On Expatriate Effectiveness and Goofy Criteria

While performance is quintessential to assessing expatriate effectiveness, significant domestic advances in performance measurement have seldom been applied to evaluating expatriate training and selection practices. In addition to a critical assessment of expatriate effectiveness research, this theoretical paper voices concerns about the conversion of domestic performance taxonomies, and offers solutions

Development of the clinical learning evaluation questionnaire for undergraduate clinical education: Factor structure, validity, and reliability study

Background: Teaching and learning of clinical skills for undergraduate medical students usually takes place during the clinical clerkship. Therefore, it is of vital importance to ensure the effectiveness of the rotations within this clerkship. The aims of this study were to develop an instrument that measures the effectiveness of the clinical learning environment, to determine its factor structure, and to find first evidence for the reliability and validity of the total scale and the different factors. Methods. The Clinical Learning Evaluation Questionnaire (CLEQ) is an instrument, consisting of 40 items, which have been developed after consideration of the results of a qualitative study that investigated the important factors influencing clinical learning, both from the perspective of students, as well as teachers. Results of relevant literature that investigated this issue were also incorporated in the CLEQ. This instrument was administered to a sample of students (N = 182) from three medical colleges in Riyadh city, the capital of Saudi Arabia. The factor structure of the CLEQ (Principal component analysis, Oblimin rotation) and reliability of the factor scales (Cronbach's α) were determined. Hypotheses concerning the correlations between the different factors were tested to investigate their convergent and divergent validity. Results: One hundred and nine questionnaires were returned. The factor analysis yielded six factors: F1 Cases (8 items), F2 Authenticity of clinical experience (8 items), F3 Supervision (8 items), F4 Organization of the doctor-patient encounter (4 items), F5 Motivation to learn (5 items), and F6 Self awareness (4 items). The overall internal consistency (α) of the CLEQ was 0.88, and the reliabilities (Cronbach's α) of the six factors varied from.60 to.86. Hypotheses concerning the correlations between the different factors were partly confirmed, which supported the convergent validity of the factors, but not their divergent validity. Significant differences were found between the scores of the students of the three different schools on the factors Supervision and Organization of patient-doctor encounter. Conclusions: The results of this study demonstrated that CLEQ is a multidimensional and reliable instrument. It can be utilized as an evaluation tool for clinical teaching activities, both by educators as well as students. Further research is needed into the validity of the CLEQ

Het Meten van Werkprestaties van Internationale Managers : Vraagstellingen en Proposities Rond de Ontwikkeling van Criteria voor Selectie en Training

De doelstelling van dit theoretische artikel is om een innovatieve methode te beramen voor de ontwikkeling van valide en bruikbare criteria voor het vaststellen van de effectiviteit van internationale managers. Valide criteria zijn onontbeerlijk voor de ontwikkeling van valide predictoren en de evaluatie van training. Op basis van een beknopte literatuurbeschouwing zal worden betoogd dat reeds uitgevoerd onderzoek naar de voorspelling en training van de effectiviteit van internationale managers, wordt geteisterd door criteria met een twijfelachtige utiliteit en/of dubieuze begripsgerelateerde validiteit. Vervolgens zal worden beargumenteerd dat de aannames en doelstellingen die ten grondslag hebben gelegen aan conventioneel onderzoek, de ontwikkeling van criteria en predictoren die daadwerkelijk door de HRM afdelingen van multinationals kunnen worden geïmplementeerd, in de weg hebben gestaan. De aannames die de revue zullen passeren hebben betrekking op culturele, inhoudelijke en methodologische aspecten van criteria. Een voorgestelde herziening en herdefinitie van de gebruikelijke aannames en hun integratie met recente ideeën vanuit de personeelspsychologie zal leiden tot verscheidene proposities voor toekomstig onderzoek naar de effectiviteit van expatriates

Predicting expatriate job performance for selection purposes: A quantitative review

This article meta-analytically reviews empirical studies on the prediction of expatriate job performance. Using 30 primary studies (total N=4,046), it was found that predictive validities of the Big Five were similar to Big Five validities reported for domestic employees. Extraversion, emotional stability, agreeableness, and conscientiousness were predictive of expatriate job performance; openness was not. Other predictors that were found to relate to expatriate job performance were cultural sensitivity and local language ability. Cultural flexibility, selection board ratings, tolerance for ambiguity, ego strength, peer nominations, task leadership, people leadership, social adaptability, and interpersonal interest emerged as predictors from exploratory investigations (K < 4). It is surprising that intelligence has seldom been investigated as a predictor of expatriate job performance

Webcam Testing: Validation of an innovative open-ended multimedia test.

