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A recent attempt to generate an updated ranking for the operational validity of 25 selection procedures, using a process labeled “conservative estimation” (Sackett et al., 2022), is flawed and misleading. When conservative estimation's treatment of range restriction (RR) is used, it is unclear if reported validity differences among predictors reflect (i) true differences, (ii) differential degrees of RR (different u values), (iii) differential correction for RR (no RR correction vs. RR correction), or (iv) some combination of these factors. We demonstrate that this creates bias and introduces confounds when ranking (or comparing) selection procedures. Second, the list of selection procedures being directly compared includes both predictor methods and predictor constructs, in spite of the substantial effect construct saturation has on validity estimates (e.g., Arthur & Villado, 2008). This causes additional confounds that cloud comparative interpretations. Based on these, and other, concerns we outline an alternative, “considered estimation” strategy when comparing predictors of job performance. Basic tenets include using RR corrections in the same manner for all predictors, parsing validities of selection methods by constructs, applying the logic beyond validities (e.g., ds), thoughtful reconsideration of prior meta‐analyses, considering sensitivity analyses, and accounting for nonindependence across studies. [ABSTRACT FROM AUTHOR]

In two experimental studies in a virtual context, we explored the development of an individual's state suspicion across time. Based on a multi-stage theory of state suspicion, we investigated several types of contextual cues that might influence suspicion (discrepancies from expectation; system characteristics of teammates; goal type). We also considered an individual difference moderator/filter on the effect of suspicion-inducing cues (i.e. participant impulsivity). We hypothesised and found support for (i) the positive effect of discrepancies on levels of suspicion, (ii) the moderating influence of goal type (social or performance) on suspicion, (iii) the moderating influence of impulsivity on levels of suspicion, and (iv) the existence of a contrast effect across time (when discrepancy cues related to suspicion were introduced and then removed). Based on the findings across two studies, future research needs (both theoretical and applied) are outlined. [ABSTRACT FROM AUTHOR]

Given new technologies and algorithmic capabilities, human-agent teaming (HAT) is expected to dominate environments where complex problems are solved by heterogenous teams. In such teams, trust calibration is key; i.e. humans and agents working symbiotically, with humans trusting and relying on agents as appropriate. In this paper, we focus on understanding trust-calibration in HATs. We propose a theoretical framework of calibrated trust in HATs. Next, we provide a configurable testbed designed to investigate calibrated trust in HATs. To demonstrate the flexible testbed and our framework, we conduct a study investigating hypotheses about agent transparency and reliability. Results align with research to date, supporting the notion that transparency results in calibrated trust. Further, high transparency yielded more positive affect and lower workload than low transparency. We also found that increased agent reliability resulted in higher trust in the agent, as well as more positive valence. This suggests that participants experienced more engagement with the task when the agent was reliable and presumably trustworthy. We also build on our framework and testbed to outline a research agenda for the assessment of human trust dynamics in HATs and the development of subsequent real-time, intelligent adaptive systems. [ABSTRACT FROM AUTHOR]

This article introduces the construct of suspicion to researchers in business and applied psychology, provides a literature-based definition of state suspicion and an initial self-report measure of that construct, and encourages research on this important topic. The construct of suspicion is under-researched in business and applied psychology, yet has wide application for both researchers and practitioners. These applications occur across many content domains (e.g., consumer psychology, leadership), as well as at varying levels of analysis (e.g., individual, group, organizational). To motivate research on this construct, possible studies are delineated/suggested by way of example and a Call for Papers also appears. The organizational sciences will benefit from the incorporation of suspicion-based constructs in theoretical and explanatory models. Organizations might also function more efficiently because of these efforts -as decision makers assess, understand, and better manage appropriate levels of suspicion in their employees and work groups. [ABSTRACT FROM AUTHOR]

Objective: The objective was to review and integrate available research about the construct of state-level suspicion as it appears in social science literatures and apply the resulting findings to information technology (IT) contexts.Background: Although the human factors literature is replete with articles about trust (and distrust) in automation, there is little on the related, but distinct, construct of "suspicion" (in either automated or IT contexts). The construct of suspicion--its precise definition, theoretical correlates, and role in such applications--deserves further study.Method: Literatures that consider suspicion are reviewed and integrated. Literatures include communication, psychology, human factors, management, marketing, information technology, and brain/neurology. We first develop a generic model of state-level suspicion. Research propositions are then derived within IT contexts.Results: Fundamental components of suspicion include (a) uncertainty, (b) increased cognitive processing (e.g., generation of alternative explanations for perceived discrepancies), and (c) perceptions of (mal)intent. State suspicion is defined as the simultaneous occurrence of these three components. Our analysis also suggests that trust inhibits suspicion, whereas distrust can be a catalyst of state-level suspicion. Based on a three-stage model of state-level suspicion, associated research propositions and questions are developed. These propositions and questions are intended to help guide future work on the measurement of suspicion (self-report and neurological), as well as the role of the construct of suspicion in models of decision making and detection of deception.Conclusion: The study of suspicion, including its correlates, antecedents, and consequences, is important. We hope that the social sciences will benefit from our integrated definition and model of state suspicion. The research propositions regarding suspicion in IT contexts should motivate substantial research in human factors and related fields. [ABSTRACT FROM AUTHOR]

