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Counterproductive academic behaviors (CAB) are a major problem for educational institutions all over the world. For this reason, to determine the potential predictors of CAB is relevant. After defining CAB and introducing a typology of seven CABs facets (i.e., cheating, absenteeism, plagiarism, deception, breach of rules, low effort, and misuse of resources), this study reports on a comprehensive meta-analysis carried out to estimate the relationships between CAB and its facets with the Big Five personality dimensions and intelligence. Results showed that conscientiousness (K = 77, N = 31,473, ρ = -.28) and agreeableness (K = 56, N = 24,436, ρ = -.14) were predictors of the student's propensity to engage in CAB. Conscientiousness also predicted the 7 facets of CAB, particularly absenteeism (ρ = -.30), cheating (ρ = -.34), misuse of resources (ρ = -.32), low effort (ρ = -.29), and breach of rules (ρ = -.27). Intelligence showed a negative relationship with CAB (K = 55, N = 30,052, ρ = -.19), and it was the best predictor of deception (K = 18, N = 3,575 ρ = -.48). The educational level, the type of cognitive tests, and the intelligence factor assessed were relevant moderators of the validity estimates. The validity of a compound of conscientiousness, agreeableness, and intelligence was .42 for predicting overall CAB. Finally, we discuss the theoretical and practical implications of the findings. (PsycInfo Database Record (c) 2021 APA, all rights reserved).
Dámaris Cuadrado; Jesús F. Salgado; Silvia Moscoso. Personality, intelligence, and counterproductive academic behaviors: A meta-analysis. Journal of Personality and Social Psychology 2021, 120, 504 -537.
AMA StyleDámaris Cuadrado, Jesús F. Salgado, Silvia Moscoso. Personality, intelligence, and counterproductive academic behaviors: A meta-analysis. Journal of Personality and Social Psychology. 2021; 120 (2):504-537.
Chicago/Turabian StyleDámaris Cuadrado; Jesús F. Salgado; Silvia Moscoso. 2021. "Personality, intelligence, and counterproductive academic behaviors: A meta-analysis." Journal of Personality and Social Psychology 120, no. 2: 504-537.
Counterproductive academic behaviors (CAB) is a problem that has plagued academic institutions for centuries. However, research has mostly been focused on higher learning institutes in North America. For this reason, literature on CAB must be expanded to other geographical areas and academic levels. The present research analyses the prevalence and correlates of CAB in a sample of Spanish high school students. The results indicate that CAB is a common phenomenon, cheating and low effort behaviors being the most prevalent forms. Correlational analyses revealed that conscientiousness (ρ = -.55, p < .01), emotional stability (ρ = .28, p < .01), and agreeableness (ρ = -.26, p < .05) are predictors of CAB. Multiple regression analyses showed that conscientiousness is the dimension exerting the strongest impact on CAB (β = -.64, p < .01), followed by agreeableness, and emotional stability. These three dimensions accounted for 51% of CAB variance. Last, implications for theory and practice are described.
Dámaris Cuadrado; Jesús F. Salgado; Silvia Moscoso. Individual differences and counterproductive academic behaviors in high school. PLOS ONE 2020, 15, e0238892 .
AMA StyleDámaris Cuadrado, Jesús F. Salgado, Silvia Moscoso. Individual differences and counterproductive academic behaviors in high school. PLOS ONE. 2020; 15 (9):e0238892.
Chicago/Turabian StyleDámaris Cuadrado; Jesús F. Salgado; Silvia Moscoso. 2020. "Individual differences and counterproductive academic behaviors in high school." PLOS ONE 15, no. 9: e0238892.
Jesús F. Salgado. Bandwidth-Fidelity Dilemma. Encyclopedia of Personality and Individual Differences 2020, 370 -373.
AMA StyleJesús F. Salgado. Bandwidth-Fidelity Dilemma. Encyclopedia of Personality and Individual Differences. 2020; ():370-373.
Chicago/Turabian StyleJesús F. Salgado. 2020. "Bandwidth-Fidelity Dilemma." Encyclopedia of Personality and Individual Differences , no. : 370-373.
