Time After Time: Creating a Culture of Development by Assessing at Multiple Times

Organizations that promote a culture of learning and development among their employees are more likely to adapt and remain afloat in the turbulent environment in which most business are facing today. This symposium will discuss how assessing employee performance using varied methods and at different times can help to create culture change over time. The symposium will address the implementation of these methods as well as help practitioners to better understand the implications of changing assessment scores form time-one to time-two. The symposium will address the processes and the obstacles involved with using individual assessments to create long term change in the learning and development aspects of an organization’s culture

Exploring the Feasibility of Assessing Cultural Competence in Police Officers

Pathology, personality, and integrity-related construct assessments have been widely used in the selection of police officers. However, the incidence of police brutality and misconduct is still concerning. The present study explored the feasibility of the assessment of cultural competence in police officers. We explored the extent to which the change to the agency’s first ever Black CEO would affect cultural competence of the officers as well as incidence of misconduct. Results showed that scores on a cultural competence factor of an in-basket simulation used for promotional assessments at a state highway patrol agency were not predictive of either supervisor-rated performance or incidence of misconduct. Whereas results showed that misconduct was not predicted by the agency’s first Black CEO, cultural competence of the officers did increase after the change in command. Practical implications for law enforcement agencies and suggestions for future research are discussed

Retesting in a promotional process: Amount of time between tests accounting for magnitude of score increases

There are many reasons why an applicant may retake a selection test, whether it’s due to reasons outside of their control or perhaps their first test administration was unsuccessful. Research has shown that scores generally increase when applicants retake a test. However, research on situational judgment tests and in-basket simulations have been overshadowed by research on admissions tests, cognitive ability tests, and personality tests. Further, much research has focused on retesting effects during the initial selection process, but the current research aims to shed light on retesting effects during the promotional process. The literature shows conflicting findings regarding time between tests. While some literature says that more time between tests results in larger score increases, other research says that less time between tests results in larger score increases. The current study aims to clarify this conflicting history of research while closing the gap on types of assessments examined in the retesting literature. Results showed that more time between tests resulted in larger score gains for both the SJT and in the in-basket simulation. This is probably due to the nature of the test. SJTs and In-Baskets require a lot of job knowledge. Having more time on the job between tests would allow candidates to learn more and apply that on their second attempt at promotion. The literature on time between supports this notion. Studies that showed less time between tests resulted in larger score increases were assessing some aspect of cognitive ability. Perhaps for other tests less time between tests allows for greater score increases, but for job knowledge tests, more time between tests allows for these greater score increases. Practical implications and areas for future research are discussed. Keywords: retesting, promotion, in-basket, situational judgment tes

Defending your competency model: Sit back, relax and get comfortable

While commonly used in practice, some researchers have objected that competency models are not rigorously developed. The current study examines the utilization of development methods and the influence on the level of comfort with legally defending the competency model. Results indicated practitioners were more comfortable legally defending a model that was developed through SME interviews

The effects of self-efficacy, perceptions of ethical misconduct, and guilt-proneness on CWBs

This study examined the relationship between generalized self-efficacy, perceptions of ethical misconduct, guilt-proneness, and counterproductive work behaviors. We first hypothesized that self-efficacy would be negatively related to counterproductive work behaviors. Secondly, we hypothesized that perceptions of ethical misconduct and levels of guilt-proneness would mediate the negative relationship between generalized self-efficacy and counterproductive work behaviors. We surveyed 190 undergraduate students. To test our hypotheses, we used serial mediation (self-efficacy perceptions of ethical misconduct Guilt CWBs). Results supported our first hypothesis. However, we did not find support for the mediated relationship proposed in our second hypothesis

Examining Factors Influencing Use of a Decision Aid in Personnel Selection

In this research, two studies were conducted to examine factors influencing reliance on a decision aid in personnel selection. Specifically, this study examined the effect of feedback, validity of selection predictors, and presence of a decision aid on the use of the aid in personnel selection. The results demonstrate that when people are provided with the decision aid, their predictions were significantly more similar to the predictions made by the aid than people who were not provided with the aid. This suggests that when people are provided with an aid, they will use it to some degree. This research also shows that when provided with a decision aid with high cue validity, people will increase their reliance on the decision aid over multiple decisions

Are job qualifications only skin deep? How stigma against tattoos can result in failing to hire more qualified job candidates

Historically, tattoos and other body modification techniques have often been attributed to individuals that engage in negative behaviors, such as violence, sexual promiscuity and other less-than-healthy practices. Despite the stigma that has developed surrounding tattoos, the popularity of body-modification continues to rise. The current experiment analyzed the responses from 56 participants that completed a hiring simulation. The results of the study demonstrate that participants that had the lowest level of stigma against tattoos tended to make hiring decisions based on job qualifications and were more likely to hire job candidates that were more qualified when compared to minimally qualified job candidates regardless of the presence of visible tattoos on the job candidate. However, those with the highest levels of stigma against tattoos were more likely to make hiring decisions based solely on whether or not the job candidate had visible tattoos, and not based on job qualifications. Future research is recommended and practical considerations are discussed

Validity evidence and measurement equivalence for the Dutch translation of the conditional reasoning test for aggression

The Conditional Reasoning Test for Aggression (CRT-A) indirectly measures the implicit motive to aggress by engaging respondents in inductive reasoning tasks. Most research involving the CRT-A has been based on the original English version of the test with most data being collected in the United States. The purpose of the current paper is to evaluate the psychometric properties of a Dutch translation of this test and to examine if it could be used to predict measures of integrity. In the first of two studies, we evaluated the psychometric properties and measurement equivalence of the CRT-A across US and Dutch samples. In the second study, we examined validity evidence for the Dutch version of the CRT-A. Results from Study 1 indicated that the test was mostly equivalent across cultures (i.e. limited differential item functioning was detected). Results from Study 2 demonstrated that the Dutch version of the CRT-A was correlated with measures of behavioral integrity and provided incremental prediction of integrity over and above traditional self-report measures of explicit personality traits. We discuss the implications for using CRTs across different cultures and languages