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This paper presents a meta-analytic study of the relationship between overall subjective well-being (SWB), cognitive SWB, affective SWB, and job performance ratings. The study examined the moderator effect of the source of job performance measure (self-report vs. supervisory ratings). The database consists of 34 independent samples (n = 5,352) using supervisory performance ratings and 38 independent samples (n = 12,086) using self-reported of job performance. These samples were located through electronic and manual searches. The results indicated that, on average, the correlation for SWB- supervisory ratings (ρ = .35) was slightly larger than for SWB-self-reported performance (ρ = .33). The correlation of affective SWB was much higher with supervisory ratings (ρ = .49) than with self-reported performance (ρ = .30). A suppressor effect of cognitive SWB was found for the prediction of supervisory ratings. Finally, we discuss the implications for the theory and the practice of SWB at work and suggest new research avenues. Este artículo presenta un estudio metaanalítico de la relación entre el bienestar subjetivo general (SWB), el SWB cognitivo, el SWB afectivo y las valoraciones de desempeño en el trabajo. El estudio examinó el efecto moderador de la fuente de valoración del desempeño en el trabajo (autoinforme frente a calificaciones de los supervisores). La base de datos consta de 34 muestras independientes (,n, = 5,352) en las que utilizaron evaluaciones del desempeño realizadas por los supervisores y 38 muestras independientes (,n, = 12,086) en las que utilizaron autoinformes de desempeño en el trabajo. Las muestras se localizaron mediante búsquedas electrónicas y manuales. Los resultados indicaron que, de promedio, la correlación entre SWB general y las valoraciones de los supervisores (ρ = .35) fue ligeramente mayor que la correlación entre el SWB y los autoinformes de desempeño (ρ = .33). La correlación del SWB afectivo fue mucho mayor con las evaluaciones de los supervisores (ρ = .49) que con los autoinforme de desempeño (ρ = .30). También se encontró un efecto supresor del SWB cognitivo para la predicción de las evaluaciones del desempeño realizadas por los supervisores. Por último, se presentan las implicaciones de los resultados para la teoría y la práctica del SWB en el trabajo y se sugieren nuevas vías de investigación.
Silvia Moscoso; Jesús F. Salgado. Meta-analytic Examination of a Suppressor Effect on Subjective Well-Being and Job Performance Relationship. Revista de Psicología del Trabajo y de las Organizaciones 2021, 000 -000.
AMA StyleSilvia Moscoso, Jesús F. Salgado. Meta-analytic Examination of a Suppressor Effect on Subjective Well-Being and Job Performance Relationship. Revista de Psicología del Trabajo y de las Organizaciones. 2021; ():000-000.
Chicago/Turabian StyleSilvia Moscoso; Jesús F. Salgado. 2021. "Meta-analytic Examination of a Suppressor Effect on Subjective Well-Being and Job Performance Relationship." Revista de Psicología del Trabajo y de las Organizaciones , no. : 000-000.
Faking behavior is one of the main problems of personality measures. For this reason, determining the potential effects of faking on personality assessment procedures is relevant. The aim of this study has been to examine the impact of faking, induced in a laboratory setting, on the predictive validity of a quasi-ipsative forced-choice (FC) inventory based on the five-factor model. It also examined whether the magnitude of the predictive validity varied depending on the type of criteria analyzed (self-reported performance ratings and grade point average). The participants were 939 students from the University of Santiago de Compostela. As expected, the results showed that: (1) conscientiousness is the best predictor of performance even under faking response conditions; (2) conscientiousness predicts performance better when it is assessed using rating scales; and (3) reliability and validity were attenuated under faking conditions. Finally, we discuss the implications of these findings for the research and practice of personnel selection.
Alexandra Martínez; Silvia Moscoso; Mario Lado. Effects of Faking on the Predictive Validity of a Quasi-Ipsative Forced-Choice Personality Inventory: Implications for Sustainable Personnel Selection. Sustainability 2021, 13, 4398 .
AMA StyleAlexandra Martínez, Silvia Moscoso, Mario Lado. Effects of Faking on the Predictive Validity of a Quasi-Ipsative Forced-Choice Personality Inventory: Implications for Sustainable Personnel Selection. Sustainability. 2021; 13 (8):4398.
