functional Movement Screen (FMS) scores. Results. The analysis revealed that agility, countermovement jump (CMJ), and KTKMS were significant predictors of FMS (R = 0.780, p < 0.05), collectively explaining 60% of the variance in FMS. Specifically, agility (=-0.369, p < 0.05), CMJ (= 2.825, p < 0.05), and KTKMS (= 2.242, p < 0.05) had significant and positive relationships with FMS. In contrast, static balance, dynamic balance, KTKBB, KTKJS, and KTKEHC were not significant predictors of FMS (p > 0.05). Conclusions. The combined effect of agility, vertical jump, and KTKMS movement patterns, which are closely related to volleyball-specific movements, plays a crucial role in predicting functional movement capacity and injury risk in young volleyball players. These findings are expected to contribute to the development of educational programs for athletic performance specialists and coaches.

The efficient and effective management of nursing personnel is of critical importance in a hospital's environment comprising a vast share of the hospital's operational costs. The nurse organizational structure and the organizational processes highly affect the nurses' working conditions and the provided quality of care. In this paper, we investigate the impact of different nurse organization structures and a different organizational process, which simultaneously integrates the nurse staffing and shift scheduling decision, on the quality of care on a real-life situation in a Belgian university hospital.

The efficient and effective management of nursing personnel is of critical importance in a hospital's environment comprising a vast share of the hospital's operational costs. The nurse organizational structure and the organizational processes highly affect the nurses' working conditions and the provided quality of care. In this paper, we investigate the impact of different nurse organization structures and a different organizational process, which simultaneously integrates the nurse staffing and shift scheduling decision, on the quality of care on a real-life situation in a Belgian university hospital.

The future of general surgery depends on the quality of the resident trainees, and successful resident selection is a factor that is important in the process of high-quality surgical education. A 36-question survey regarding resident selection and the interview process was sent to surgical program directors, department chairs, and associate program directors across the United States and Canada. In all, 262 valid replies were received (65%), of which 83% were program directors. University hospital programs accounted for 49% of the completed surveys. The mean yearly applicant number per residency program was 571. Most programs indicated that they strictly adhere to their selection criteria (82%). The screening selection is made by the program director in 62%. Only 31% of programs show their selection criteria on their web page. United States Medical Licensing Examination (USMLE) Step 1 is the single most important factor in screening criteria (37%), followed by USLME Step 2 (24%). A total of 96% of all programs have female residents, 66% have non-Liaison Committee on Medical Education graduates, and 38% have Doctor of Osteopathy (DO) residents. Final selection is made by the program director in 49%. Although research experience is considered in selection criteria (80%), only 46% of programs offer research opportunities to their residents and only 13% require 1-year of research. On a Likert 5-point scale, the interview is by far the most important factor (4.69), followed by Step 1 score (4.21), and letters of recommendation (4.02). Even though all general surgery programs have a wide range of screening/selection criteria, USLME Step 1 is the single most important factor for preliminary screening, and the interview is the most important factor in determining the final selection. The final selection is relatively subjective and based on a combination of interview, USLME scores, research experience, and personal judgment. (J Surg 68:67-72.

A study was performed to determine whether improvements in the treatment of haemophilia over the past 20 years have influenced the prospects of these patients in the labour market. Surveys on the medical and social situation of haemophiliacs in The Netherlands were carried out in 1972, 1978 and 1985. Most of the patients participated in these surveys. Trends in employment do not show either an increase in the number of employed haemophiliacs or a decrease in the number administratively defined as disabled. However, considering the influence of the economic recession on the position of the chronically sick on the labour market and the rise in the number administratively defined as disabled in the Dutch population, haemophiliacs perform well. Sick leave has decreased considerably. Although the employment rate for the group of haemophiliacs is lower than that for the general male population, the level of employment in relation to educational achievements is high and most of the employed do not feel limited in their daily job activities by the haemophilia. Physical mobility is a main factor influencing the employment status but other factors, such as the type of occupation or former occupation and prejudice against people with haemophilia, have to be considered. * Difficulty shows the percentage having no problems with the activity. ** Scalability of all activities h = 0.76 Reliability coefficient rho = 0.93.

The rapid rise of generative artificial intelligence (GenAI) poses new challenges for the validity and fairness of pre-hire employment assessments. Across two applied studies using large applicant samples completing a standardized pre-hire assessment (which includes both cognitive and non-cognitive components), we examined the self-reported incidence of GenAI assistance, and the impact of warning statements designed to deter such behavior. In Study 1 (N = 5675), conducted in Q3 2024, fewer than 3% of applicants reported using GenAI, though up to 19% reported using GenAI in combination with algorithmic resources (e.g., search engines). All three warning statements (consequences, educational, and reasoning) reduced reported use relative to the control condition, with limited evidence favoring the consequences-based warning. Study 2 (N = 3356), conducted in Q3 2025, focused exclusively on the consequences-based warning. Self-reported GenAI use increased from 2024 to 2025. Warnings significantly reduced the incidence of GenAI use but did not alter motivations, contexts, perceived effectiveness, or applicant reactions. Finally, analyses of potential job fit scores indicated that GenAI use per se was not systematically related to potential job fit, though stress-related motivations for GenAI use showed a small negative association with lower potential job fit. These findings highlight both the likely growing prevalence of GenAI in selection contexts and the utility of warnings as a potential deterrence strategy.

