Problem 1 – Motivation FAIRNESS: not discriminating against group
1. PERSON AS MACHINE (involuntary + unconscious) - Direct vs. indirect discrimination/adverse impact ( selection criteria = fair)
a) Instinct (Freud)
b) Need theory (Maslow): pyramid APPLICANT REACTIONS: 2-way process, organizational justice, more pos. reactions if:
o ERG theory (Alderfer): existence, relatedness + growth - Based on job analysis + more job relevant
c) Two-factor theory (Herzberg): hygiene + motivator needs - Less personally intrusive Abbreviations
d) Reinforcement theory (Skinner): rewards - Not contravening with justice expectations Beh.: behavior
- Allowing applicant + recruiters to meet Cogn.: cognitive
Cor.: correlation
2. PERSON AS SCIENTIST (rational) Diff.: different
a) VIE/expectancy theory (Vroom/Tolman): valence, instrumentality + expectancy. SELECTION METHODS Distr.: distributive (justice)
b) Dissonance theory (Festinger) 1. Interview: Emo.: emotional
c) Equity theory (Adams): Op/Ip = Oo/Io - Unstructured vs. structured (situational vs. behavioral) Env.: environment
Indiv.: individual
d) Fairness theory: distributive + procedural justice. - Primacy + similarity effects bias Medit.: Mediterranean
- Requirements: Neg.: negative
3. PERSON AS INTENTIONAL/JUDGE (limited rationality, intentions) o Consistency across interviews O C E A N/ES: Big 5
a) Goal-setting theory (Locke): goal = intention = motivation. o Interviewers trained Org.: organization
Perf.: performance
o Challenging + specific goals, feedback + participation o Questions relevant for job Pers.: personal
o Goal acceptance vs. goal commitment o Questions same for all participants Phys.: physiological
o Feedback loop o Interviewer no prior info applicant Pos.: positive
b) Control theory: compare actual performance to standard o Evaluation after interview done Proced.: procedural (justice)
Psych.: psychological
Needs motives goals performance - P-O fit + impression management Rel.: relationship
- W performing slightly better than B + H Sat.: satisfaction
SELF EFFICACY: mastery experiences, modelling, soc. persuasion, phys. States - High validity, moderate-pos. reactions, high use Sit.: situational
- Cons: vulnerable biases, subjective, unreliable Soc.: social
JOB ENRICHMENT: skill variety, task identity, task significance, autonomy + task feedback 2. Psychometric tests
----------------------------------------------------------------------------------------------------------------------- - Cognitive ability tests: high validity, neg.-moderate reactions, moderate use
Problem 2 – Selection o Single best predictor
Job analysis Identify selection criteria Choose method Evaluation o High adverse impact
Person specification Reliability + validity Candidate reactions o Young + W better general g
Job description Legality + fairness Validation
- Personality tests: moderate validity, neg.-moderate reactions, moderate use
Competency model Cost + reactions Utility assessment
o Only incremental validity (extra).
JOB ANALYSIS: systematic info about job o C best predictor
- Job/task-oriented o Not many cultural differences
- Worker/person-oriented 3. References: low validity, pos. reactions, high use
4. Biodata: validity can be high, neg.-moderate reactions, moderate use
VALIDITY: observed test score = good indication of construct - High predictive validity, low adverse impact
- Systematic predictable - Hard vs. soft items
- Vs. reliability (unpredictable) 5. Work-sample tests: high validity, pos. reactions, low use (BUT: expensive)
- Content: representative of construct Face: first impression 6. Handwriting analysis: low validity, neg.-moderate reactions, low use
- Construct: hypothetical Convergent + Discriminant 7. Assessment centers: validity can be high, pos. reaction, moderate use
- Criterion: predictor + criterion (r2) Predictive, Concurrent + Incremental - Low adverse impact
- Faith: halo effect, appearance org. -----------------------------------------------------------------------------------------------------------------------
1. PERSON AS MACHINE (involuntary + unconscious) - Direct vs. indirect discrimination/adverse impact ( selection criteria = fair)
a) Instinct (Freud)
b) Need theory (Maslow): pyramid APPLICANT REACTIONS: 2-way process, organizational justice, more pos. reactions if:
o ERG theory (Alderfer): existence, relatedness + growth - Based on job analysis + more job relevant
c) Two-factor theory (Herzberg): hygiene + motivator needs - Less personally intrusive Abbreviations
d) Reinforcement theory (Skinner): rewards - Not contravening with justice expectations Beh.: behavior
- Allowing applicant + recruiters to meet Cogn.: cognitive
Cor.: correlation
2. PERSON AS SCIENTIST (rational) Diff.: different
a) VIE/expectancy theory (Vroom/Tolman): valence, instrumentality + expectancy. SELECTION METHODS Distr.: distributive (justice)
b) Dissonance theory (Festinger) 1. Interview: Emo.: emotional
c) Equity theory (Adams): Op/Ip = Oo/Io - Unstructured vs. structured (situational vs. behavioral) Env.: environment
Indiv.: individual
d) Fairness theory: distributive + procedural justice. - Primacy + similarity effects bias Medit.: Mediterranean
- Requirements: Neg.: negative
3. PERSON AS INTENTIONAL/JUDGE (limited rationality, intentions) o Consistency across interviews O C E A N/ES: Big 5
a) Goal-setting theory (Locke): goal = intention = motivation. o Interviewers trained Org.: organization
Perf.: performance
o Challenging + specific goals, feedback + participation o Questions relevant for job Pers.: personal
o Goal acceptance vs. goal commitment o Questions same for all participants Phys.: physiological
o Feedback loop o Interviewer no prior info applicant Pos.: positive
b) Control theory: compare actual performance to standard o Evaluation after interview done Proced.: procedural (justice)
Psych.: psychological
Needs motives goals performance - P-O fit + impression management Rel.: relationship
- W performing slightly better than B + H Sat.: satisfaction
SELF EFFICACY: mastery experiences, modelling, soc. persuasion, phys. States - High validity, moderate-pos. reactions, high use Sit.: situational
- Cons: vulnerable biases, subjective, unreliable Soc.: social
JOB ENRICHMENT: skill variety, task identity, task significance, autonomy + task feedback 2. Psychometric tests
----------------------------------------------------------------------------------------------------------------------- - Cognitive ability tests: high validity, neg.-moderate reactions, moderate use
Problem 2 – Selection o Single best predictor
Job analysis Identify selection criteria Choose method Evaluation o High adverse impact
Person specification Reliability + validity Candidate reactions o Young + W better general g
Job description Legality + fairness Validation
- Personality tests: moderate validity, neg.-moderate reactions, moderate use
Competency model Cost + reactions Utility assessment
o Only incremental validity (extra).
JOB ANALYSIS: systematic info about job o C best predictor
- Job/task-oriented o Not many cultural differences
- Worker/person-oriented 3. References: low validity, pos. reactions, high use
4. Biodata: validity can be high, neg.-moderate reactions, moderate use
VALIDITY: observed test score = good indication of construct - High predictive validity, low adverse impact
- Systematic predictable - Hard vs. soft items
- Vs. reliability (unpredictable) 5. Work-sample tests: high validity, pos. reactions, low use (BUT: expensive)
- Content: representative of construct Face: first impression 6. Handwriting analysis: low validity, neg.-moderate reactions, low use
- Construct: hypothetical Convergent + Discriminant 7. Assessment centers: validity can be high, pos. reaction, moderate use
- Criterion: predictor + criterion (r2) Predictive, Concurrent + Incremental - Low adverse impact
- Faith: halo effect, appearance org. -----------------------------------------------------------------------------------------------------------------------