This paper presents a study with four independent samples on the validity of cognitive reflection (CR) for predicting job performance and academic outcomes. The results showed that CR was a valid predictor of academic outcomes (i.e., grades and exam marks) and job performance (i.e., assessment center ratings). The magnitude of the CR validity was similar to the validity of GMA. Moreover, we found that CR and GMA were moderately correlated, and multiple regression analyses showed that CR added a small amount of validity over GMA validity for predicting both types of performance. Finally, we discuss the implications of the findings for the theory and practice of predicting performance and organizational sustainability.
Jesús F. Salgado; Inmaculada Otero; Silvia Moscoso. Cognitive Reflection and General Mental Ability as Predictors of Job Performance. Sustainability 2019, 11, 6498 .
AMA StyleJesús F. Salgado, Inmaculada Otero, Silvia Moscoso. Cognitive Reflection and General Mental Ability as Predictors of Job Performance. Sustainability. 2019; 11 (22):6498.
Chicago/Turabian StyleJesús F. Salgado; Inmaculada Otero; Silvia Moscoso. 2019. "Cognitive Reflection and General Mental Ability as Predictors of Job Performance." Sustainability 11, no. 22: 6498.
Academic dishonesty (AD) is a problem that affects all higher education institutions. It hurts their reputation, undermines integrity programs, and sidelines sustainability efforts. To understand its negative impact, the empirical study of AD is a critical issue. Up to now, the majority of research on AD has taken place in the North American context. The current research analyzes the prevalence of AD in a non-American university and, focusing on individual differences, examines some of its causes and consequences. The results prove that: (1) AD is a problem that occurs frequently among students; (2) three dimensions of the big five personality model correlate with AD. These are conscientiousness (ρ = −0.49, p < 0.01), extraversion (ρ = 0.39, p < 0.01), and agreeableness (ρ = −0.14, p < 0.01); (3) AD is associated to students’ GPA (Grade Point Average) (ρ = −0.34, p < 0.01) and contextual performance (ρ = −0.50, p < 0.01); (4) personality accounts for 30% of AD variance (R = 0.55, p < 0.01); and (5) AD and some of the studied individual differences explain 38% and 41% of GPA and contextual performance variance (R = 0.62, p < 0.01 and R = 0.64, p < 0.01). Implications for research and practice are discussed.
Dámaris Cuadrado; Jesús F. Salgado; Silvia Moscoso. Prevalence and Correlates of Academic Dishonesty: Towards a Sustainable University. Sustainability 2019, 11, 6062 .
AMA StyleDámaris Cuadrado, Jesús F. Salgado, Silvia Moscoso. Prevalence and Correlates of Academic Dishonesty: Towards a Sustainable University. Sustainability. 2019; 11 (21):6062.
Chicago/Turabian StyleDámaris Cuadrado; Jesús F. Salgado; Silvia Moscoso. 2019. "Prevalence and Correlates of Academic Dishonesty: Towards a Sustainable University." Sustainability 11, no. 21: 6062.
Objectives: This reliability generalization study aimed to estimate the mean and variance of the interrater reliability coefficients (ryy) of supervisory ratings of overall, task, contextual, and positive job performance. The moderating effect of the appraisal purpose and the scale type was examined. It was hypothesized that the ratings collected for research purposes and multi-item scales have higher ryy. It was also examined whether ryy was similar for the four performance dimensions. Method: A database consisting of 224 independent samples was created and hierarchical sub-grouping meta-analyses were conducted. Results: The appraisal purpose was a moderator of ryy for the four performance dimensions. Scale type was a moderator of ryy for overall and task performance collected for research purposes. The findings also suggest that supervisors seem to have less difficulty evaluating overall job performance than task, contextual, and positive performance. The best estimates of the observed ryy for overall job performance are 0.61 for research-collected ratings and 0.45 for administrative-collected ratings. Conclusions: (1) Appraisal purpose moderates ryy and researchers and practitioners should be aware of its effects before collecting ratings or using empirically-derived interrater reliability distributions, (2) Scale type seems to moderate ryy in the case of the ratings collected for research purposes, only, (3) overall job performance is more reliably rated than task, contextual, and positive performance. Implications for research and practice are discussed.
