Due to the rapid of globalization in the Information Age, students must become adept at navigatin... more Due to the rapid of globalization in the Information Age, students must become adept at navigating the complex and ambiguous nature of the global business environment. One major roadblock for training students to become global professionals is the lack of international curriculum within Industrial/Organizational (I/O) Psychology programs at leading post-graduate training institutions. This article examines the methodologies and best practices used in establishing an International I/O Psychology curriculum at the graduate level developed to train students to better understand and work within the complexities of the global business environment. In this article we discuss the process we used to identify the major curriculum components needed for training in international I/O Psychology, and we provide specific advice for programs considering internationalization as well as lessons learned.
A growing body of applied research has identified certain psychological traits that are predictiv... more A growing body of applied research has identified certain psychological traits that are predictive of worker safety. However, most of these studies suffer from an overreliance on common method bias caused by self-report measures of both: (a) personal factors such as personality traits; and (b) outcomes such as safety behaviors and injuries. This study utilized archival data from 796 employees at a large U.S. automobile manufacturer. Data were gathered on a pre-employment assessment, SecureFit®, that measured key personality characteristics such as conscientiousness, locus of control, and risk taking. In addition, objective measures of workers' compensation claims and disciplinary actions were also gathered. The results indicated that disciplinary actions and workers' compensation claims were strongly correlated. It also demonstrated that the pre-employment assessment was able to predict both disciplinary actions and workers' compensation claims up to 12months in the futu...
Employee turnover is costly. In addition to replacement fees, there are hidden costs such as prod... more Employee turnover is costly. In addition to replacement fees, there are hidden costs such as productivity loss, workplace safety issues, and morale damage. an improved selection process that assesses candidates' turnover risk and motivational fit early in the hiring process helps reduce turnover that translates into organization profitability. [ABSTRACT FROM AUTHOR] Copyright of Industrial Management is the property of Institute of Industrial Engineers and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)
This study examined the construct and criterion-related validity of a psychomotor work sample in ... more This study examined the construct and criterion-related validity of a psychomotor work sample in predicting safety incidents in addition to job performance for entry-level manufacturing jobs. Results shed light to the underlying constructs measured in the work sample and demonstrated usefulness of a pre-employment work sample in improving workplace safety.
We examined score differences on various measures, as well the correlations with work simulation ... more We examined score differences on various measures, as well the correlations with work simulation performance, among groups with different endorsement rates to bogus items in a manufacturing applicant sample. We found that fakers score lower in ability and higher on personality and biodata measures, which also affects validity. While the predictive validity of personality measures has been confirmed by various research findings (Barrick, Mount, & Judge, 2001; Hurtz & Donovan, 2000), concerns still remain in the literature about the potentially detrimental effects of applicant faking on these measures. The primary concerns are that applicants do in fact fake in selection settings (Donovan, Dwight, and Hurtz, 2003) and that this negatively impacts the criterion-related validity of personality measures (Komar, Brown, Komar & Robie, 2008; Harold, McFarland, & Weekley, 2003). Unfortunately, research findings regarding these points are contradictory and thus the literature still remains in...
This study summarizes the development and validation of a multi-method integrity measure. The res... more This study summarizes the development and validation of a multi-method integrity measure. The results provide insight into the underlying measurement model of integrity, the role that overt and covert measures play in predicting multiple counterproductive criteria and the value of situational judgment testing for integrity purposes. Estimates of the cost of employee theft range from $10 to $200 billion dollars annually (" Employee Theft: Legal Aspects-Estimates Of Cost, " n.d.). Very little is known about the true prevalence of employee theft or exactly how costly it is for employers. What we do know is that it is expensive and a key issue for almost all organizations. Personnel psychologists have been helping to identify individuals who are more likely to engage in theft and other counterproductive work behaviors for many years through the use of integrity tests. The predictive value of integrity tests has been established (e.g., Ones, Viswesvaran & Schmidt, 1993) in the ...
Workplace safety research has an overreliance on common method bias caused by self-report measure... more Workplace safety research has an overreliance on common method bias caused by self-report measures of personality and other personal factors as well as criteria such as safety performance, and injuries. This study utilized a pre-employment assessment, SecureFit® to predict objective measures of workers’ compensation claims and corrective actions.
Organizations have searched for ways to increase employee retention through a variety of methods.... more Organizations have searched for ways to increase employee retention through a variety of methods. The current study focuses on the relationship between the level of motivational fit, or person-job fit, with turnover status and job performance. A predictive designed study was conducted to investigate if a standardized forced-choice person-job fit measure, Personal Preference Questionnaire, would add incremental predictive power to that of biographical information. Our findings support the usage of such measure for personnel selection and assessment purposes to reduce new hire turnover and increase job performance. A primary goal of selection researchers and practitioners is to develop and utilize assessment tools that accurately predict individuals' future job performance. This is usually accomplished through various measures of merit including past behavior, KSAs and personality. However, an organization is unlikely to be satisfied with a selection system that identifies the bes...