The article presents a review of and integration of social science research on the suspicion construct and also applies the findings and theoretical correlates concerning suspicion to automation and information technology contexts. The topics include suspicion components such as uncertainty and perceived intent, the effect of trust and distrust on suspicion, and a three-stage model of state-level suspicion which includes individual difference determinants.

Situational judgment tests ( SJTs) have become popular in recent years. Yet, there is little research on how the constructs targeted within SJTs influence standardized ethnic group differences. Further, most research in this area is subject to differential range restriction concerns that hinder understanding of the role of constructs. We report on scale-level data from four jobs in which SJTs were part of the first major hurdle of selection, thus providing an analysis of how constructs might relate to standardized group differences when range restriction concerns are minimized. Results indicate that cognitively saturated scales were associated with d values of 0.56 and 0.76, while interpersonal items were associated with d values of 0.07, 0.20, and 0.50. Based on the obtained ds, we simulated hiring and obtained adverse impact ratios to help interpret these values of d for decision-makers. Overall, we demonstrate the importance of examining constructs and gathering data at the applicant level of analyses when attempting to understand SJT d values (and any associated adverse impact). Practitioner points The constructs targeted by SJTs may influence ethnic group differences, such that cognitively-related items/scales may lead to larger group differences than scales targeting interpersonal skills., It can be useful to compare SJT ds based on both job applicant samples and targeted constructs during test development and during consideration of alternative predictors. [ABSTRACT FROM AUTHOR]

De Corte, Lievens, and Sackett add to the literature on selection test validity and adverse impact (AI). Their Pareto-based weighting scheme essentially asks organizations if they are willing to give up some validity to hopefully achieve some reduction in AI. We considered their approach and conclusions in relation to the regression weighting method we used, and we offer five points that reflect our observations as well as our shared goals. We hope our comments, like their work in this field, will invigorate the pursuit of new ways of examining, and one day resolving, the persistent concern regarding the AI associated with valid selection tests. [ABSTRACT FROM AUTHOR]

Il y a plus d’une décennie, Ashford, Lee, and Bobko (1989) ont développé un outil de mesure standard permettant évaluer des niveaux individuels d’insécurité au travail. Les années suivantes, des chercheurs se sont demandé si la totalité des mesures composant cet instrument était nécessaire. Nous avons donc examiné l’utilité des différentes dimensions du test multidimensionnel de l’Insécurité au travail de Ashford et al. (1989) aux Etats Unis et en Chine, en éprouvant et élargissant les conclusions antérieures. Nos résultats suggèrent qu’éliminer les dimensions “caractéristiques du travail” et “impuissance” de l’instrument multidimensionnel initial est prématuré dans les deux cultures. D’autres recherches s’avèrent donc nécessaires pour déterminer l’utilité de cet outil dans sa version complète. Les implications de nos résultats sont discutées. Over a decade ago, Ashford, Lee, and Bobko (1989 ) developed a standard measure for those interested in assessing levels of individual job insecurity. In ensuing years, some researchers have questioned whether the entire measure is necessary. We examined the usefulness of the components of Ashford et al.'s (1989 ) multidimensional measure of job insecurity in both the United States and China, as well as replicating and extending prior findings regarding antecedents and consequences. Our results suggest that the call to eliminate job features or powerlessness from the fully composite measure of job insecurity is premature in both cultures. We call for more research on the utility of the fully operationalised measure. Implications of our findings are discussed. [ABSTRACT FROM AUTHOR]