Jesús F. Salgado; Silvia Moscoso. Meta-Analysis of Interrater Reliability of Supervisory Performance Ratings: Effects of Appraisal Purpose, Scale Type, and Range Restriction. Frontiers in Psychology 2019, 10, 1 .
AMA StyleJesús F. Salgado, Silvia Moscoso. Meta-Analysis of Interrater Reliability of Supervisory Performance Ratings: Effects of Appraisal Purpose, Scale Type, and Range Restriction. Frontiers in Psychology. 2019; 10 ():1.
Chicago/Turabian StyleJesús F. Salgado; Silvia Moscoso. 2019. "Meta-Analysis of Interrater Reliability of Supervisory Performance Ratings: Effects of Appraisal Purpose, Scale Type, and Range Restriction." Frontiers in Psychology 10, no. : 1.
This paper presents a series of meta-analyses of the validity of general mental ability (GMA) for predicting five occupational criteria, including supervisory ratings of job performance, production records, work sample tests, instructor ratings, and grades. The meta-analyses were conducted with a large database of 467 technical reports of the validity of the General Aptitude Test Battery (GATB) which included 630 independent samples. GMA showed to be a consistent predictor of the five criteria, but the magnitude of the operational validity was not the same across the five criteria. Results also showed that job complexity is a moderator of the GMA validity for the performance criteria. We also found that the GMA validity estimates are slightly smaller than the previous ones obtained by Hunter and Hunter (1984). Finally, we discuss the implications of these findings for the research and practice of personnel selection.
Jesús F. Salgado; Silvia Moscoso. Meta-Analysis of the Validity of General Mental Ability for Five Performance Criteria: Hunter and Hunter (1984) Revisited. Frontiers in Psychology 2019, 10, 2227 .
AMA StyleJesús F. Salgado, Silvia Moscoso. Meta-Analysis of the Validity of General Mental Ability for Five Performance Criteria: Hunter and Hunter (1984) Revisited. Frontiers in Psychology. 2019; 10 ():2227.
Chicago/Turabian StyleJesús F. Salgado; Silvia Moscoso. 2019. "Meta-Analysis of the Validity of General Mental Ability for Five Performance Criteria: Hunter and Hunter (1984) Revisited." Frontiers in Psychology 10, no. : 2227.
Jesús F. Salgado; Santiago Blanco; Silvia Moscoso. Subjective Well-being and Job Performance: Testing of a Suppressor Effect. Revista de Psicología del Trabajo y de las Organizaciones 2019, 35, 93 -102.
AMA StyleJesús F. Salgado, Santiago Blanco, Silvia Moscoso. Subjective Well-being and Job Performance: Testing of a Suppressor Effect. Revista de Psicología del Trabajo y de las Organizaciones. 2019; 35 (2):93-102.
Chicago/Turabian StyleJesús F. Salgado; Santiago Blanco; Silvia Moscoso. 2019. "Subjective Well-being and Job Performance: Testing of a Suppressor Effect." Revista de Psicología del Trabajo y de las Organizaciones 35, no. 2: 93-102.
This short research note reports on a study on the robustness of a quasi-ipsative forced-choice (FC) personality inventory for controlling the effects of faking. A sample of 126 active managers was randomly divided in three independent groups, with 42 individuals per group. We used an experimental three-group design in which the independent variable was the instructional set (faking, neutral, and honest), and the dependent variables were the scores in the Big Five personality dimensions. The results showed that the average effect sizes were .01, -.02, and 0 for the comparisons among fakinghonest, faking-neutral, and neutral-honest groups. These findings showed that the quasi-ipsative FC format with algebraic non-dependence among the scales is a very robust way of controlling faking. We recommend practitioners to use this technology for making personnel ion decisions. ,Este breve nota de investigación se centra en un estudio sobre la fortaleza de un inventario de personalidad cuasi-ipsativo de elección forzosa para controlar los efectos del falseamiento. Se dividió aleatoriamente la muestra de 126 ejecutivos en activo en tres grupos independientes de 42 sujetos cada uno. Se utilizó un diseño experimental de tres grupos en el que la variable independiente era el conjunto de instrucciones (falseamiento, neutralidad u honestidad) y las variables independientes,estaban constituidas por las puntuaciones de las dimensiones de personalidad de los cinco grandes. Los resultados mostraron que el tamaño medio del efecto era .01, -.02 y 0 para las comparaciones entre los grupos falseamiento-honestidad, falseamiento-neutralidad y neutralidad-honestidad. Estos resultados manifiestan que el formato cuasi-ipsativo de elección forzada sin dependencia algebraica entre las escalas es un modo muy sólido de controlar el falseamiento. Recomendamos a los profesionales que utilicen esta tecnología a la hora de tomar decisiones en selección de personal.
