在就业前的人格测试中比较假冒警告类型的有效性:元分析
Benjamin Moon1, Kabir N Daljeet2, Thomas A O'Neill1
1Department of Psychology, University of Calgary.
The Journal of applied psychology
|August 12, 2024
概括
在就业前的人格测试中伪造警告适度减少了申请人伪造. 针对能力,动机和假冒机会的警告是最有效的,但上下文很重要.
科学领域:
- 工业组织心理学 工业组织心理学
- 人力资源管理 人力资源管理
- 组织行为 组织行为
背景情况:
- 申请人在就业前的人格测试中伪装是一个持续的挑战.
- 现有的关于伪造警告的研究显示了不同的有效性.
- 需要一个理论框架,根据伪造的能力,机会和动机对警告进行分类.
研究的目的:
- 用伪造框架的能力,机会和动机来分类伪造警告类型.
- 用元分析来评估不同伪造警告类型的有效性.
- 检查虚假警告有效性的调节者,例如招聘设置和参与者样本.
主要方法:
- 进行了随机效应双对元分析 (k=34) 和网络元分析 (k=36).
- 效应大小使用逆变量加权进行了聚合.
- 用80%的预测间隔来评估异质性.
主要成果:
- 总体而言,伪造警告显著减少了申请人伪造 (d=0.31).
- 针对能力,动机和假冒机会的警告是最有效的 (d=0.36).
- 在使用现实世界招聘设置和非大学学生样本的研究中,有效性较低.
结论:
- 伪造警告是一种有用的干预措施,但可能单独不足.
- 警告的有效性受到其理论目标和上下文因素的影响.
- 组织应考虑采取多方面的方法来缓解申请人伪造.
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