Preventing Rater Biases in 360-Degree Feedback by Forcing Choice

We examined the effects of response biases on 360-degree feedback using a large sample (N=4,675) of organizational appraisal data. Sixteen competencies were assessed by peers, bosses and subordinates of 922 managers, as well as self-assessed, using the Inventory of Management Competencies (IMC) administered in two formats – Likert scale and multidimensional forced choice. Likert ratings were subject to strong response biases, making even theoretically unrelated competencies correlate highly. Modeling a latent common method factor, which represented non-uniform distortions similar to those of “ideal-employee” factor in both self- and other assessments, improved validity of competency scores as evidenced by meaningful second-order factor structures, better inter-rater agreement, and better convergent correlations with an external personality measure. Forced-choice rankings modelled with Thurstonian IRT yielded as good construct and convergent validities as the bias-controlled Likert ratings, and slightly better rater agreement. We suggest that the mechanism for these enhancements is finer differentiation between behaviors in comparative judgements, and advocate the operational use of the multidimensional forced-choice response format as an effective bias prevention method

Trends in testing: highlights of a global survey

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(How) Do work placements work? Scrutinizing the quantitative evidence for a theory-driven future research agenda

While supervised work placements are increasingly popular in higher education, evidence regarding their effects on career outcomes remain somewhat sparse and atheoretical. The aim of this systematic literature review is to evaluate the effectiveness of placements for career outcomes and to identify any underpinning core psychological processes and to offer a theoretically grounded framework for future research. Drawing on transition theory (Schlossberg, 1981) and career construction theory (Savickas, 1997), we argue that supervised work experiences are central transition experiences that enable social learning processes and trigger changes in a person's identity development as a professional, thereby increasing career resources and employability which in turn affect future career outcomes positively. We screened 2394 systematically selected abstracts across several databases and disciplines. Only quantitative studies that either offered a control-group or a longitudinal design were included, resulting in an in-depth review of 40 studies, applying a rigorous evaluation protocol. Placement participation elicits an overall positive (but small) effect on career outcomes: Graduates who completed a work placement found employment more quickly. Work placements also changed students' perceptions of self-efficacy, their knowledge, skills, and attitudes. We suggest that these changes could be seen as indicative of the proposed social learning processes and identity changes that positively affect career resources. Our review points to several gaps in the literature, and building on existing career theories, we develop a theoretical model and offer new avenues for future research to integrate the heterogenic field of placement research and inform career research in other areas

The Association between Work-Related Rumination and Heart Rate Variability: A Field Study

The objective of this study was to examine the association between perseverative cognition in the form of work-related rumination, and heart rate variability (HRV). We tested the hypothesis that high ruminators would show lower vagally mediated HRV relative to low ruminators during their leisure time. Individuals were classified as being low (n = 17) or high ruminators (n = 19), using the affective scale on the work-related rumination measure. HRV was assessed using a wrist sensor band (Microsoft Band 2). HRV was sampled between 8 pm and 10 pm over three workday evenings (Monday to Wednesday) while individuals carried out their normal evening routines. Compared to the low ruminators, high affective ruminators demonstrated lower HRV in the form of root mean square successive differences (RMSSDs), relative to the low ruminators, indicating lower parasympathetic activity. There was no significant difference in heart rate, or activity levels between the two groups during the recording periods. The current findings of this study may have implications for the design and delivery of interventions to help individuals unwind post work and to manage stress more effectively. Limitations and implications for future research are discussed

Work orientations, well-being and job content of self-employed and employed professionals

Drawing on psychology-derived theories and methods, a questionnaire survey compared principal kinds of work orientation, job content and mental well-being between self-employed and organisationally employed professional workers. Self-employment was found to be particularly associated with energised well-being in the form of job engagement. The presence in self-employment of greater challenge, such as an enhanced requirement for personal innovation, accounted statistically for self-employed professionals’ greater job engagement, and self-employed professionals more strongly valued personal challenge than did professionals employed in an organisation. However, no between-role differences occurred in respect of supportive job features such as having a comfortable workplace. Differences in well-being, job content and work orientations were found primarily in comparison between self-employees and organisational non-managers. The study emphasises the need to distinguish conceptually and empirically between different forms of work orientation, job content and well-being, and points to the value of incorporating psychological thinking in some sociological research