对于注意力缺陷/多动症患者的认真评估:测量属性和潜在问题
Elisabeth R Silver1, Mikki Hebl1, Frederick L Oswald1
1Department of Psychological Sciences, Rice University.
The Journal of applied psychology
|September 23, 2024
概括
组织正在招聘更多的神经分离个体. 研究表明,在工作环境中重新定义良心的项目可能会减少注意力缺陷/多动症 (ADHD) 在人员选择中的差异.
科学领域:
- 组织心理学 组织心理学
- 在工作场所的神经多样性
- 工作人员的选择 人员的选择
背景情况:
- 人们越来越认识到神经差异化员工的价值.
- 传统的选择工具中的潜在偏见,例如ADHD患者的良心度量.
- 需要了解对公平的人员选择的影响.
研究的目的:
- 量化基于ADHD的良心和其驱动力的差异.
- 调查工作上下文化的项目是否减少了这些差异.
- 检查ADHD工作特定与一般认真度衡量的测量属性.
主要方法:
- 三项涉及本科生和雇员的研究.
- 使用了脱离上下文的和特定于工作的认真工作项目.
- 在选择背景下对注的实验性操纵.
主要成果:
- 患有ADHD的个体表现出较低的良心度得分.
- 特定于工作的项目减轻了良心差异.
- 在高风险下,差异仍然存在,但观察到测量不变性.
结论:
- 重构项目可能会减轻一些评估差异.
- 在神经分化个体中,测量特性不同.
- 进一步的研究对于公平的神经分歧招聘至关重要.
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