Abstract: A modern test that takes advantage of the opportunities provided by advancements in computer technology is the multimedia test. The purpose of this study was to investigate the criterion-related validity of a specific open-ended multimedia test, namely a webcam test, by means of a concurrent validity study. In a webcam test a number of work-related situations are presented and participants have to respond as if these were real work situations. The responses are recorded with a webcam. The aim of the webcam test which we investigated is to measure the effectiveness of social work behavior. This first field study on a webcam test was conducted in an employment agency in The Netherlands. The sample consisted of 188 consultants who participated in a certification process. For the webcam test, good inter-rater reliabilities and internal consistencies were found. The results showed the webcam test to be significantly correlated with job placement success. The webcam test scores were also found to be related to job knowledge. Hierarchical regression analysis demonstrated that the webcam test has incremental validity up and above job knowledge in predicting job placement success. The webcam test, therefore, seems a promising type of instrument for personnel selection

Predicting Expatriate Job Performance for Selection Purposes: A Quantitative Review

This article meta-analytically reviews empirical studies on the prediction of expatriate job performance. Using 30 primary studies (total N=4046), it was found that predictive validities of the big five were similar to big five validities reported for domestic employees (Barrick & Mount, 1991; Hurtz & Donovan, 2000; Salgado, 1997; Tae & Byung, 2002). Extraversion, emotional stability, agreeableness, and conscientiousness were predictive of expatriate job performance; openness was not. Other predictors that were found to relate to expatriate job performance were cultural sensitivity and local language ability. Cultural flexibility, selection board ratings, tolerance for ambiguity ego strength, peer nominations, task leadership, people leadership, social adaptability, and interpersonal interest emerged as predictors from exploratory investigations (K<4). Surprisingly, intelligence has seldom been investigated as a predictor of expatriate job performance

Assessor-related factors and score differences between ethnically diverse Dutch police applicants

The present study examined the effects of demographic and perceived similarity between assessors and applicants on assessors’ evaluations of Dutch ethnic majority and minority applicants. Results showed that demographic similarity did not explain score differences between ethnic groups. Perceived similarity did explain score differences, but for Turkish applicants solely

Criterion-related validity op Dutch police-selection measures and differences between ethnic groups.

This study investigated the criterion-related validity of cognitive ability as well as non-cognitive ability measures and differences between ethnic majority (N = 2,365) and minority applicants (N = 682) in Dutch police officer selection. Findings confirmed the relatively low predictive validity of cognitive ability generally found for police jobs. Previous research reported no differential prediction. The present study, however, found small but systematic evidence for differences in validity for the ethnic majority and minority group of both cognitive and non-cognitive measures. For the minority group, training performance appeared to be mainly predicted by the cognitive ability test. For the majority group, cognitive ability showed very little predictive power. Non-cognitive ability variables appeared to be somewhat more predictive in this group

Normative data for the Dutch version of the Penn State Worry Questionnaire.

Worry is a common symptom in various psychiatric problems and the key symptom of generalised anxiety disorder (GAD). The Penn State Worry Questionnaire (PSWQ) is the most widely used self-report scale for measuring worry. The present study provides normative data for the Dutch version of the PSWQ for a large community sample and a clinically referred sample of patients with GAD. Norms are not only provided for the original 16-item version, but also for an abbreviated 11-item version, which only consists of the positively worded items and has been shown to be a promising alternative to the full-length version. The percentile scores obtained for the community sample and the clinical GAD sample did not show much overlap, and this appeared true for the full-length as well as the abbreviated version of the PSWQ. These normative data seem suitable for differentiating between normal and abnormal manifestations of worrying and for evaluating the efficacy of treatments for GAD. (Netherlands Journal of Psychology, 65, 69-75.