The Journal of applied psychology
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The impact of corrections for faking on the validity of noncognitive measures in selection settings.
In selection research and practice, there have been many attempts to correct scores on noncognitive measures for applicants who may have faked their responses somehow. A related approach with more impact would be identifying and removing faking applicants from consideration for employment entirely, replacing them with high-scoring alternatives. The current study demonstrates that under typical conditions found in selection, even this latter approach has minimal impact on mean performance levels. ⋯ Where trait scores were corrected only for suspected faking, and applicants not removed or replaced, the minimal impact the authors found on mean performance was reduced even further. By comparison, the impact of selection ratio and test validity is much larger across a range of realistic levels of selection ratios and validities. If selection researchers are interested only in maximizing predicted performance or validity, the use of faking measures to correct scores or remove applicants from further employment consideration will produce minimal effects.
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A field study and an experimental study examined relationships among organizational variables and various responses of victims to perceived wrongdoing. Both studies showed that procedural justice climate moderates the effect of organizational variables on the victim's revenge, forgiveness, reconciliation, or avoidance behaviors. In Study 1, a field study, absolute hierarchical status enhanced forgiveness and reconciliation, but only when perceptions of procedural justice climate were high; relative hierarchical status increased revenge, but only when perceptions of procedural justice climate were low. In Study 2, a laboratory experiment, victims were less likely to endorse vengeance or avoidance depending on the type of wrongdoing, but only when perceptions of procedural justice climate were high.
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This study examined the relationship between the similarity and accuracy of team mental models and compared the extent to which each predicted team performance. The relationship between team ability composition and team mental models was also investigated. ⋯ Results indicated that although similarity and accuracy of team mental models were significantly related, accuracy was a stronger predictor of team performance. In addition, team ability was more strongly related to the accuracy than to the similarity of team mental models and accuracy partially mediated the relationship between team ability and team performance, but similarity did not.
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The current article tests a model of proactive personality and job search success with a sample of 180 graduating college students. Using structural equation modeling, the authors tested a theoretical model that specified the relations among proactive personality, job search self-efficacy, job search behaviors, job search effort, and job search outcomes. ⋯ The results suggest that proactive personality (a) significantly influenced the success of college graduates' job search, (b) was partially mediated through job search self-efficacy and job search behavior, and (c) was independent of self-esteem and conscientiousness. The findings are discussed in terms of their general implications for understanding the nature of the process through which distal personality factors, such as proactive personality, affect the nature and success of an individual's job search.
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Building on recent work in occupational safety and climate, the authors examined 2 organizational foundation climates thought to be antecedents of specific safety climate and the relationships among these climates and occupational accidents. It is believed that both foundation climates (i.e., management-employee relations and organizational support) will predict safety climate, which will in turn mediate the relationship between occupational accidents and these 2 distal foundation climates. ⋯ Results supported all hypotheses. Overall it appears that different climates have direct and indirect effects on occupational accidents.