Chicago/Turabian StyleAlexandra Martínez; Silvia Moscoso; Mario Lado. 2021. "Effects of Faking on the Predictive Validity of a Quasi-Ipsative Forced-Choice Personality Inventory: Implications for Sustainable Personnel Selection." Sustainability 13, no. 8: 4398.
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.
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.
Inclusive and discrimination-free personnel selection (IPS) is one of the most critical processes in the Human Resource Management system in inclusive organizations because it determines the efficiency of many other subsequent HRM practices (e.g., training, promotion, and turnover). IPS represents one of the critical “barriers to entry” for individuals to any work organization. In this sense, fairness, equality, and nondiscrimination in the access to employment in a diverse workplace are fundamental objectives that can be achieved through social dialogue. IPS can be conceptualized as procedurally fair. This chapter is organized into three main sections as well as an introduction to relevant concepts within the IPS. The first one introduces some of the most relevant techniques for selection, together with the evidence of criterion-oriented validity, which is the first aspect to be taken into account in inclusive and nondiscrimination in IPS and includes several recommendations on this discrimination-free personnel selection. The second section is devoted to the empirical research on applicant perceptions and reactions to selection techniques and the implications for the practice of IPS. In the third and final section, several justice principles and recommendations are established to evaluate whether a personnel selection procedure is inclusive and discrimination-free.
Jesús F. Salgado; Silvia Moscoso; Antonio L. García-Izquierdo; Neil R. Anderson. Inclusive and Discrimination-Free Personnel Selection. Advancing Workplace Mediation Through Integration of Theory and Practice 2017, 103 -119.
AMA StyleJesús F. Salgado, Silvia Moscoso, Antonio L. García-Izquierdo, Neil R. Anderson. Inclusive and Discrimination-Free Personnel Selection. Advancing Workplace Mediation Through Integration of Theory and Practice. 2017; ():103-119.
Chicago/Turabian StyleJesús F. Salgado; Silvia Moscoso; Antonio L. García-Izquierdo; Neil R. Anderson. 2017. "Inclusive and Discrimination-Free Personnel Selection." Advancing Workplace Mediation Through Integration of Theory and Practice , no. : 103-119.
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.
There is criticism in the literature about the use of interrater coefficients to correct for criterion reliability in validity generalization (VG) studies and disputing whether .52 is an accurate and non-dubious estimate of interrater reliability of overall job performance (OJP) ratings. We present a second-order meta-analysis of three independent meta-analytic studies of the interrater reliability of job performance ratings and make a number of comments and reflections on LeBreton et al.’s paper. The results of our meta-analysis indicate that the interrater reliability for a single rater is .52 (k=66, N=18,582, SD=.105). Our main conclusions are: (a) the value of .52 is an accurate estimate of the interrater reliability of overall job performance for a single rater; (b) it is not reasonable to conclude that past VG studies that used .52 as the criterion reliability value have a less than secure statistical foundation; (c) based on interrater reliability, test-retest reliability, and coefficient alpha, supervisor ratings are a useful and appropriate measure of job performance and can be confidently used as a criterion; (d) validity correction for criterion unreliability has been unanimously recommended by “classical” psychometricians and I/O psychologists as the proper way to estimate predictor validity, and is still recommended at present; (e) the substantive contribution of VG procedures to inform HRM practices in organizations should not be lost in these technical points of debate
Jesús F. Salgado; Silvia Moscoso; Neil Anderson. Corrections for criterion reliability in validity generalization: The consistency of Hermes, the utility of Midas. Revista de Psicología del Trabajo y de las Organizaciones 2016, 32, 17 -23.
AMA StyleJesús F. Salgado, Silvia Moscoso, Neil Anderson. Corrections for criterion reliability in validity generalization: The consistency of Hermes, the utility of Midas. Revista de Psicología del Trabajo y de las Organizaciones. 2016; 32 (1):17-23.
Chicago/Turabian StyleJesús F. Salgado; Silvia Moscoso; Neil Anderson. 2016. "Corrections for criterion reliability in validity generalization: The consistency of Hermes, the utility of Midas." Revista de Psicología del Trabajo y de las Organizaciones 32, no. 1: 17-23.
