Choosing how to choose : Institutional pressures affecting the adoption of personnel selection procedures

The gap between science and practice in personnel selection is an ongoing concern of human resource management. This paper takes Oliver´s framework of organizations´ strategic responses to institutional pressures as a basis for outlining the diverse economic and social demands that facilitate or inhibit the application of scientifically recommended selection procedures. Faced with a complex network of multiple requirements, practitioners make more diverse choices in response to any of these pressures than has previously been acknowledged in the scientific literature. Implications for the science-practitioner gap are discussed

Behavior-Based Versus Trait-Oriented Performance Ratings: An Empirical Study

23 US Navy officer raters evaluated the performance of subordinate officers using (a) behaviorally anchored scales, (b) scales containing the same dimensions and definitions but without behavioral anchors, and (c) a series of scales involving trait-oriented dimensions, also without anchors. Comparisons of the formats\u27 psychometric properties indicated that the behaviorally anchored scale format was somewhat superior to the other 2 on 3 of 4 dependent variables (involving estimates of leniency, halo, interrater agreement, and degree of differentiation among ratees). However, the magnitudes of the differences due to formats were small, in no case exceeding more than 5% of the variance on the dependent variable