Jesús F. Salgado; Mario Lado. Faking Resistance of a Quasi-ipsative Forced-Choice Personality Inventory without Algebraic Dependence. Revista de Psicología del Trabajo y de las Organizaciones 2018, 34, 213 -216.
AMA StyleJesús F. Salgado, Mario Lado. Faking Resistance of a Quasi-ipsative Forced-Choice Personality Inventory without Algebraic Dependence. Revista de Psicología del Trabajo y de las Organizaciones. 2018; 34 (3):213-216.
Chicago/Turabian StyleJesús F. Salgado; Mario Lado. 2018. "Faking Resistance of a Quasi-ipsative Forced-Choice Personality Inventory without Algebraic Dependence." Revista de Psicología del Trabajo y de las Organizaciones 34, no. 3: 213-216.
We examined the association of burnout with borderline personality (BP) traits in a study of 1,163 educational staff (80.9% women; mean age: 42.96). Because burnout has been found to overlap with depression, parallel analyses of burnout and depression were conducted. Burnout symptoms were assessed with the Shirom-Melamed Burnout Measure, depressive symptoms with the PHQ-9, and BP traits with the Borderline Personality Questionnaire. Burnout was found to be associated with BP traits, controlling for neuroticism and history of depressive disorders. In women, burnout was linked to both the “affective insecurity” and the “impulsiveness” component of BP. In men, only the link between burnout and “affective insecurity” reached statistical significance. Compared to participants with “low” BP scores, participants with “high” BP scores reported more burnout symptoms, depressive symptoms, neuroticism, and occupational stress and less satisfaction with life. Disattenuated correlations between burnout and depression were close to 1, among both women (0.91) and men (0.94). The patterns of association of burnout and depression with the main study variables were similar, pointing to overlapping nomological networks. Burnout symptoms were only partly attributed to work by our participants. Our findings suggest that burnout is associated with BP traits through burnout-depression overlap.
Renzo Bianchi; Jean-Pierre Rolland; Jesús F. Salgado. Burnout, Depression, and Borderline Personality: A 1,163-Participant Study. Frontiers in Psychology 2018, 8, 1 .
AMA StyleRenzo Bianchi, Jean-Pierre Rolland, Jesús F. Salgado. Burnout, Depression, and Borderline Personality: A 1,163-Participant Study. Frontiers in Psychology. 2018; 8 ():1.
Chicago/Turabian StyleRenzo Bianchi; Jean-Pierre Rolland; Jesús F. Salgado. 2018. "Burnout, Depression, and Borderline Personality: A 1,163-Participant Study." Frontiers in Psychology 8, no. : 1.
The importance of the area under the normal curve (AUC) as a measure of the effect size (ES) in applied and forensic research has been highlighted in several articles and Tables for ing the AUC curve into Pearson?s rpb and Cohen?s d have been published.
Jesús F. Salgado. Transforming the Area under the Normal Curve (AUC) into Cohen’s d, Pearson’s r pb , Odds-Ratio, and Natural Log Odds-Ratio: Two Conversion Tables. The European Journal of Psychology Applied to Legal Context 2018, 10, 35 -47.
AMA StyleJesús F. Salgado. Transforming the Area under the Normal Curve (AUC) into Cohen’s d, Pearson’s r pb , Odds-Ratio, and Natural Log Odds-Ratio: Two Conversion Tables. The European Journal of Psychology Applied to Legal Context. 2018; 10 (1):35-47.
