{"title":"招聘和评估材料中多样性线索的含义:反应和表现","authors":"Juliya Golubovich, Ann Marie Ryan","doi":"10.1111/ijsa.12401","DOIUrl":null,"url":null,"abstract":"<p>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.</p>","PeriodicalId":51465,"journal":{"name":"International Journal of Selection and Assessment","volume":null,"pages":null},"PeriodicalIF":2.6000,"publicationDate":"2022-08-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"0","resultStr":"{\"title\":\"Implications of diversity cues in recruitment and assessment materials: Reactions and performance\",\"authors\":\"Juliya Golubovich, Ann Marie Ryan\",\"doi\":\"10.1111/ijsa.12401\",\"DOIUrl\":null,\"url\":null,\"abstract\":\"<p>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.</p>\",\"PeriodicalId\":51465,\"journal\":{\"name\":\"International Journal of Selection and Assessment\",\"volume\":null,\"pages\":null},\"PeriodicalIF\":2.6000,\"publicationDate\":\"2022-08-24\",\"publicationTypes\":\"Journal Article\",\"fieldsOfStudy\":null,\"isOpenAccess\":false,\"openAccessPdf\":\"\",\"citationCount\":\"0\",\"resultStr\":null,\"platform\":\"Semanticscholar\",\"paperid\":null,\"PeriodicalName\":\"International Journal of Selection and Assessment\",\"FirstCategoryId\":\"91\",\"ListUrlMain\":\"https://onlinelibrary.wiley.com/doi/10.1111/ijsa.12401\",\"RegionNum\":4,\"RegionCategory\":\"管理学\",\"ArticlePicture\":[],\"TitleCN\":null,\"AbstractTextCN\":null,\"PMCID\":null,\"EPubDate\":\"\",\"PubModel\":\"\",\"JCR\":\"Q3\",\"JCRName\":\"MANAGEMENT\",\"Score\":null,\"Total\":0}","platform":"Semanticscholar","paperid":null,"PeriodicalName":"International Journal of Selection and Assessment","FirstCategoryId":"91","ListUrlMain":"https://onlinelibrary.wiley.com/doi/10.1111/ijsa.12401","RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q3","JCRName":"MANAGEMENT","Score":null,"Total":0}
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.
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.