Due to the rapid of globalization in the Information Age, students must become adept at navigatin... more Due to the rapid of globalization in the Information Age, students must become adept at navigating the complex and ambiguous nature of the global business environment. One major roadblock for training students to become global professionals is the lack of international curriculum within Industrial/Organizational (I/O) Psychology programs at leading post-graduate training institutions. This article examines the methodologies and best practices used in establishing an International I/O Psychology curriculum at the graduate level developed to train students to better understand and work within the complexities of the global business environment. In this article we discuss the process we used to identify the major curriculum components needed for training in international I/O Psychology, and we provide specific advice for programs considering internationalization as well as lessons learned.
A growing body of applied research has identified certain psychological traits that are predictiv... more A growing body of applied research has identified certain psychological traits that are predictive of worker safety. However, most of these studies suffer from an overreliance on common method bias caused by self-report measures of both: (a) personal factors such as personality traits; and (b) outcomes such as safety behaviors and injuries. This study utilized archival data from 796 employees at a large U.S. automobile manufacturer. Data were gathered on a pre-employment assessment, SecureFit®, that measured key personality characteristics such as conscientiousness, locus of control, and risk taking. In addition, objective measures of workers' compensation claims and disciplinary actions were also gathered. The results indicated that disciplinary actions and workers' compensation claims were strongly correlated. It also demonstrated that the pre-employment assessment was able to predict both disciplinary actions and workers' compensation claims up to 12months in the futu...
Employee turnover is costly. In addition to replacement fees, there are hidden costs such as prod... more Employee turnover is costly. In addition to replacement fees, there are hidden costs such as productivity loss, workplace safety issues, and morale damage. an improved selection process that assesses candidates' turnover risk and motivational fit early in the hiring process helps reduce turnover that translates into organization profitability. [ABSTRACT FROM AUTHOR] Copyright of Industrial Management is the property of Institute of Industrial Engineers and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)
This study examined the construct and criterion-related validity of a psychomotor work sample in ... more This study examined the construct and criterion-related validity of a psychomotor work sample in predicting safety incidents in addition to job performance for entry-level manufacturing jobs. Results shed light to the underlying constructs measured in the work sample and demonstrated usefulness of a pre-employment work sample in improving workplace safety.
We examined score differences on various measures, as well the correlations with work simulation ... more We examined score differences on various measures, as well the correlations with work simulation performance, among groups with different endorsement rates to bogus items in a manufacturing applicant sample. We found that fakers score lower in ability and higher on personality and biodata measures, which also affects validity. While the predictive validity of personality measures has been confirmed by various research findings (Barrick, Mount, & Judge, 2001; Hurtz & Donovan, 2000), concerns still remain in the literature about the potentially detrimental effects of applicant faking on these measures. The primary concerns are that applicants do in fact fake in selection settings (Donovan, Dwight, and Hurtz, 2003) and that this negatively impacts the criterion-related validity of personality measures (Komar, Brown, Komar & Robie, 2008; Harold, McFarland, & Weekley, 2003). Unfortunately, research findings regarding these points are contradictory and thus the literature still remains in...
This study summarizes the development and validation of a multi-method integrity measure. The res... more This study summarizes the development and validation of a multi-method integrity measure. The results provide insight into the underlying measurement model of integrity, the role that overt and covert measures play in predicting multiple counterproductive criteria and the value of situational judgment testing for integrity purposes. Estimates of the cost of employee theft range from $10 to $200 billion dollars annually (" Employee Theft: Legal Aspects-Estimates Of Cost, " n.d.). Very little is known about the true prevalence of employee theft or exactly how costly it is for employers. What we do know is that it is expensive and a key issue for almost all organizations. Personnel psychologists have been helping to identify individuals who are more likely to engage in theft and other counterproductive work behaviors for many years through the use of integrity tests. The predictive value of integrity tests has been established (e.g., Ones, Viswesvaran & Schmidt, 1993) in the ...
Workplace safety research has an overreliance on common method bias caused by self-report measure... more Workplace safety research has an overreliance on common method bias caused by self-report measures of personality and other personal factors as well as criteria such as safety performance, and injuries. This study utilized a pre-employment assessment, SecureFit® to predict objective measures of workers’ compensation claims and corrective actions.
Organizations have searched for ways to increase employee retention through a variety of methods.... more Organizations have searched for ways to increase employee retention through a variety of methods. The current study focuses on the relationship between the level of motivational fit, or person-job fit, with turnover status and job performance. A predictive designed study was conducted to investigate if a standardized forced-choice person-job fit measure, Personal Preference Questionnaire, would add incremental predictive power to that of biographical information. Our findings support the usage of such measure for personnel selection and assessment purposes to reduce new hire turnover and increase job performance. A primary goal of selection researchers and practitioners is to develop and utilize assessment tools that accurately predict individuals' future job performance. This is usually accomplished through various measures of merit including past behavior, KSAs and personality. However, an organization is unlikely to be satisfied with a selection system that identifies the bes...
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