Are serious games an alternative to traditional personality questionnaires? Initial analysis of a gamified assessment.

Personality questionnaires stand as crucial instruments in personnel selection but their limitations turn the interest towards alternatives like game-related assessments (GRAs). GRAs developed for goals other than fun are called serious games. Within them, gamified assessments are serious games that share similarities with traditional assessments (questionnaires, situational judgment tests, etc.) but they incorporate game elements like story, music, and game dynamics. This paper aims to contribute to the research on serious games as an alternative to traditional personality questionnaires by analyzing the characteristics of a gamified assessment called VASSIP. This gamified assessment, based on an existing measure of the Big Five personality traits, incorporates game elements such as storyfication, immersion, and non-evaluable gamified dynamics. The study performed included 98 university students (77.6% with job experience) as participants. They completed the original personality measure (BFI-2-S), the gamified evaluation of personality (VASSIP), a self-report measure of the main dimensions of job performance (task performance, contextual performance, and counterproductive work behaviors), and measures of applicant reactions to BFI-2-S and VASSIP. Results showed that the gamified assessment behaved similarly to the original personality measure in terms of reliability and participants' scores, although the scores in Conscientiousness were substantially higher in VASSIP. Focusing on self-reports of the three dimensions of job performance, regression models showed that the gamified assessment could explain all of them. Regarding applicant reactions, the gamified assessment obtained higher scores in perceptions of comfort, predictive validity, and attractiveness, although the effect size was small except for the latter. Finally, all applicant reactions except for attractiveness were related to age and personality traits. In conclusion, gamified assessments have the potential to be an alternative to traditional personality questionnaires but VASSIP needs more research before its application in actual selection processes.

Dark Tetrad and workplace deviance: Investigating the moderating role of organizational justice perceptions.

This study tested the direct effects of Dark Tetrad traits on organizational and interpersonal counterproductive work behaviors (CWBs). We also examined the moderating effects of the three dimensions of organizational justice - distributive justice, procedural justice, and interactional justice - on the Dark Tetrad-CWBs relationships. Based on the data from 613 employees across different occupations, the results revealed that only psychopathy and sadism had significant effects on CWBs targeted at the organization. The results also supported the direct effect of sadism on interpersonal CWBs. The findings confirmed the moderating role of interactional justice but differentially, depending on the dark trait and the target of workplace deviance. Whereas low and medium levels of interactional justice moderated the relationship between Machiavellianism and CWBs directed to the organization, it did not play any role in narcissism, psychopathy, and sadism. Regarding CWBs aimed at other people, interactional justice emerged as a significant moderator in Machiavellianism and sadism. But, whereas sadistic employees performed more harmful behaviors toward other individuals whatever their level of interactional justice, if people high in Machiavellianism (Machs) perceived a high fair interpersonal treatment, they did not show deviant behaviors directed at other employees. The paper concludes with some suggestions and recommendations about the relevance of organizational justice in the influence of dark personality traits on CWBs.

Analysis of a brief biodata scale as a predictor of job performance and its incremental validity over the Big Five and Dark Tetrad personality traits.

The collection of biographical information (biodata) through CVs and application forms has many advantages, namely easiness of collection, acceptable validity, less prone to faking, and the fulfilment of legal requirements. However, its systematic use among practitioners is scarce. Two of the mains reasons is the overlap with other constructs like personality and the lack of validated biodata scales in articles and public repositories. Aimed to fill this gap, García-Izquierdo and colleagues developed an 8-item scale able to generate positive applicant reactions, but they did not provide empirical evidence that their scale is able to predict job performance. The present paper was developed for this purpose, investigating the scale's relationship with four different dimensions of job performance (i.e., task performance, contextual performance, counterproductive behaviors, and adaptive performance) and its incremental validity with respect to Big Five and Dark Tetrad personality traits. The study comprises 528 employees from different organizations (Mage = 39.51, SD = 14.25; 52.8% women, Mexperience = 17.06, SD = 13.27) which voluntarily agreed to participate filling a questionnaire with the variables of interest. Results provide evidence of the predictive validity of the biodata scale in a multi-occupational sample; identify that these biodata contribute to predicting two specific types of job performance: contextual performance and adaptive performance; shows that a brief job-related biodata scale achieves results comparable to those of most personality traits in predictive models of job performance dimensions; and provide evidence of the incremental predictive validity of biodata over the Big Five and the Dark Tetrad. As a whole, these results provide support for the use of the scale in researcher and applied settings, and contributes to the advance the knowledge of biodata for personnel selection.

Game-related assessments for personnel selection: A systematic review.