Jesus F. Salgado; Silvia Moscoso; Neil Anderson. Personality and Counterproductive Work Behavior. Handbook of Personality at Work 2015, 1 .
AMA StyleJesus F. Salgado, Silvia Moscoso, Neil Anderson. Personality and Counterproductive Work Behavior. Handbook of Personality at Work. 2015; ():1.
Chicago/Turabian StyleJesus F. Salgado; Silvia Moscoso; Neil Anderson. 2015. "Personality and Counterproductive Work Behavior." Handbook of Personality at Work , no. : 1.
Four primary studies, including samples of police officers, graduate and undergraduate students, were conducted on the bandwidth-fidelity dilemma (BFD) concerning the relationship between personality and performance. Ten independent criteria were used, including both narrow and broad measures of performance. Three hypotheses of the impact of the different combinations of personality and performance measures on validity were tested. A Schmid–Leiman transformation permitted the residualization of the variance of the five-factor model (FFM) facets and the identification of their unique contribution to the prediction of job and academic performance. The results indicated that global factors predicted broad and narrow performance. Residualized facets of the FFM did not predict broad and narrow performance, and they did not show incremental validity over the global factors. Implications for the BFD are discussed.
Jesús F. Salgado; Silvia Moscoso; Juan I. Sanchez; Pamela Alonso; Beata Choragwicka; Alfredo Berges. Validity of the five-factor model and their facets: The impact of performance measure and facet residualization on the bandwidth-fidelity dilemma. European Journal of Work and Organizational Psychology 2014, 24, 325 -349.
AMA StyleJesús F. Salgado, Silvia Moscoso, Juan I. Sanchez, Pamela Alonso, Beata Choragwicka, Alfredo Berges. Validity of the five-factor model and their facets: The impact of performance measure and facet residualization on the bandwidth-fidelity dilemma. European Journal of Work and Organizational Psychology. 2014; 24 (3):325-349.
Chicago/Turabian StyleJesús F. Salgado; Silvia Moscoso; Juan I. Sanchez; Pamela Alonso; Beata Choragwicka; Alfredo Berges. 2014. "Validity of the five-factor model and their facets: The impact of performance measure and facet residualization on the bandwidth-fidelity dilemma." European Journal of Work and Organizational Psychology 24, no. 3: 325-349.
This study examined the subdimensional structure of the Hogan Personality Inventory (HPI). A sample of 200 Spanish applicants completed the HPI as a requirement of a selection process for several jobs at a large international company. Exploratory factor analyses were conducted with the homogenous item composites (HIC) included in the HPI. Globally, the results indicated that the Big Five are divided into 13 subdimensions, which explained the variance of the HICs. Based on these results, we suggest that the HPI can be described as a personality inventory consisting of a hierarchical structure of three levels (Big Five – subdimensions – HICs).
Jesús F. Salgado; Silvia Moscoso; Pamela Alonso. Subdimensional Structure of the Hogan Personality Inventory. International Journal of Selection and Assessment 2013, 21, 277 -285.
AMA StyleJesús F. Salgado, Silvia Moscoso, Pamela Alonso. Subdimensional Structure of the Hogan Personality Inventory. International Journal of Selection and Assessment. 2013; 21 (3):277-285.
Chicago/Turabian StyleJesús F. Salgado; Silvia Moscoso; Pamela Alonso. 2013. "Subdimensional Structure of the Hogan Personality Inventory." International Journal of Selection and Assessment 21, no. 3: 277-285.
This study empirically tested the predictions of the three basic perspectives on the bandwidth debate about the relationship between personality and job performance, regarding the validity of conscientiousness and its facets. The sample consisted of 226 police officers. Conscientiousness and three facets (order, industriousness, and self‐control) were correlated with three performance criteria (overall job performance, task performance, and orderliness). A Schmid–Leiman transformation made it possible to residualize the variance of the facets and to isolate their unique contribution to the prediction of performance measures. The results showed that conscientiousness predicted the three criteria (true validities of.25,.28 and.37, respectively) and that the facets neither predicted job performance nor showed incremental validity over conscientiousness. Finally, the implications of the findings for theory and practice are commented on, and future research is suggested.
