The profile of the ‘Good Judge’ in HRM: A systematic review and agenda for future research

In light of the pivotal importance of judgments and ratings in human resource management (HRM) settings, a better understanding of the individual differences associated with being a good judge is sorely needed. This review provides an overview of individual difference characteristics that have been associated with the accurate judges in HRM. We review empirical findings over > 80 years to identify what we know and do not know about the individual difference correlates of being an accurate judge. Overall, findings suggest that judges' cognitive factors show stronger and more consistent relationships with rating accuracy than personality-related factors. Specific intelligences in the social cognition domain, such as dispositional reasoning (complex understanding of traits, behaviors and a situation's potential to manifest traits into behaviors) show particular promise to help understanding what makes an accurate judge. Importantly, our review also highlights the scarcity of research on HRM context (selection vs. performance appraisal settings) and judges' motivation to distort ratings. To guide future research, we present a model that links assessor constructs to key processes required for accurate judgment and ratings in HRM contexts. The discussion suggests twenty questions for future work in this field

Do norms unintentionally increase stereotypical expressions? A randomised controlled trial

INTRODUCTION: Implicit biases of health professionals could cause biased judgements. Many anti‐bias interventions seem to be ineffective, and some even counterproductive. People tend to be compliant to standards describing what the majority of people finds or does, and this could cause people to think in a stereotype‐consistent manner. This study examines whether descriptive social norms such as ‘the majority of people have stereotypes’ (majority message), as often stated in interventions, actually increase people's stereotypes. To examine the effect of descriptive social norms (Hypothesis 1) and the effect of individual perceptions and preferences (Hypothesis 2a and 2b) on stereotypical expressions towards medical students. METHODS: First, we determined which ethic stereotypes regarding medical students prevail in Dutch medical education (N = 52). Next, two similar randomised controlled trials, both with teachers and students, were carried out (N = 158 and N = 123, respectively), one with an East Asian student picture (ethnic minority) and one with a native Dutch student picture (ethnic majority). Participants were randomly assigned to either a majority‐message, minority‐message or no‐message condition, and rated the presented minority or majority picture on specific stereotypical features. Subsequently, participants described a typical day of that same student's life. These descriptions were rated for stereotypicality by two independent raters, who were blind for condition and stimulus. Inclusive work environment (IWC) and social dominance orientation (SDO) of participants were measured as indicators of individual perceptions and preferences. RESULTS: Stereotypes were expressed towards both picture stimuli, yet message condition did not affect stereotypical expressions. SDO positively related to stereotypical expressions towards the East Asian student, whereas IWC positively related to stereotypical expressions towards the native Dutch student. CONCLUSION: Interventions do not unintentionally increase stereotypes by communicating what the majority of people thinks or does. Individual perceptions and preferences are predictive of stereotypes, whereas descriptive social norms are not

Bright sides of dark personality? A cross‐cultural study on the dark triad and work outcomes

Abstract: The current study compared the relationships between the dark triad traits and various work outcomes across a Chinese (N=239) and a United States (N = 240) employee sample. The results of multigroup structural equation modeling analyses generally revealed a “dark” pattern across the two countries for psychopathy. Machiavellianism was generally “brighter” in China compared to the United States. Narcissism seemed to display a somewhat “brighter” pattern in the United States compared to China, as narcissism was more positively related to voice behavior and work engagement, and more negatively related to exhaustion and boredom at work in the United States than in China

Broad versus narrow traits: Conscientiousness and Honesty-Humility as predictors of academic criteria

Recent research has suggested that the six-dimensional personality model, and especially the dimension Honesty-Humility/Integrity, adds incremental validity to the prediction of important criteria. We expected both this dimension and the dimension Conscientiousness to explain incremental variance in two academic criteria, namely grade point average (GPA) and counterproductive academic behaviour (CAB). In addition, we expected the more specific, so-called narrow traits of Conscientiousness and Honesty-Humility/Integrity to be stronger predictors of academic criteria than the broad traits. To test these expectations, two studies were conducted using the HEXACO Personality Inventory Revised (HEXACO-PI-R) and the Multicultural Personality Test-Big Six (MPT-BS). The results confirmed our expectations and suggest that academic criteria may be predicted with greater accuracy by focusing on the narrow traits of Conscientiousness and Honesty-Humility/Integrity. © 2010 John Wiley & Sons, Ltd

Influence of response instructions and response format on applicant perceptions of a situational judgement test for medical school selection

Abstract Background This study examined the influence of two Situational Judgement Test (SJT) design features (response instructions and response format) on applicant perceptions. Additionally, we investigated demographic subgroup differences in applicant perceptions of an SJT. Methods Medical school applicants (N = 372) responded to an online survey on applicant perceptions, including a description and two example items of an SJT. Respondents randomly received one of four SJT versions (should do-rating, should do-pick-one, would do-rating, would do-pick-one). They rated overall favourability and items on four procedural justice factors (face validity, applicant differentiation, study relatedness and chance to perform) and ease-of-cheating. Additionally, applicant perceptions were compared for subgroups based on gender, ethnic background and first-generation university status. Results Applicants rated would-do instructions as easier to cheat than should-do instructions. Rating formats received more favourable judgements than pick-one formats on applicant differentiation, study-relatedness, chance to perform and ease of cheating. No significant main effect for demographic subgroup on applicant perceptions was found, but significant interaction effects showed that certain subgroups might have more pronounced preferences for certain SJT design features. Specifically, ethnic minority applicants – but not ethnic majority applicants – showed greater preference for should-do than would-do instructions. Additionally, first-generation university students – but not non-first-generation university students – were more favourable of rating formats than of pick-one formats. Conclusions Findings indicate that changing SJT design features may positively affect applicant perceptions by promoting procedural justice factors and reducing perceived ease of cheating and that response instructions and response format can increase the attractiveness of SJTs for minority applicants