Although there has been empirical attention paid to the criterion-related validity of predictor composites, there has been much less attention paid to the standardized ethnic group differences associated with these composites. One important area of inquiry in predictor composite research is the influence of adding predictors to a test of general mental ability. The limited empirical literature on this practice is mixed, but the prevailing expectation is that there is likely to be higher validity and less adverse impact. Unfortunately, much of the previous work is limited by the presence of inaccurate validity and standardized ethnic group difference values. In this analysis we formed meta-analytic matrices to more accurately estimate the validity and standardized ethnic group differences of several composites that combine a measure of cognitive ability with measures of conscientiousness, a structured interview, or biodata. While results were somewhat complex, we found that adding alternative predictors does not result in a situation in which validity automatically goes up and adverse impact potential automatically goes down. In fact, the reductions in adverse impact (if any) from adding “non-cognitive” predictors were more modest than much of the literature suggests. [ABSTRACT FROM AUTHOR]

Almost all book chapters, review articles, and textbooks in the field of personnel selection suggest that work sample tests are associated with lower levels of ethnic group adverse impact than paper-and-pencil tests of cognitive ability. However, the empirical literature is heavily dependent on adverse impact estimates obtained from incumbent samples rather than applicant samples. As such, parameter estimates are subject to range restriction from prior selection and on-the-job experiences. Further, an emerging consensus in the selection literature indicates that any method of assessment can be associated with highorlow levels of adverse impact– depending on the nature of the construct(s) being measured. To begin to examine these issues, we present two recent sets of applicant data from public sector jobs (for a management and entry-level job, each with technical and interpersonal skill requirements) and show that adverse impact of work sample exams might be more extensive than realized. We discuss the mismatch between what the field of employee selection“knows” and what is said in articles/summaries about work samples. Employers and other practitioners who depend on advice in academic overview articles may be overly optimistic and eventually disappointed by minimal reduction in adverse impact. Implications for workforce diversity and future research needs are also discussed. [ABSTRACT FROM AUTHOR]

The method of selecting among job applicants using statistically based banding has been proposed over the last 10 years as a way to increase workforce diversity. The method continues to be reviewed by academics and considered by practitioners. Although the goal of increasing workforce diversity is important, statistical banding of scores remains controversial. We present a set of unique, statistically and theoretically based criticisms of a form of banding (top-score-referenced banding) that is widely used in hundreds of jobs in the public sector throughout the United States. We suggest that even within the premises of such banding, the wrong formula is used to estimate the standard error of measurement and standard error of the difference. One consequence is that too many individuals are labeled as essentially equal with respect to test scores. A related consequence is that test scores within a single band are statistically different and should therefore be treated as such for selection purposes. A more logically and statistically defensible procedure for responding to diversity concerns is to continue to attend to adverse impact issues at each step of the recruiting and test development process. [ABSTRACT FROM AUTHOR]

This study examined the relationship between locus of control, two sets of beliefs about computers as electronic performance monitors, general computer attitudes, and computer experience. Results support a model in which computer attitudes mediate the relationship between an individual's locus of control and computer experience and between monitoring beliefs about computers and computer experience. [ABSTRACT FROM AUTHOR]

The article announces the periodical's call for papers about the concept of suspicion in business and applied psychology research.

When considering psychological constructs in a pairwise fashion, a 2x2 category system, based on median splits, is often adopted for analytic convenience. If theoretical focus is on an individual's integration of the two constructs, then categorical procedures are subject to information loss and unreliability in high density regions of the data. A continuous metric is proposed which ameliorates these problems and is suitable for correlational analyses. The construct of psychological androgyny is used for illustrative purposes. [ABSTRACT FROM AUTHOR]

Examines the correlates of job-level estimates of the overall value of job performance. Tool for organizational analysis; Multidisciplinary nature of overall job-value judgments; Objective measures taken from organizational documents.

This study examined the, effects of two cognitively oriented dimensions, framing and anchoring, on estimates of the standard deviation of the overall worth (SDy) of full professors in organizational, behaviour. The estimates were produced using the Schmidt et at (1979) procedure in utility analysis. In order to manipulate the framing variable, half of the subjects were presented the estimation task positively, in terms of potentially acquiring a new professor (in order to fill a vacancy); the remaining half were presented a negatively framed task, in terms of potentially losing a professor (thereby creating a vacancy). Different orders of eliciting percentile estimates provided the anchoring manipulations. A significant main effect for framing was obtained. Insignificant effects were found, for, both, the ordering variable and its interaction with framing. Based on previous literature and the current study, it can be concluded that the Schmidt et al. procedure is highly susceptible to contextual effects and a multiplicity of estimates of SDy should be expected. Alternative techniques for estimating SDy should be considered by future researchers. [ABSTRACT FROM AUTHOR]

