Employment Interview Perceptions Scale

Alonso, Pamela; Moscoso, Silvia

doi:10.5093/jwop2018a22

Cited by 3 publications

(4 citation statements)

References 46 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…Fairness perception was measured with the 4-item scale by Kluger and Rothstein [ 43 ]. Observed reliability was α = .79 (traditional assessment)/.72 (gamified evaluation); a sample item is “I think this test/game is fair.”) Comfort and Predictive Validity perceptions were measured with the adaption of the Employment Interview Perceptions Scale (EIPS) [ 37 ] created by Ramos-Villagrasa and colleagues [ 9 ]. The scales can be seen in the Appendix.…”

Section: Methodsmentioning

confidence: 99%

“…Regarding applicant reactions, previous literature on GRAs is consistent about the fact that this kind of assessment is associated with positive applicant reactions [ 11 – 13 , 19 – 21 ], and that these reactions are stronger than reactions to traditional assessments [ 11 – 13 ]. In our study, we focused on four reactions: comfort and predictive validity because they are considered relevant dimensions to examine the usefulness of a selection method [ 37 ]; fairness because it is capital to inclusive personnel selection [ 38 ]; and organizational attractiveness because prior research suggests that it shows the highest increase compared with the traditional approach [ 8 ]. Thus, we hypothesize:…”

Section: Introductionmentioning

confidence: 99%

See 1 more Smart Citation

Are serious games an alternative to traditional personality questionnaires? Initial analysis of a gamified assessment

Ramos-Villagrasa,

Fernández-del-Río,

Hermoso

et al. 2024

PLoS ONE

View full text Add to dashboard Cite

Personality questionnaires stand as crucial instruments in personnel selection but their limitations turn the interest towards alternatives like game-related assessments (GRAs). GRAs developed for goals other than fun are called serious games. Within them, gamified assessments are serious games that share similarities with traditional assessments (questionnaires, situational judgment tests, etc.) but they incorporate game elements like story, music, and game dynamics. This paper aims to contribute to the research on serious games as an alternative to traditional personality questionnaires by analyzing the characteristics of a gamified assessment called VASSIP. This gamified assessment, based on an existing measure of the Big Five personality traits, incorporates game elements such as storyfication, immersion, and non-evaluable gamified dynamics. The study performed included 98 university students (77.6% with job experience) as participants. They completed the original personality measure (BFI-2-S), the gamified evaluation of personality (VASSIP), a self-report measure of the main dimensions of job performance (task performance, contextual performance, and counterproductive work behaviors), and measures of applicant reactions to BFI-2-S and VASSIP. Results showed that the gamified assessment behaved similarly to the original personality measure in terms of reliability and participants’ scores, although the scores in Conscientiousness were substantially higher in VASSIP. Focusing on self-reports of the three dimensions of job performance, regression models showed that the gamified assessment could explain all of them. Regarding applicant reactions, the gamified assessment obtained higher scores in perceptions of comfort, predictive validity, and attractiveness, although the effect size was small except for the latter. Finally, all applicant reactions except for attractiveness were related to age and personality traits. In conclusion, gamified assessments have the potential to be an alternative to traditional personality questionnaires but VASSIP needs more research before its application in actual selection processes.

show abstract

Section: Methodsmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Are serious games an alternative to traditional personality questionnaires? Initial analysis of a gamified assessment

Ramos-Villagrasa,

Fernández-del-Río,

Hermoso

et al. 2024

PLoS ONE

View full text Add to dashboard Cite

show abstract

“…Two types of applicants' reactions were analyzed, all rated from 1 (strongly disagree) to 5 (strongly agree): perception of Comfort, and perception of Suitability. Both were measured with the Employment Interview Perceptions Scale (EIPS; Alonso & Moscoso, 2018), adapted for its use with tests and GRAs as an assessment method. The Perception of Comfort subscale includes 5 items (observed α = .60 for traditional assessment and .54 for game-based assessment).…”

Section: Applicants' Reactionsmentioning

confidence: 99%

“…Adaptation of the applicants' reactions scale by Alonso & Moscoso (2018) Perception of Comfort Estoy satisfecho con mis resultados en la prueba/el juego. He estado motivado/a durante la prueba/el juego para conseguir el mejor resultado posible.…”

Section: Limitations and Further Researchunclassified

Predictive Validity, Applicant Reactions, and Influence of Personal Characteristics of a Gamefully Designed Assessment

Ramos-Villagrasa,

Fernández-del-Río

2023

Journal of Work and Organizational Psychology

View full text Add to dashboard Cite

The rise of digital personnel selection procedures has led to a growing interest in new assessment methods (Andrés et al., 2023), such as digital interviews and testing (Woods et al., 2020). Among these approaches, game-related assessments (GRAs) have recently attracted significant attention (Landers & Sanchez, 2022). Their popularity is mainly based on the idea that they reduce the risk of faking and improve applicants' reactions while maintaining predictive validity (Melchers & Basch, 2022;Wu et al., 2022). However, research on GRAs invites skepticism and seeking more evidence (Ramos-Villagrasa et al., 2022). This study extends prior literature by focusing on a type of, until now, scarcely researched type of GRA (i.e., game-based assessments), considering four job performance dimensions (i.e., task performance, contextual performance, counterproductive work behaviors, and adaptive performance). It also analyzes applicants' reactions to different issues (i.e., perception of comfort and suitability) and investigates the influence of individual differences in scores and reactions to game-based assessments. GRAs: Types and CharacteristicsGRAs refer to the application of gamification science to assessment contexts. Gamification science allows the use of game elements in non-gaming contexts such as personnel selection or training (Landers

show abstract

Detecting Narcissistic Grandiosity in a Job Interview: The Validation of the Narcissism Interview Scale for Employment

Eschleman,

Wright,

Pidakala

et al. 2024

Journal of Personality Assessment

View full text Add to dashboard Cite

Employment Interview Perceptions Scale

Cited by 3 publications

References 46 publications

Are serious games an alternative to traditional personality questionnaires? Initial analysis of a gamified assessment

Are serious games an alternative to traditional personality questionnaires? Initial analysis of a gamified assessment

Predictive Validity, Applicant Reactions, and Influence of Personal Characteristics of a Gamefully Designed Assessment

Detecting Narcissistic Grandiosity in a Job Interview: The Validation of the Narcissism Interview Scale for Employment

Contact Info

Product

Resources

About