Chicago/Turabian StyleJesús F. Salgado. 2018. "Transforming the Area under the Normal Curve (AUC) into Cohen’s d, Pearson’s r pb , Odds-Ratio, and Natural Log Odds-Ratio: Two Conversion Tables." The European Journal of Psychology Applied to Legal Context 10, no. 1: 35-47.
The purpose of this chapter is to review the current research on personality in personnel selection. Many things have changed over the past fifteen years and many conclusions, which for years were taken for granted, are now rejected. In this chapter we review the current theoretical models of personality used in IWO psychology and the empirical evidence relating personality and personnel selection. More specifically, we will review the relationships between personality and job performance, personality and training, personality and occupational choice, personality and job satisfaction, personality and leadership, and finally personality and occupational health.
Jesús F. Salgado; Filip De Fruyt. Personality in Personnel Selection. The Blackwell Handbook of Personnel Selection 2017, 174 -198.
AMA StyleJesús F. Salgado, Filip De Fruyt. Personality in Personnel Selection. The Blackwell Handbook of Personnel Selection. 2017; ():174-198.
Chicago/Turabian StyleJesús F. Salgado; Filip De Fruyt. 2017. "Personality in Personnel Selection." The Blackwell Handbook of Personnel Selection , no. : 174-198.
The interest in expatriate effectiveness has grown remarkably as a consequence of globalization and the possibility of failure in international assignments. This study has tested a comprehensive model of expatriate effectiveness in a sample of 108 Spanish expatriate managers. They responded to a survey which included a set of variables, including personality, adjustment, language skill, cultural distance, organizational support, and expatriate effectiveness (i.e., job performance, intentions of early return, and manager efficacy perceived by others). The results showed that cultural distance and cross-cultural adjustment were the immediate predictors of expatriate effectiveness and that achievement, sociability, organizational support, and language skills predicted cross-cultural adjustment and cultural distance. The results showed a good fit to the hypothesized model (GFI = .973; CFI =.975; RMSEA = .056; SRMR = .053). Finally, we comment on the implications of the findings for the research and practice of selection in international assignments.
Jesús F. Salgado; María Bastida. Predicting expatriate effectiveness: The role of personality, cross-cultural adjustment, and organizational support. International Journal of Selection and Assessment 2017, 25, 267 -275.
AMA StyleJesús F. Salgado, María Bastida. Predicting expatriate effectiveness: The role of personality, cross-cultural adjustment, and organizational support. International Journal of Selection and Assessment. 2017; 25 (3):267-275.
Chicago/Turabian StyleJesús F. Salgado; María Bastida. 2017. "Predicting expatriate effectiveness: The role of personality, cross-cultural adjustment, and organizational support." International Journal of Selection and Assessment 25, no. 3: 267-275.
General mental ability (GMA) and specific cognitive tests have been recognized as the most powerful predictors of overall job performance, task performance, academic performance and training proficiency. This chapter reviews the literature on the use of ability tests in personnel selection, focusing on several relevant issues: the definition of cognitive abilities and prevalence of use in personnel selection; the main theoretical models of the psychometric structure of GMA and cognitive abilities; the criterion validity and validity generalization of GMA and specific cognitive abilities, including their incremental validity over GMA validity; issues of group differences, bias and fairness; applicant reactions and justice perceptions; and suggestions for future research. Thus, cognitive ability tests occupy the most relevant place among the personnel selection procedures. The empirical evidence cited here suggests that, in a rapidly changing world of work, GMA is the best predictor of the future adaptability to new tasks and functions.
Jesús F. Salgado. Using Ability Tests in Selection. The Wiley Blackwell Handbook of the Psychology of Recruitment, Selection and Employee Retention 2017, 113 -150.
AMA StyleJesús F. Salgado. Using Ability Tests in Selection. The Wiley Blackwell Handbook of the Psychology of Recruitment, Selection and Employee Retention. 2017; ():113-150.
Chicago/Turabian StyleJesús F. Salgado. 2017. "Using Ability Tests in Selection." The Wiley Blackwell Handbook of the Psychology of Recruitment, Selection and Employee Retention , no. : 113-150.