This study examined the measurement equivalence of a personality inventory across Internet and kiosk modes of administration. A large nationwide sample of data was collected from a range of industries. The analyses indicated no evidence of differential item functioning across modes of administration. A higher percentage of men, Whites, and Asians chose the Internet mode. Those in the Internet sample were more likely to disclose their race/ethnicity than those in the kiosk sample. Scale reliabilities and intercorrelations appeared to be unaffected by mode of administration. Two of the three Big Five scales (conscientiousness and agreeableness) evidenced small mean differences across mode of administration. A ¼ standard deviation difference between the Internet and kiosk samples emerged for the emotional stability scale. Finally, we found no evidence of main or interactive (with mode) effects for race or gender on the personality scores. Implications for faking on personality tests and comparisons to previous findings in the area of measurement equivalence are discussed.

Using generalizability theory, a partial reanalysis and reinterpretation of the Schmit et al. (1995) data was conducted with undergraduate students who were asked to respond to both noncontextualized and work-specific versions of the NEO Five-Factor Inventory (Costa & McCrae, 1989) either honestly (N = 100) or as if they were applying for a job (N = 100). Results indicated that

A common practice among practitioners and researchers doing cross‐cultural work is to transport personality inventories developed in one country to another country of interest. This transport process is done with varying degrees of rigor and success. This paper describes the development of the Global Personality Inventory (GPI). The development process involved cross‐cultural input from psychologists around the world following best practices that have been identified to date for each step of the development of a cross‐cultural measure of personality. Construct validity studies including data from 11 countries and 10 languages are reported. Initial criterion‐related validity evidence for inferences made from the GPI about job performance is presented. Examples of challenges and best practices are illustrated in the areas of construct development, item writing, item selection, translation, and data analysis.

Most research on faking personality inventories has assumed that individuals are either faking or responding honestly; distinctions within these two groups are generally not made. A recently developed statistical technique, mixed-model item response theory, was used to identify subgroups within samples of individuals taking two different personality inventories under various conditions. For one personality test, the authors obtained a sample of applicants and incumbents. For the second test, a sample of honest respondents and two samples of respondents instructed to fake (coached and ad lib) were obtained. Across the applicant and incumbent data sets, the authors generally found that three classes were needed to model all response patterns. In the experimental faking study, an honest class and an extreme faking class were needed to model the data. Overall, these results demonstrate that previous assumptions about the nature of faking on personality inventories have been too restrict...

This study examined the measurement equivalence of a personality inventory across Internet and kiosk modes of administration. A large nationwide sample of data was collected from a range of industries. The analyses indicated no evidence of differential item functioning across modes of administration. A higher percentage of men, Whites, and Asians chose the Internet mode. Those in the Internet sample were more likely to disclose their race/ethnicity than those in the kiosk sample. Scale reliabilities and intercorrelations appeared to be unaffected by mode of administration. Two of the three Big Five scales (conscientiousness and agreeableness) evidenced small mean differences across mode of administration. A ¼ standard deviation difference between the Internet and kiosk samples emerged for the emotional stability scale. Finally, we found no evidence of main or interactive (with mode) effects for race or gender on the personality scores. Implications for faking on personality tests and comparisons to previous findings in the area of measurement equivalence are discussed.

Assessment center research routinely finds that correlations among dimensions within exercises are stronger than correlations within dimensions across exercises (i.e., the exercise effect). A study was designed to examine whether the commonly observed exercise effect associated with assessment center ratings could be explained in terms of the rating process. One hundred undergraduate students participated in a simulated assessment center that included 2 exercises and 4 dimensions. Fourteen trained undergraduates participated as assessors. Assessment center dimensions were rated using either a within-exercise rating process in which an assessor rated all dimensions within 1 exercise or a within-dimension rating process in which an assessor rated 1 dimension across all exercises. It was hypothesized that a within-exercise rating process would result in exercise factors and a within-dimension rating process would result in dimension factors. Confirmatory factor analyses of the 2 rating processes strongly supported the hypotheses. Implications for the design of assessment centers and future research are discussed. Assessment centers consist of a collection of behavioral exercises designed to tap constructs that have been identified via job analyses to be important to job success. For several decades, assessment centers have become popular as a means of identifying and developing both managerial and nonmanagerial personnel. The technique has a high degree of utility in predicting various aspects of success with an HUMAN PERFORMANCE, 13(4),[355][356][357][358][359][360][361][362][363][364][365][366][367][368][369][370]

Assessment center research routinely finds that correlations among dimensions within exercises are stronger than correlations within dimensions across exercises (i.e., the exercise effect). A study was designed to examine whether the commonly observed exercise effect associated with assessment center ratings could be explained in terms of the rating process. One hundred undergraduate students participated in a simulated assessment center that included 2 exercises and 4 dimensions. Fourteen trained undergraduates participated as assessors. Assessment center dimensions were rated using either a within-exercise rating process in which an assessor rated all dimensions within 1 exercise or a within-dimension rating process in which an assessor rated 1 dimension across all exercises. It was hypothesized that a within-exercise rating process would result in exercise factors and a within-dimension rating process would result in dimension factors. Confirmatory factor analyses of the 2 rating processes strongly supported the hypotheses. Implications for the design of assessment centers and future research are discussed. Assessment centers consist of a collection of behavioral exercises designed to tap constructs that have been identified via job analyses to be important to job success. For several decades, assessment centers have become popular as a means of identifying and developing both managerial and nonmanagerial personnel. The technique has a high degree of utility in predicting various aspects of success with an HUMAN PERFORMANCE, 13(4),[355][356][357][358][359][360][361][362][363][364][365][366][367][368][369][370]