招聘和评估材料中多样性线索的含义:反应和表现

IF 2.6 4区 管理学 Q3 MANAGEMENT International Journal of Selection and Assessment Pub Date : 2022-08-24 DOI:10.1111/ijsa.12401
Juliya Golubovich, Ann Marie Ryan
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引用次数: 0

摘要

招聘和评估材料中有关组织多样性的线索可以作为推断社会群体成员如何被对待的信号。然而,关于身份-偶然性(多样性)线索的理论对多种线索的相互作用如何影响选择工具的表现提供了很少的指导。本实验采用模拟选择的方法,对员工感言和情境判断测试(SJT)项目中的种族多样性线索进行操纵,考察其对个体表现和反应的影响。SJT多样性线索通过降低注意力间接降低了SJT的表现。与类似的非多样性版本相比,个体对带有多样性线索的SJT与工作的相关性更低,而对评估的预测效度和执行机会的感知不受影响。对评估反应的影响不随参与者种族或员工证言中多样性线索的存在而变化。如果推荐信后面跟着的是具有更多样化项目代表的SJT,那么观看更多样化演讲者的推荐信的个人随后会更受组织的吸引。讨论了对评估设计和招聘的影响。
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Implications of diversity cues in recruitment and assessment materials: Reactions and performance

Cues regarding organizational diversity in recruitment and assessment materials can serve as signals to infer how members of a social group are treated. However, theory on identity–contingency (diversity) cues provides little guidance as to how the interaction of multiple cues impacts performance on selection tools. In an experiment, racial diversity cues in employee testimonials and situational judgment test (SJT) items were manipulated in a simulated selection process to examine implications for individuals' performance and reactions. SJT diversity cues indirectly reduced SJT performance via lower attentiveness. Individuals also evaluated an SJT with diversity cues to be less related to the job than a similar, nondiverse version, whereas perceptions of the assessment's predictive validity and opportunity to perform on it were unaffected. Effects on assessment reactions did not vary as a function of participant race or the presence of diversity cues in employee testimonials. Individuals who watched testimonials with more diverse speakers were subsequently more attracted to the organization if the testimonials were followed by the SJT with more diverse representation in items. Implications for assessment design and recruitment are discussed.

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来源期刊
CiteScore
4.10
自引率
31.80%
发文量
46
期刊介绍: The International Journal of Selection and Assessment publishes original articles related to all aspects of personnel selection, staffing, and assessment in organizations. Using an effective combination of academic research with professional-led best practice, IJSA aims to develop new knowledge and understanding in these important areas of work psychology and contemporary workforce management.
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