Personnel selection is one of the most critical processes in the study of human work behavior because it determines the efficacy of many other issues of human resource management (e.g., training, productivity, and culture). From this perspective, personnel selection is a process of decision-making, and its main objective is to predict the future performance of potential employees. In order to achieve this objective, personnel selection identifies the individual requirements of job performance and uses a variety of assessment procedures, including cognitive ability tests, personality inventories, interviews, job knowledge tests, situational judgment tests, job experience, work sample tests, assessment centers, biodata, and reference checks. Using the best combination of predictors, currently, scientific personnel selection is capable of predicting and explaining over 60% of job performance variance based on individual differences.
Jesús F. Salgado. Personnel Selection. Oxford Research Encyclopedia of Psychology 2017, 1 .
AMA StyleJesús F. Salgado. Personnel Selection. Oxford Research Encyclopedia of Psychology. 2017; ():1.
Chicago/Turabian StyleJesús F. Salgado. 2017. "Personnel Selection." Oxford Research Encyclopedia of Psychology , no. : 1.
Winny Shen; Paul R. Sackett; Filip Lievens; Eveline Schollaert; Greet Van Hoye; Dirk D. Steiner; Florence Rolland-Sayah; Konstantina Georgiou; Ioannis Nikolaou; Maria Tomprou; Shay Tzafrir; Peter Bamberger; Marilena Bertolino; Marco Mariani; Franco Fraccaroli; Tomoki Sekiguchi; Betty Onyura; Hyuckseung Yang; Janneke K. Oostrom; Paul Englert; Oleksandr S. Chernyshenko; Hennie J. Kriek; Tina Joubert; Jesús F. Salgado; Annika Wilhelmy; Cornelius J. König; Aichia Chuang; Mark Cook. Updated Perspectives on the International Legal Environment for Selection. Handbook of Employee Selection 2017, 659 -677.
AMA StyleWinny Shen, Paul R. Sackett, Filip Lievens, Eveline Schollaert, Greet Van Hoye, Dirk D. Steiner, Florence Rolland-Sayah, Konstantina Georgiou, Ioannis Nikolaou, Maria Tomprou, Shay Tzafrir, Peter Bamberger, Marilena Bertolino, Marco Mariani, Franco Fraccaroli, Tomoki Sekiguchi, Betty Onyura, Hyuckseung Yang, Janneke K. Oostrom, Paul Englert, Oleksandr S. Chernyshenko, Hennie J. Kriek, Tina Joubert, Jesús F. Salgado, Annika Wilhelmy, Cornelius J. König, Aichia Chuang, Mark Cook. Updated Perspectives on the International Legal Environment for Selection. Handbook of Employee Selection. 2017; ():659-677.
Chicago/Turabian StyleWinny Shen; Paul R. Sackett; Filip Lievens; Eveline Schollaert; Greet Van Hoye; Dirk D. Steiner; Florence Rolland-Sayah; Konstantina Georgiou; Ioannis Nikolaou; Maria Tomprou; Shay Tzafrir; Peter Bamberger; Marilena Bertolino; Marco Mariani; Franco Fraccaroli; Tomoki Sekiguchi; Betty Onyura; Hyuckseung Yang; Janneke K. Oostrom; Paul Englert; Oleksandr S. Chernyshenko; Hennie J. Kriek; Tina Joubert; Jesús F. Salgado; Annika Wilhelmy; Cornelius J. König; Aichia Chuang; Mark Cook. 2017. "Updated Perspectives on the International Legal Environment for Selection." Handbook of Employee Selection , no. : 659-677.
Personnel selection and assessment (PSA) is an applied field of Work and Organizational Psychology used by organizations to decide which of the applicants for a job is the most appropriate for a particular position. This chapter is organized into four main sections. The first section starts with the ‘systems view’ of recruitment and selection, highlighting stages in the process. The second section describes what job performance is and the structure of job performance. The third section reviews the most relevant PSA procedures according to the criterion-oriented validity. The fourth section summarizes the research on the applicant perceptions and reactions. Finally, we suggest two conclusions. First, PSA is capable of predicting over 60% of job performance variance based on individual differences. Second, future rises in the explained variance will be probably based on the development of new assessment technologies and, particularly, on the development of new theoretical approaches for occupational situations.
