Predictive Validity, Applicant Reactions, and Influence of Personal Characteristics of a Gamefully Designed Assessment

The use of game-related assessments (GRAs) in personnel selection is increasing. However, the type of GRA under investigation should be considered. This study focuses on game-based assessments, which closely resemble leisure-oriented videogames. We specifically examined a serious game that assesses personality traits (assertiveness, sociability, tolerance, and rules). We analyzed its predictive validity, applicant reactions, and the impact of personal and job-related factors on scores. The study included 182 participants who played the GRA and completed a Big Five questionnaire. Findings revealed that the game predicts adaptive performance, offering incremental value over the Big Five (ΔR2 = .107). Additionally, candidates reacted more positively to the GRA in terms of comfort and fit, although the effect size was small (d = -0.1757 and -0.3119, respectively). Relating to personal and job-related characteristics, only job experience significantly affected the assertiveness score, albeit with a small effect size (d = -0.3870)

Teams as Complex Adaptive Systems: Reviewing 17 Years of Research

At the turn of the century Arrow, McGrath, and Berdahl (2000) portrayed teams as complex adaptive systems (CAS). And yet, despite broad agreement that this approach facilitates a better understanding of teams, it has only now been timidly incorporated into team research. To help fully incorporate the logic of teams as CAS in the science of teams, we review extant research on teams' approached from a nonlinear dynamical system theory. Using a systematic review approach, we selected 92 articles published over the last 17 years, in order to integrate what we know about teams as CAS. Our review reveals the evidence supporting teams as CAS, and the set of analytical techniques to analyze team data from this perspective. Our work contributes to teams' theory and practice by offering ways to identify both research methods and managing techniques that scholars and practitioners may apply to study and manage teams as CAS

The incremental effect of Dark personality over the Big Five in workplace bullying: Evidence from perpetrators and targets

The current study analyzes the relationship between workplace bullying (self-reported experience of being a target and perpetration of bullying behaviors), Big Five and Dark Tetrad personality traits. The sample comprised 613 employees (54% female) from different Spanish organizations. Hierarchical regression analyses showed that neuroticism and Machiavellianism were positively related to being a target to bullying-related behaviors, whereas narcissism was negatively related. In the case of perpetrators, narcissism and sadism were positively, and agreeableness negatively related to workplace bullying behaviors. We conclude that personality traits are different in targets and perpetrators and should always be considered when investigating workplace bullying

An extended Agassi model: algebraic structure, phase diagram, and large size limit

The Agassi model (Agassi 1968 Nucl. Phys. A 116 49) is a schematic two-level model that involves pairing and monopole–monopole interactions. It is, therefore, an extension of the well known Lipkin–Meshkov–Glick model (Lipkin et al 1965 Nucl. Phys. 62 188). In this paper we review the algebraic formulation of an extension of the Agassi model as well as its bosonic realization through the Schwinger representation. Moreover, a mean-field approximation for the model is presented and its phase diagram discussed. Finally, a 1/j analysis, with j proportional to the degeneracy of each level, is worked out to obtain the thermodynamic limit of the ground state energy and some order parameters from the exact Hamiltonian diagonalization for finite—j.This work has been supported by the Spanish Ministerio de Economia y Competitividad and the European regional development fund (FEDER) under Projects No. FIS2017-88410-88410-P, FIS2014-53448-C2-2-P and FIS2015-63770-P, and by Consejeria de Economia, Innovacion, Ciencia y Empleo de la Junta de Andalucia (Spain) under Group FQM-160 and FQM-370

The rough journey to success: Examining the nonlinear dynamics of processes and performance in teams

We build on Nonlinear Dynamic Systems (NDS) theory to examine if team performance change across a complete performance cycle is nonlinear, and if such change is related with team processes change over time. Participants were 214 teams enrolled in one management competition. The hypotheses were tested using nonlinear regressions and catastrophe modeling. The results of the nonlinear regression model support the hypothesis that change in team performance over time follows a cusp catastrophe distribution, R2 Cusp = .93, F (5, 1065) = 16889.82, p < .001); and that team processes do function as asymmetry (transition and action processes) and bifurcation (interpersonal processes) factors. The results also suggest that the cusp catastrophe model (R2 = .68) explains team performance better than the linear (R2 = .05) and logistic models (R2 = .07). This study reiterates the importance of incorporating the NDS perspective within the teamwork literature to leverage our knowledge about the way teams perform over time.info:eu-repo/semantics/publishedVersio

Sobre la modularidad de la mente y su vigencia

Aunque la idea de organización modular de la mente se remonta a la propuesta de facultades mentales innatas ya presente en la filosofia de la escuela escocesa y en la de Kant, y probablemente podemos encontrar antecedentes en épocas anteriores, la concepción moderna de la modularidad se desarrolla de forma independiente a esta tradición filosófica y también a la idea de organización modular del cerebro central en la frenologia de Gall. La concepción moderna sobre la modularidad se inicia en 10s años cincuenta con la aparición de 10s primeros ordenadores y 10s primeros trabajos en el kea de la inteligencia artificial (IA) y la psicologia cognitiva. En esta forma de entender la modularidad el concepto de módulo va ligado claramente a la concepción computacional de la inteligencia y posee un estatus científic0 que no poseia la concepción modular de tradición filosófica o frenológica

Dark Tetrad and workplace deviance: Investigating the moderating role of organizational justice perceptions