Industrial development in recent decades has led to using information and communication technologies (ICT) to support personnel selection processes. One of the most notable examples is game-related assessments (GRA), supposedly as accurate as conventional tests but which generate better applicant reactions and reduce the likelihood of adverse impact and faking. However, such claims still lack scientific support. Given practitioners' increasing use of GRA, this article reviews the scientific literature on gamification applied to personnel selection to determine whether the current state of the art supports their use in professional practice and identify specific aspects on which future research should focus. Following the PRISMA model, a search was carried out in the Web of Science and Scopus databases, identifying 34 valid articles, of which 85.3% are empirical studies that analyze five areas: (1) validity; (2) applicant reactions; (3) design of GRA; (4) personal characteristics and GRA; and (5) adverse impact and faking. Together, these studies show that GRA can be used in personnel selection but that the supposed advantages of GRA over conventional tests are fewer than imagined. The results also suggest several aspects on which research should focus (e.g., construct validity, differences depending on the type of game, prediction of different job performance dimensions), which could help define the situations in which the use of GRA may be recommended.

Motives to Have Sex: Measurement and Correlates With Sociodemographic, Sexual Life, and Psychosexual Characteristics.

Knowledge of diverse sexual motivations can have profound implications for our comprehension of the causes, correlations, and consequences of sexual behavior. This study had two objectives: on the one hand, to determine the different motives why young Spanish university students have sex and their relationship with different sociodemographic and psychosexual variables and sexual behavior; on the other hand, to review and improve the psychometric properties of the Sexual Motivations Scale and validate it in Spanish. Participants were 805 university students of both sexes (78% women, 74% heterosexuals), aged between 18 and 26 years (M age = 20.88), who completed a battery of online questionnaires. Significant associations were found between young people's sexual motives, especially the motives of coping, peer pressure, and enhancement, the sociodemographic variables (sex, age sexual orientation, relational status), sexual behavior (age of initiation), and psychosexual variables (sociosexuality, self-esteem as a sexual partner, satisfaction with sex life). Also, a new structure of the Sexual Motivations Scale was proposed, with the elimination of the factor of Self-Affirmation. The discussion highlights the relevance of the results obtained due to their implications in the promotion of sexual health, in addition to achieving the first instrument validated in Spanish for the evaluation of sexual motivations.

Do young dating app users and non-users differ in mating orientations?

In recent years, dating apps have changed the way people meet and communicate with potential romantic and/or sexual partners. There exists a stereotype considering that these apps are used only for casual sex, so those apps would not be an adequate resource to find a long-term relationship. The objective of this study was to analyze possible individual differences in the mating orientations (short-term vs. long-term) between users and non-users of dating apps. Participants were 902 single students from a mid-size Spanish university, of both sexes (63% female, and 37% male), aged between 18 and 26 years (M = 20.34, SD = 2.05), who completed a battery of online questionnaires. It was found that, whereas dating apps users had a higher short-term mating orientation than non-users (more frequent behavior, higher desire, and more positive attitude), there were no differences in the long-term orientation as a function of use/non-use. Considering this, dating apps are a resource with a strong presence of people interested on hooking-up while, simultaneously, not a bad (nor good) option for finding long-term love.

Profiling Dating Apps Users: Sociodemographic and Personality Characteristics.

The development of new technologies, the expansion of the Internet, and the emergence of dating apps (e.g., Tinder, Grindr) in recent years have changed the way to meet and approach potential romantic and/or sexual partners. The recent phenomenon has led to some gaps in the literature on individual differences (sociodemographic variables and personality traits) between users (previous and current users) and non-users of dating apps. Thus, the aim of this study was to analyze the relationship between using dating apps, sociodemographics (gender, age, sexual orientation, and relationship status), and bright and dark personality traits. Participants were 1705 university students (70% women, 30% men), aged between 18 and 26 (M = 20.60, SD = 2.09), who completed several online questionnaires. Through multinomial logistic regression analyses, it was found that men, older youth, and members of sexual minorities were more likely to be current and previous dating apps users. Being single and higher scores in open-mindedness were associated with higher probability to be current dating apps user. The dark personality showed no predictive ability. The discussion highlights the usefulness of knowing and considering the sociodemographic background and the characteristics of personality patterns in the design and implementation of preventive and promotion programs of healthy romantic and sexual relationships to improve people's better health and well-being.

Sociosexuality and Bright and Dark Personality: The Prediction of Behavior, Attitude, and Desire to Engage in Casual Sex.

Research about sociosexuality, understood as differences in people's willingness to have sex without commitment in terms of its predictors, such as demographics, relationship status, or individual traits, such as personality, is still scarce. Although sociosexuality was initially considered unidimensional, a tridimensional structure-with behavior, attitudes, and desire as its components-is gaining momentum in the literature nowadays. The present study proposes to develop different predictive models for each dimension, examining the role of personality (i.e., the "Big Five" and the "Dark Tetrad") and sociodemographic variables. Participants were 991 university students from a Spanish university (75.5% women, 72.0% heterosexual, Mage = 20.66). Our results provide evidence that predictors of sociosexuality vary depending on the dimension under analysis. Being female, older, not having a heterosexual orientation, and not being involved in a current relationship predicted higher scores in sociosexual behavior and attitudes. Regarding personality, psychopathy and extraversion were the only traits involved in all three components of sociosexuality. Neuroticism, agreeableness, and conscientiousness also play a role in the prediction of some of the sociosexuality dimensions. These results help to disentangle the relationship between personality and sociosexuality and to design more effective programs and policies to promote sexual health.