Silvigenic characterization of a Dense Rain Forest on Parque Estadual Carlos Botelho, SeteBarras - SP

O presente trabalho teve por objetivo realizar a caracterização silvigênica de um trecho de Floresta Ombrófila Densa Sub Montana em conjunto com o estabelecimento de possíveis relações entre as alterações espaciais do mosaico silvático e os fatores abióticos (solo e topografia). O método utilizado foi o de interceptação de linhas de inventário, com identificação das ecounidades descrito por Torquebiau (1986). Foram dispostas linhas paralelas entre si e distantes 10 m uma da outra. Todos os indivíduos dominantes (mais altos naquele ponto), cujas projeções horizontais das copas interceptaram as linhas, foram amostrados na caracterização silvigênica. Foram tomadas medidas, de no mínimo quatro pontos, da projeção horizontal da copa destes indivíduos até as linhas de inventário, em um sistema de eixos ortogonais (coordenadas x e y). Cada árvore marcada no campo foi classificada, quanto à sua arquitetura, em: árvores do futuro, árvores do presente e árvores do passado (OLDEMAN,1987). As áreas de clareira que interceptaram as linhas também foram amostradas, medidas e mapeadas. O estabelecimento das diversas ecounidades em cada trecho amostrado é feito a partir da união das copas de árvores de mesma categoria. O desenho do mosaico e o cálculo das áreas das ecounidades foram feitos por meio do programa TNTmips, a partir das coordenadas das copas dentro das linhas de inventário. Este trabalho resultou na representação gráfica da cobertura vegetal da área estudada e a sua correlação com os fatores abióticos. Para avaliar o papel dos fatores abióticos na composição espacial do mosaico vegetacional, foram analisadas e combinadas as diversas informações em um Sistema de Informações Geográficas (SIG). Para tal, cada \"classe\" de informação constitui um plano de informação ou um \"layer\" dentro do SIG. De acordo com os resultados pode-se concluir que a caracterização silvigênica indicou que a área estudada representa uma floresta em fase de pré-maturidade por apresentar sinais de perturbações recentes, traduzidas nas altas proporções de ecounidades 1A e em reorganização observadas. Conclui-se ainda quepode ser estabelecida uma relação entre a distribuição das ecounidades e os fatores abióticos estudados.This study aimed to realize the silvigenic characterization of a Dense Rain Forest in according to the establishment of possible relationships between spatial changing\'s on the silvatic standards and some abiotic factors, such as soil and topography. The method applied was the inventory line interception, identifying the ecounits described by Torquebiau (1986). There were set parallel lines in every 10 meters. All dominant trees (the highest in that point), whose horizontal canopy projections intercepted the inventory line, were sampled in the silvigenic characterization. To measure the canopy projection, there were used at least four points on the inventory line as an orthogonal axis system (X and Y coordinates). Each sampled tree was classified based on its architecture features as: trees of the future, trees of the present or trees of the past (OLDEMAN, 1987). The gap surface crossing inventory lines were also measured and mapped. The ecounit establishment is created by the connection of canopies from the same category (future, present or past). The ecounits design were mapped and its surface measured using the TNTmips software, based on all canopies coordinates over the inventory lines. The study resulted in the graphic representation of vegetation coverage and its correlation with abiotic factors. To evaluate the contribution of the abiotic factors on the vegetation mosaic`s spatial composition, a Geographic Information System (GIS) was settled to combine and analyze all data. Different information classes were overlapped as layers on the GIS environment. According to the results it`s possible to conclude that silvigenic characterization indicates that the studied area represents a pre mature forest, based on recent disturbances sings, confirmed on high rates of ecounits as 1A or reorganization types. It is concluded that the silvigenic mapping represented the architectural behavior of the species related to the soil classification

The best man (f/m) for the job: The impact of the wording of employment advertisements on students’ inclination to apply for a job.

Students' inclination to apply for a job was examined as a function of (1) the wording of the desired candidate's profile specified in the employment advertisement and (2) applicant gender. Previous research found that women are more inclined than men to apply for jobs that include a profile corresponding to their gender (i.e., a profile containing prototypically feminine instead of masculine personal characteristics). Based on Fiedler and Semin's (1996) Linguistic Category Model, we expected that this effect would decrease if the desired profile was worded in terms of behaviors/verbs instead of nouns/adjectives. ANOVA supported this reasoning for women but not for men. We conclude that organizations may increase the number of women applying for particular jobs by changing the presentation form of the advertisement