Fairness perceptions of video resumes among ethnically diverse applicants

This study investigated ethnic majority and minority applicants’ fairness perceptions (n = 445) of video resumes, compared to paper resumes. Additionally, the moderating effect of minorities’ ethnic identity and language proficiency on fairness perceptions of video/paper resumes was studied. Despite discriminatory concerns, ethnic minority applicants perceived the fairness of video resumes equally or more positively when compared to ethnic majority applicants, and when compared to paper resumes. Minorities’ ethnic identity was positively related to fairness perceptions of resumes. Furthermore, language proficiency was a significant moderator: Higher proficiency was related to higher fairness perceptions of paper resumes. The implication is suggested that ethnic minority applicants may prefer a more personalized way of applying, (video resume), instead of less personalized ways

The effect of cultural orientation and leadership style on self- versus other-oriented organizational citizenship behavior in Turkey and the Netherlands

This paper investigated the effects of a paternalistic and empowering leadership style on organizational citizenship behaviour (OCB) in an experimental design using 100 Turkish and 100 Dutch students who held part-time jobs. Confirming our expectations, a paternalistic leadership style had a more positive effect on job dedication and organizational support in Turkey than in the Netherlands. Contradicting our expectations, an empowering leadership style did not have a more positive effect on any of the OCB dimensions in the Netherlands than it did in Turkey. However, in the Netherlands an empowering leadership style had a stronger effect on interpersonal facilitation, job dedication, and organizational support than a paternalistic leadership style. Paternalistic and empowering leadership styles both had positive effects on OCB dimensions in Turkey. As expected, collectivism moderated the relationship between paternalistic leadership style and other oriented OCB (i.e., interpersonal facilitation). Specifically, people who had more collectivistic tendencies were more positively influenced by a paternalistic leader than people who had low collectivistic tendencies in both countries. However, individualism did not have any moderating effects on the relationship between empowering leadership style and self-oriented OCB (i.e., job dedication). Our findings are relevant for understanding the effects of leadership styles and cultural orientations on self- versus other-oriented OCB in Turkey and the Netherlands

Contemplating the future of competency assessment

Health education's competency models are evolving to balance universal skills with those that are job- and organization-specific. These authors argue that a three-layer framework emphasizing person-organization fit will create better outcomes

Psychological predictors of cultural diversity support at work

Objectives: As diversity management activities become more prominent worldwide it is important to understand psychological reactions to them to ensure success, but empirical evidence is lacking. This study investigated employees and managers’ intentions and behavior to promote cultural diversity at work in a variety of organizations in the Netherlands, using Ajzen’s theory of planned behavior. Methods: Predictors of intentions to promote cultural diversity at work (N = 670) and actual behavior after six months were assessed among managers and employees using self-reports in a two-wave survey design. Participant’s average age at Time 1 was 38.26 years (SD = 11.86), 56% was female, and there were 78.1% Dutch ethnic majority and 21.9% ethnic minority participants. Results: Attitude to cultural diversity promotion at work and perceived behavioral control (PBC) related positively to both individuals’ intentions to promote cultural diversity at work, which in turn predicted behavior. The strongest driver, however, was attitude. Managers’ reported PBC and behavior were higher compared to employees. Conclusions: This study supported the applicability of the theory of planned behavior to predict intentions and behavior to promote cultural diversity at work. With an increasingly diverse workforce, this study aimed to advance our understanding of drivers of individual reactions and behavior to support cultural diversity at work

Eerlijkheid van selectie op basis van papieren en video cv’s

Internet and multi-media are increasingly being used for recruitment and selection, such as in video résumé screening. This paper presents the general findings and rationale of a dissertation on fairness perceptions of video résumés vis-à-vis paper résumés. Potential hiring discrimination was also considered. Applicant perceptions of video résumés compared to paper résumés were influenced by applicant characteristics, like ethnic background, language proficiency and educational level/GMA. Extraverted applicants experienced more opportunity to perform in video résumés compared to introverted applicants. Recruiter perceptions of video résumés were more negative compared to paper résumés. Despite discriminatory concerns, video résumés did not necessarily lead to hiring discrimination. Reported human capital in paper résumés, such as extracurricular activities, partly explained the existing differential job access among ethnic groups. Implications and suggestions for future research are discussed

Applicant perceptions of initial job candidate screening with asynchronous job interviews : does personality matter?

Applicant fairness perceptions of asynchronous job interviews were assessed among panelists (Study 1, N = 160) and highly educated actual applicants (Study 2, N = 103). Furthermore, we also examined whether personality explained applicants' perceptions. Participants, particularly actual applicants, had negative perceptions of the fairness and procedural justice of asynchronous job interviews. Extraverted applicants perceived more opportunity to perform with the asynchronous job interview than introverts. A trait interaction between Neuroticism and Extraversion was tested, but no significant results were found. Although the first selection stage is increasingly digitized, this study shows that applicant perceptions of asynchronous job interviews are relatively negative. The influence of personality on these perceptions appears to be limited

The cross-cultural generalizability of the theory of planned behavior: A study on jobseeking in the Netherlands

Contains fulltext : 56134_aut.pdf (author's version ) (Open Access) Contains fulltext : 56134_pub.pdf (publisher's version ) (Closed access)9 p

A closer look at the measurement of dispositional reasoning: Dimensionality and invariance across assessor groups

Despite the growing interest in dispositional reasoning as a construct and determinant of good raters (‘good judges’), its measurement still requires attention. We address two measurement issues in the present study. First, this study tests a hierarchical model as a more parsimonious account for dispositional reasoning than component- or general-factor models that were examined in earlier studies. So, this provides a more comprehensive test of the different measurement models underlying dispositional reasoning data. Second, we assess the measurement invariance of dispositional reasoning measure scores across two different populations of assessors that are often trained and used in workplace assessments, namely psychology students (N = 161) and managers (N = 160). Results showed that dispositional reasoning is well represented as componential in nature, with a higher-order construct underlying three lower-order components. A comparison of managers and psychology students through measurement invariance analysis showed relatively similar factor structures underlying dispositional reasoning scores across these groups, but metric invariance could be only partially established

The Geometry of Most Probable Trajectories in Noise-Driven Dynamical Systems

This paper presents a heuristic derivation of a geometric minimum action method that can be used to determine most-probable transition paths in noise-driven dynamical systems. Particular attention is focused on systems that violate detailed balance, and the role of the stochastic vorticity tensor is emphasized. The general method is explored through a detailed study of a two-dimensional quadratic shear flow which exhibits bifurcating most-probable transition pathways.Comment: 8 pages, 7 figure