Self‐assessment in Personnel Selection: An Investigation Using Seasonal Workers

George, David I.; Smith, Michael

doi:10.1111/j.1464-0597.1988.tb01147.x

Cited by 5 publications

(7 citation statements)

References 39 publications

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“…In this latter instance candidates may have been intent on presenting favourable evidence and based their judgements on predominantly positive behaviours rather than a more balanced sample, resulting in lower congruence with referees. Social comparison instructions had no impact on the validity of self-ratings, consistent with findings reported by George and Smith (1988) for SAs collected at assessment centres. This suggests instructions containing reference to others may elicit a different response in selection than in other settings where improvements are often found (Heneman, 1986;Mabe & West, 1982).…”

Section: Discussionsupporting

confidence: 86%

“…Festinger (1954) proposed that individuals compare themselves to others in the absence of relevant objective criteria. Some studies have reported that the quality of SAs is improved when instructions are framed in relative terms (Farh & Dobbins, 1989;Mabe & West, 1982), whereas others have found no difference in a selection setting (George & Smith, 1988). No specific predictions are made in view of previously conflicting findings.…”

Section: Lee Jones and Clive Fletchermentioning

confidence: 96%

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Short report: The impact of measurement conditions on the validity of self-assessment in a selection setting

Jones¹,

Fletcher²

2004

European Journal of Work and Organizational Psychology

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Section: Discussionsupporting

confidence: 86%

Section: Lee Jones and Clive Fletchermentioning

confidence: 96%

Short report: The impact of measurement conditions on the validity of self-assessment in a selection setting

Jones¹,

Fletcher²

2004

European Journal of Work and Organizational Psychology

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“…Leniency is generally found when self-ratings are made for the purpose of selection (Anderson et al, 1984;Fox & Dinur, 1988;George & Smith, 1988). It seems likely that individuals may be highly motivated to present themselves favourably if they perceive that their ratings may be linked to valued outcomes as in this context.…”

mentioning

confidence: 99%

Self‐assessment in a selection situation: An evaluation of different measurement approaches

Jones

Fletcher

2002

J Occupat & Organ Psyc

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The effect of measurement conditions on the psychometric properties of selfassessment was investigated in a selection context. Two experimental studies are reported which investigated the effect of format and instructions on leniency and halo. In Study 1 it was hypothesized that questionnaires based on overall descriptions of competencies and asking for examples of past behaviour would display less leniency and halo than when raters did not provide such evidence, or when the competency was broken down into its behavioural elements. The effect of social comparison instructions (SCI) was also explored. Participants were 738 candidates who applied to join a public sector organization. Contrary to predictions, it was found that questionnaires based on 'behavioural elements' displayed less leniency. Furthermore, an interaction between format and instructions was found; questionnaires based on behavioural elements/no SCI showed less leniency than 'competencies/no SCI' and 'competencies/evidence/SCI'. No signi cant ndings were obtained for halo. Study 2 used a subset of 224 candidates from Study 1 who attended the next stage of the selection process. It was hypothesized that unbalanced, positively toned scales would show less leniency and halo than conventional scales, as would instructions requesting a realistic self-assessment of the individuals' strengths and weaknesses. The rst hypothesis was supported. A trend towards lower leniency was observed for 'honesty' instructions, which failed to reach signi cance. Gender differences were observed such that males were signicantly less lenient when dimensional questionnaires were employed (Study 1), and unbalanced questionnaires and instructions pertaining to realism (Study 2). Females' self-assessment displayed less leniency and halo when unbalanced questionnaires were employed. Findings are discussed in terms of implications for practice.Self-assessment (SA) is a complex process that has been studied in a somewhat sporadic manner over the past few decades. In recent years, a rapid increase in the popularity of multi-source multi-rater (MSMR) assessment systems has led to renewed interest in the characteristics of self-ratings. MSMR systems, otherwise known as 360 degree feedback, typically involve a target manager providing a self-rating on various competencies, which is then compared with the ratings of relevant others such as supervisors, peers, subordinates and occasionally clients. In the UK, MSMR systems are used primarily for developmental purposes, and increasingly also for administrative ones (i.e. appraisal, performance-related pay, etc.).

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“…The other items consisted of comparative judgements of past behaviour and anticipated future behaviour with respect to a range of reference groups. The use of comparative items has been found to yield similar results to absolute items (George and Smith 1988).…”

Section: Instrumentsmentioning

confidence: 99%

Construct‐oriented Biodata Development for Selection to a Differentiated Performance Domain

Karas¹,

West²

1999

Int J Selection Assessment

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This study describes the development of a multidimensional biodata form which used explicit constructs to guide item generation and rational scale development, construct validation, criterion measurement and empirical keying. These constructs were goal-orientation, teamwork, customer service, resourcefulness, learning ability and leadership. Exploratory and confirmatory factor analyses in both applicant and incumbent samples were used to identify and test the model which included the thirteen, more differentiated rational scales relating to these six, broader constructs. Empirical keying of the rationally developed scales was conducted against criterion construct scales conceptually related to each predictor construct. Empirical keying at the item level was found to result in higher validities and crossvalidities than either empirical keying at the scale level, or rational keying. The item keyed instrument also demonstrated incremental validity over a test of cognitive ability for specific work performance domains as well as overall work performance.T he term biodata represents a selection methodology of scoring biographical or past behaviour information in a manner that maximizes prediction of an external criterion. Within industrial-organizational psychology, biodata has been shown to predict a range of criteria including work performance (Hunter and Hunter 1984), training outcomes (Drakely, Herriot and Jones 1988) and turnover (Reilly and Chao 1982). An increasingly common practice amongst biodata researchers (Hough and Paullin 1994;Mael 1991;Stokes, Hogan, and Snell 1993) has been the specification of constructs and distal psychological processes measured by biodata forms. In order to further increase psychological substantiveness, biodata item generation can be guided by general theoretical frameworks such as the social ecology model (Mael 1991), or by specific hypotheses regarding the relationship between a given biodata item and the criterion (Mumford and Owens 1987). Such trends are likely not only to improve the interpretability of a given biodata form, but also enhance theory development on the relationship between past, nonwork behaviour and work-related criteria.Issues related to psychological substantiveness of biodata have also emerged in the debate regarding the relative merits of the two major methods of scoring biodata items; rational and empirical keying. In rational keying, item scoring is based on a priori, theoretical judgements that guide item development. Typically, stronger endorsements of items are taken to reflect higher levels of a given construct, and are therefore assigned higher scores on that construct. Rational item generation and scoring tend to occur in conjunction even though they are distinguishable stages in the development of biodata forms. The rational item generation and scoring approach has been associated with scientific advancement in that it progresses understanding of factors and processes linking predictors and work performance (Hough and Paullin 1994).Empirical keyin...

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Self‐assessment in Personnel Selection: An Investigation Using Seasonal Workers

Cited by 5 publications

References 39 publications

Short report: The impact of measurement conditions on the validity of self-assessment in a selection setting

Short report: The impact of measurement conditions on the validity of self-assessment in a selection setting

Self‐assessment in a selection situation: An evaluation of different measurement approaches

Construct‐oriented Biodata Development for Selection to a Differentiated Performance Domain

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