Ethnic Differences in Perceptions of Cognitive Ability Tests: The explanatory role of self‐serving attributions

Oostrom, Janneke K.; Soete, Britt De

doi:10.1111/ijsa.12125

Cited by 7 publications

(4 citation statements)

References 50 publications

(82 reference statements)

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“…Ethnicity has been found to play a modest but consistent role in test motivation and perceptions toward tests with an MC format: Minorities display lower test motivation and less favorable test perceptions, which then translates into lower test performance (Chan, Schmitt, DeShon, Clause, & Delbridge, 1997;Ryan, 2001;Schmit & Ryan, 1992). Although these results were obtained in the United State, recent research on immigrant samples in Europe has confirmed these findings of minorities displaying lower test motivation and less favorable test perceptions than the majority group (Oostrom & De Soete, 2016). Importantly, these results relate primarily to tests with an MC format.…”

Section: Hypothesesmentioning

confidence: 92%

Constructed response formats and their effects on minority–majority differences and validity.

Lievens

Sackett

Dahlke

et al. 2019

Journal of Applied Psychology

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The inflow of immigrants challenges organizations to consider alternative selection procedures that reduce potential minority (immigrants)-majority (natives) differences, while maintaining valid predictions of performance. To deal with this challenge, this paper proposes response format as a practically and theoretically relevant factor for situational judgment tests (SJTs). We examine a range of response format categories (from traditional multiple-choice formats to more innovative constructed response formats) and conceptually link these response formats to mechanisms underlying minority-majority differences. Two field experiments are conducted with SJTs. Study 1 (274 job seekers) contrasts minority-majority differences in scores on a multiple-choice versus a written constructed response format. Written constructed responses produce much smaller minority-majority differences (d ϭ .28 vs. d ϭ .92). In Study 2 (269 incumbents), scores on a written constructed versus an audiovisual constructed format are compared. The audiovisual format further reduces minority-majority differences (d ϭ .09 vs. d ϭ .41), with validities remaining the same. Results are suggestive of cognitive load as a contributor to the reduction in minority-majority differences, as are rater effects: Scores of raters evaluating transcribed audiovisual responses, which anonymized test takers, produce larger differences. In sum, altering response modality via more realistic response formats (i.e., the audiovisual constructed format) leads to significant reductions in minority-majority differences without impairing criterion-related validity. Implications for selection theory and practice are discussed.

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Section: Hypothesesmentioning

confidence: 92%

Constructed response formats and their effects on minority–majority differences and validity.

Lievens

Sackett

Dahlke

et al. 2019

Journal of Applied Psychology

Self Cite

View full text Add to dashboard Cite

show abstract

“…In the backward search, we screened the primary articles of the meta-analyses and reviews by Lievens et al (2008), Patterson et al (2016), and Campion et al. (2014) as well as an introductory chapter about SJTs by Oostrom et al (2015) for eligible studies. The computer-based keyword search was carried out in the databases PsycArticles , PsycInfo , PSYNDEX , and MEDLINE as well as in the search engine Google Scholar .…”

Section: Methodsmentioning

confidence: 99%

Retest Reliability of Situational Judgment Tests

Harenbrock

Forthmann

Benedek

2023

Journal of Personnel Psychology

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Abstract. A situational judgment test (SJT) is a psychological instrument typically used to assess the suitability of applicants in personnel selection or development. Interest in SJTs has increased over the past decades as research has shown considerable validity of SJTs and various other benefits. Researchers often provide information about internal consistency reliability of SJTs, but this estimate is known to be unsuitable for SJTs because they are heterogeneous tests; a better estimate for the reliability of SJTs may be retest reliability. Thus, this study represents the first meta-analysis investigating the retest reliability of SJTs. The results reveal a pooled retest reliability estimate of r = .698 based on k = 37 coefficients. Additionally, variables associated with test characteristics and variables containing information about the study and the participants were examined as potential moderators.

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“…The third tension we noticed is meeting desires for transparency while also meeting desires for effectiveness (i.e., producing high‐quality results). Jacksch and Klehe's paper on transparency and Oostrom and De Soete's () paper on self‐serving attributions for ethnic applicants both illustrate that information is not always a good thing for everyone (i.e., it may create threat, it may lead to more defensive attributions). A key concern then is how to be transparent and honest without negatively affecting outcomes for underrepresented groups.…”

Section: From Street Credibility To Scientific Validitymentioning

confidence: 99%

Highlighting Tensions in Recruitment and Selection Research and Practice

Ryan

Derous

2016

Int J Selection Assessment

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We acknowledge Brecht Vandeputte for his aid with the trend analysis. TENSIONS IN RECRUITMENT AND SELECTION 2 AbstractIn this article we highlight five tensions that exist in recruitment and selection (R&S) research and practice today and that are centered around the "efficiency press" and so-called "researchpractice" gap. Identified tensions are desires for (1) innovation and efficiency, (2) customization and consistency, (3) transparency and effectiveness, (4) wide-reach and coherence, and (5) diversity and standardization. Each tension is illustrated with findings from the five studies of this Special Issue that were presented at the third meeting of the European Network of Selection Researchers (August 2014), and supplemented with empirical data on the research-practice gap in recruitment and selection (period 2009-2013). We consider how we might move forward in addressing the "efficiency press" in research as well as managing these tensions in practice TENSIONS IN RECRUITMENT AND SELECTION 3

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Ethnic Differences in Perceptions of Cognitive Ability Tests: The explanatory role of self‐serving attributions

Cited by 7 publications

References 50 publications

Constructed response formats and their effects on minority–majority differences and validity.

Constructed response formats and their effects on minority–majority differences and validity.

Retest Reliability of Situational Judgment Tests

Highlighting Tensions in Recruitment and Selection Research and Practice

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