Jesús F. Salgado; Silvia Moscoso; Alfredo Berges. Conscientiousness, Its Facets, and the Prediction of Job Performance Ratings: Evidence against the narrow measures. International Journal of Selection and Assessment 2013, 21, 74 -84.
AMA StyleJesús F. Salgado, Silvia Moscoso, Alfredo Berges. Conscientiousness, Its Facets, and the Prediction of Job Performance Ratings: Evidence against the narrow measures. International Journal of Selection and Assessment. 2013; 21 (1):74-84.
Chicago/Turabian StyleJesús F. Salgado; Silvia Moscoso; Alfredo Berges. 2013. "Conscientiousness, Its Facets, and the Prediction of Job Performance Ratings: Evidence against the narrow measures." International Journal of Selection and Assessment 21, no. 1: 74-84.
A mediation model of the relation between gender and attitudes toward affirmative action in favor of working women was tested. Four mediation variables were considered: perceived unfairness in the situation of working women, perceived threat to the non-designated group (men), self-esteem, and gender self-concept (masculinity and femininity). 192 women and 128 men, with differing occupations, participated. Gender affects individuals' attitudes toward affirmative actions for women, mediated by perceived unfairness in the situation of working women, perceived threat to the non-designated group, and feminine self-concept. Implications for research and practice are discussed.
Silvia Moscoso; Antonio L. García-Izquierdo; María Bastida. A Mediation Model of Individual Differences in Attitudes toward Affirmative Actions for Women. Psychological Reports 2012, 110, 764 -80.
AMA StyleSilvia Moscoso, Antonio L. García-Izquierdo, María Bastida. A Mediation Model of Individual Differences in Attitudes toward Affirmative Actions for Women. Psychological Reports. 2012; 110 (3):764-80.
Chicago/Turabian StyleSilvia Moscoso; Antonio L. García-Izquierdo; María Bastida. 2012. "A Mediation Model of Individual Differences in Attitudes toward Affirmative Actions for Women." Psychological Reports 110, no. 3: 764-80.
Silvia Moscoso; Mar Iglesias. Job Experience and Big Five Personality Dimensions. International Journal of Selection and Assessment 2009, 17, 239 -242.
AMA StyleSilvia Moscoso, Mar Iglesias. Job Experience and Big Five Personality Dimensions. International Journal of Selection and Assessment. 2009; 17 (2):239-242.
Chicago/Turabian StyleSilvia Moscoso; Mar Iglesias. 2009. "Job Experience and Big Five Personality Dimensions." International Journal of Selection and Assessment 17, no. 2: 239-242.
Jesús F. Salgado; Silvia Moscoso. Internet-based Personality Testing: Equivalence of Measures and Assesses' Perceptions and Reactions. International Journal of Selection and Assessment 2003, 11, 194 -205.
AMA StyleJesús F. Salgado, Silvia Moscoso. Internet-based Personality Testing: Equivalence of Measures and Assesses' Perceptions and Reactions. International Journal of Selection and Assessment. 2003; 11 (2-3):194-205.
Chicago/Turabian StyleJesús F. Salgado; Silvia Moscoso. 2003. "Internet-based Personality Testing: Equivalence of Measures and Assesses' Perceptions and Reactions." International Journal of Selection and Assessment 11, no. 2-3: 194-205.
Jesús F. Salgado; Silvia Moscoso; Mario Lado. Test-Retest Reliability of Ratings of Job Performance Dimensions in Managers. International Journal of Selection and Assessment 2003, 11, 98 -101.
AMA StyleJesús F. Salgado, Silvia Moscoso, Mario Lado. Test-Retest Reliability of Ratings of Job Performance Dimensions in Managers. International Journal of Selection and Assessment. 2003; 11 (1):98-101.
Chicago/Turabian StyleJesús F. Salgado; Silvia Moscoso; Mario Lado. 2003. "Test-Retest Reliability of Ratings of Job Performance Dimensions in Managers." International Journal of Selection and Assessment 11, no. 1: 98-101.