Goal-setting research and applications of goal setting to organizations are critically examined along a unidmensional/multidimensional continuum. Four relatively unexplored areas in the goal-setting paradigm are considered in detail: (a) the distinction between quantity and quality goals and performance measures, (b) conflicts inherent in goal-setting processes, (c) individual versus group levels of analysis, and (d) laboratory versus field research support for the goal-setting paradigm. The resultant research needs suggest limits to the application of goal setting as well as some needs regarding theory building and research design. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of the current study was to describe and test two new correlates of work-family balance, based on discrepancies between actual and desired hours spent in the work domain (work hour discrepancy, WHD) and family domain (family hour discrepancy, FHD). Design/Methodology/Approach: Participants were 330 employees of a moderate-sized, southeastern university who responded to a survey sent via e-mail. Findings: Analyses indicated support for the utility of work and FHD scores for individual and organizational outcomes. Data also indicated FHD predicted work-family balance, well-being, and intention to leave above and beyond the individual components of actual and desired family hours, whereas WHD did not predict beyond individual components. Work-family balance mediated relationships between FHD and quality of life, stress, depression, and intention to leave. Implications: This study provides support for incorporation of discrepancy indices in future work-family research. FHD predicted outcomes over and above the individual components of actual and desired hours whereas WHD did not, suggesting that compatibility between what an individual desires and experiences in the family domain may have a stronger influence on well-being and organizational outcomes compared to compatibility in the work domain. Originality/Value: These results are important given past focus on concepts such as work schedule fit (e.g., Moen, It's about time: couples and careers, 2003), in that we extend past findings by also incorporating fit between values and experiences in the family domain, and linking discrepancies with work-family balance, well-being, and organizational outcomes. [ABSTRACT FROM AUTHOR]

Nous avons comparé l’orientation des buts d’un échantillon d’étudiants américains (n = 104) et un de Hong Kong (n = 175). Notre résultat principal indique que l’échantillon américain reproduit les résultats de la méta–analyse de Beaubien et Payne (1999), en indiquant une corrélation très près de zéro entre les orientations d’apprentissage et de performance. Cela suggère que les étudiants des États–Unis considèrent ces deux orientations comme différentes. Cependant, tel que prévu, dans l’échantillon d’étudiants de Hong Kong, la corrélation entre les orientations d’apprentissage et de performance est très élevée (r = .71, p < .01) suggérant que ces étudiants ne font pas de distinction entre ces deux orientations (ou que ces deux orientations sont fondamentalement les mêmes pour eux). De façon similaire, nous avons trouvé que les deux orientations de but sont associées positivement avec la performance en classe pour l’échantillon de Hong Kong alors que seule l’orientation d’apprentissage est liée à la performance pour les étudiants américains. Enfin, tel que prévu, les étudiants féminins dans l’échantillon chinois ont une orientation de performance plus élevé que les étudiants masculins. Cependant, les résultats ont aussi indiqué que le sexe n’est pas lié à aucune des orientations dans l’échantillon américain. Ce dernier résultat est cohérent avec les résultats de Button et al. (1996) mais non avec ceux de Beaubien et Payne (1999). We compared goal orientations of United States (n = 104) and Hong Kong (n = 175) student samples. Our major finding was that our United States sample replicated Beaubien and Payne’s (1999) meta–analysis, indicating that the correlation between learning and performance goal orientations is near zero. This suggests that United States students embrace learning and performance goal orientations as separate and distinct ideas. However, as hypothesised, in the Hong Kong student sample, the correlation between learning and performance goal orientation was r = .71 (p < .01) suggesting that these students do not readily distinguish the two goal orientations (or that these two goal orientations are fundamentally the same to them). Similarly, we found that both goal orientations showed positive associations with classroom performance in the Hong Kong sample, but only learning goal orientation was related to performance in the US sample. Lastly, as hypothesised, female students in the Hong Kong sample had higher performance goal orientations than male students. However, gender was unrelated to both goal orientations in the United States sample—consistent with Button, Mathiew, and Zajac’s (1996) findings but inconsistent with Beaubien and Payne’s (1999) findings. [ABSTRACT FROM AUTHOR]

To examine the power of group confidence, the nomological network of group potency (generalized confidence) and group efficacy (task-specific confidence) is detailed. These constructs are embedded in a causal model including both antecedent and consequent variables. Results obtained within a collective cultural context suggest that group cohesion and group norms are antecedents to group confidence, and task performance and satisfaction are consequences. The empirical effects for group potency were robust, but those for group efficacy were surprisingly nonsignificant. This study shows that generalized confidence (group potency) is a stronger predictor of group outcomes than is group efficacy when the group members are unfamiliar with the complex tasks at hand. Implications for future research and group training are noted. [ABSTRACT FROM AUTHOR]