Silvia Moscoso; Jesús F. Salgado; Neil Anderson. How Do I Get a Job, What Are They Looking For? Personnel Selection and Assessment. An Introduction to Work and Organizational Psychology 2017, 25 -47.
AMA StyleSilvia Moscoso, Jesús F. Salgado, Neil Anderson. How Do I Get a Job, What Are They Looking For? Personnel Selection and Assessment. An Introduction to Work and Organizational Psychology. 2017; ():25-47.
Chicago/Turabian StyleSilvia Moscoso; Jesús F. Salgado; Neil Anderson. 2017. "How Do I Get a Job, What Are They Looking For? Personnel Selection and Assessment." An Introduction to Work and Organizational Psychology , no. : 25-47.
In the area of psychological testing, Cronbach and Gleser (1957) suggested that there is a trade-off between the bandwidth of a measure and its fidelity. Specifically, they argued that whereas broad measures (e.g., measures of general cognitive ability and global personality factors) are capable of predicting broad criteria (e.g., academic outcomes, overall job performance, life satisfaction, and depression) with moderate validity, maximum validity necessitates a higher degree of fidelity between the measure and the criterion, such as that achieved when specific criteria (e.g., academic outcomes in a specific subject, task performance, problems with concentration) are predicted with narrow measures (e.g., verbal reasoning tests, scales of positive emotions) that faithfully capture the particulars depicted in the criterion. This hypothesis is known in research literature as the bandwidth-fidelity dilemma (BFD). The BFD, therefore, refers to the right balance be ...
Jesús F. Salgado. Bandwidth-Fidelity Dilemma. Encyclopedia of Personality and Individual Differences 2017, 1 -4.
AMA StyleJesús F. Salgado. Bandwidth-Fidelity Dilemma. Encyclopedia of Personality and Individual Differences. 2017; ():1-4.
Chicago/Turabian StyleJesús F. Salgado. 2017. "Bandwidth-Fidelity Dilemma." Encyclopedia of Personality and Individual Differences , no. : 1-4.
Jesús F. Salgado. Moderator effects of job complexity on the validity of forced-choice personality inventories for predicting job performance. Revista de Psicología del Trabajo y de las Organizaciones 2017, 33, 229 -239.
AMA StyleJesús F. Salgado. Moderator effects of job complexity on the validity of forced-choice personality inventories for predicting job performance. Revista de Psicología del Trabajo y de las Organizaciones. 2017; 33 (3):229-239.
Chicago/Turabian StyleJesús F. Salgado. 2017. "Moderator effects of job complexity on the validity of forced-choice personality inventories for predicting job performance." Revista de Psicología del Trabajo y de las Organizaciones 33, no. 3: 229-239.
Equal employment opportunities for women are a legal requirement in many legal environments, including the United States (US) and European Union (EU) legislations. In this context, indirect discrimination in the access to jobs is an illegal practice. For this reason, personnel selection procedures must be fair for protected-by-law groups. Specifically, gender discrimination is the focus of research on employment interviews. This article presents a meta-analysis of gender differences in the scores in structured behavioral interviews (SBI). A database was created consisting of studies conducted with real candidates and employees. Psychometric meta-analysis methods were applied. The results showed that the SBI is fair for women and men and does not show evidence of adverse impact and indirect discrimination. Implications for the practice of personnel selection are discussed and future research is suggested
Pamela Alonso; Silvia Moscoso; Jesús F. Salgado. Structured behavioral interview as a legal guarantee for ensuring equal employment opportunities for women: A meta-analysis. The European Journal of Psychology Applied to Legal Context 2017, 9, 15 -23.
AMA StylePamela Alonso, Silvia Moscoso, Jesús F. Salgado. Structured behavioral interview as a legal guarantee for ensuring equal employment opportunities for women: A meta-analysis. The European Journal of Psychology Applied to Legal Context. 2017; 9 (1):15-23.
Chicago/Turabian StylePamela Alonso; Silvia Moscoso; Jesús F. Salgado. 2017. "Structured behavioral interview as a legal guarantee for ensuring equal employment opportunities for women: A meta-analysis." The European Journal of Psychology Applied to Legal Context 9, no. 1: 15-23.