This study tested the direct effects of Dark Tetrad traits on organizational and interpersonal counterproductive work behaviors (CWBs). We also examined the moderating effects of the three dimensions of organizational justice – distributive justice, procedural justice, and interactional justice – on the Dark Tetrad-CWBs relationships. Based on the data from 613 employees across different occupations, the results revealed that only psychopathy and sadism had significant effects on CWBs targeted at the organization. The results also supported the direct effect of sadism on interpersonal CWBs. The findings confirmed the moderating role of interactional justice but differentially, depending on the dark trait and the target of workplace deviance. Whereas low and medium levels of interactional justice moderated the relationship between Machiavellianism and CWBs directed to the organization, it did not play any role in narcissism, psychopathy, and sadism. Regarding CWBs aimed at other people, interactional justice emerged as a significant moderator in Machiavellianism and sadism. But, whereas sadistic employees performed more harmful behaviors toward other individuals whatever their level of interactional justice, if people high in Machiavellianism (Machs) perceived a high fair interpersonal treatment, they did not show deviant behaviors directed at other employees. The paper concludes with some suggestions and recommendations about the relevance of organizational justice in the influence of dark personality traits on CWBs

Analysis of a brief biodata scale as a predictor of job performance and its incremental validity over the Big Five and Dark Tetrad personality traits

The collection of biographical information (biodata) through CVs and application forms has many advantages, namely easiness of collection, acceptable validity, less prone to faking, and the fulfilment of legal requirements. However, its systematic use among practitioners is scarce. Two of the mains reasons is the overlap with other constructs like personality and the lack of validated biodata scales in articles and public repositories. Aimed to fill this gap, García-Izquierdo and colleagues developed an 8-item scale able to generate positive applicant reactions, but they did not provide empirical evidence that their scale is able to predict job performance. The present paper was developed for this purpose, investigating the scale’s relationship with four different dimensions of job performance (i.e., task performance, contextual performance, counterproductive behaviors, and adaptive performance) and its incremental validity with respect to Big Five and Dark Tetrad personality traits. The study comprises 528 employees from different organizations (Mage = 39.51, SD = 14.25; 52.8% women, Mexperience = 17.06, SD = 13.27) which voluntarily agreed to participate filling a questionnaire with the variables of interest. Results provide evidence of the predictive validity of the biodata scale in a multi-occupational sample; identify that these biodata contribute to predicting two specific types of job performance: contextual performance and adaptive performance; shows that a brief job-related biodata scale achieves results comparable to those of most personality traits in predictive models of job performance dimensions; and provide evidence of the incremental predictive validity of biodata over the Big Five and the Dark Tetrad. As a whole, these results provide support for the use of the scale in researcher and applied settings, and contributes to the advance the knowledge of biodata for personnel selection

Game-related assessments for personnel selection: A systematic review

Industrial development in recent decades has led to using information and communication technologies (ICT) to support personnel selection processes. One of the most notable examples is game-related assessments (GRA), supposedly as accurate as conventional tests but which generate better applicant reactions and reduce the likelihood of adverse impact and faking. However, such claims still lack scientific support. Given practitioners’ increasing use of GRA, this article reviews the scientific literature on gamification applied to personnel selection to determine whether the current state of the art supports their use in professional practice and identify specific aspects on which future research should focus. Following the PRISMA model, a search was carried out in the Web of Science and Scopus databases, identifying 34 valid articles, of which 85.3% are empirical studies that analyze five areas: (1) validity; (2) applicant reactions; (3) design of GRA; (4) personal characteristics and GRA; and (5) adverse impact and faking. Together, these studies show that GRA can be used in personnel selection but that the supposed advantages of GRA over conventional tests are fewer than imagined. The results also suggest several aspects on which research should focus (e.g., construct validity, differences depending on the type of game, prediction of different job performance dimensions), which could help define the situations in which the use of GRA may be recommended

Working memory, attention and compositionality

Es una práctica habitual en Psicología desarrollar microteorías para explicar datos muy concretos obtenidos en un conjunto limitado de tareas. Cuando todo el peso de la elaboración teórica recae en unos datos empíricos específicos sin tener en cuenta otras restricciones teóricas más generales, los grados de libertad para elaborar un modelo son en general muchos y esto hace que la proliferación de modelos sea considerable sin que se disponga de las suficientes restricciones para descartar cuáles son inadecuados. Las discusiones sobre qué modelos son los adecuados se enquistan en polémicas interminables. Teorías más generales permitirían integrar un mayor número de datos (empíricos y computacionales) en un todo con sentido y así se podrían descartar, de forma más simple y efectiva, los modelos que no se ajustan a estas restricciones. En este trabajo hemos intentado integrar en una todo con sentido algunas de las teorías existentes sobre un conjunto amplio de procesos (memoria de trabajo, razonamiento, procesamiento visual, procesamiento de lenguaje) y una amplia variedad de datos psicológicos, neurofisiológicos y computacionales. Como resultado se obtiene una teoría más general que, de forma razonable, permite imponer un amplio conjunto de restricciones a la hora de elaborar modelos sobre ciertos fenómenos y permite entre otras cosas descartar como inadecuados modelos actuales que gozan de cierto prestigio.It is standard practice in Psychology to develop microtheories to explain very specific data obtained from a reduced set of tasks. If more general theoretical constraints are disregarded, the results may be an uncontrolled proliferation of models. Discussions of which models are appropiate and which are not cause end less controversy. With a more general theory, one could put together a larger body of data (both empirical and computational) into a meaningful whole and could reject, simply and affectively, the models that do not meet the theory’s constraints. In this paper we bring together some of the existing theories on a set of processes (working memory, reasoning, visual and language processing) and a large variety of psychological, neurophysiological and computational data. We thus formulate a more general theory which, in a reasonable way, imposes a larger set of constraints on the preparation of models and challenges the validity of some inappropiate models that currently enjoy a certain prestige