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.
Personality , Humans , Male , Female , Surveys and Questionnaires , Adult , Young Adult , Video Games/psychology , Personality Assessment , Reproducibility of Results , Students/psychology
Substantial evidence supports the idea that engaged workers reach high performance levels. Nevertheless, most research does not take into account that job performance is multidimensional. The current study aimed to investigate the relationship between work engagement and performance (task performance, contextual performance, counterproductive work behaviors, and adaptive performance) and determine whether work engagement provides incremental validity over the Big Five personality traits in the prediction of performance. A questionaire with the variables of interest was filled in by 365 workers. Regression analyses revealed that work engagement plays a role in all dimensions of job performance. Results also revealed the differential functioning of work engagement dimensions, with vigor as the main predictor of task performance and the second predictor of adaptive performance, even when considering personality. High absorption decreases task performance but increases contextual performance, while dedication mediates between personality (i.e., agreeableness and extraversion) and CWB.(AU)
Existe una evidencia sólida sobre el hecho de que los trabajadores comprometidos alcanzan altos niveles de desempeño. Sin embargo, la mayoría de las investigaciones no tienen en cuenta que el desempeño laboral es multidimensional. El presente estudio tiene como objetivos investigar la relación entre el compromiso laboral y el desempeño (de tarea, contextual, conductas contraproductivas y adaptativo) y determinar si el compromiso laboral aumenta la validez predictiva de los cinco grandes rasgos de personalidad en la predicción del desempeño. Se administró un cuestionario con las variables de interés a 365 trabajadores. Los análisis de regresión muestran que el compromiso laboral juega un papel en la predicción de todas las dimensiones del desempeño laboral. Los resultados también revelaron el funcionamiento diferencial de las dimensiones del compromiso laboral, siendo el vigor el principal predictor del desempeño de tarea y el segundo predictor del desempeño adaptativo, incluso cuando se controlan los rasgos de personalidad. Una gran absorción disminuye el desempeño de tarea, pero aumenta el contextual, mientras que la dedicación actúa como variable mediadora entre la personalidad (amabilidad y extraversión) y las conductas contraproductivas.(AU)
Humans , Male , Female , Work Engagement , Work Performance , Personality , Personality Assessment
The use of game-related assessments (GRAs) in personnel selection is increasing. However, the type of GRA under investigation should be considered. This study focuses on game-based assessments, which closely resemble leisure-oriented videogames. We specifically examined a serious game that assesses personality traits (assertiveness, sociability, tolerance, and rules). We analyzed its predictive validity, applicant reactions, and the impact of personal and job-related factors on scores. The study included 182 participants who played the GRA and completed a Big Five questionnaire. Findings revealed that the game predicts adaptive performance, offering incremental value over the Big Five (ΔR2 = .107). Additionally, candidates reacted more positively to the GRA in terms of comfort and fit, although the effect size was small (d = -0.1757 and -0.3119, respectively). Relating to personal and job-related characteristics, only job experience significantly affected the assertiveness score, albeit with a small effect size (d = -0.3870).(AU)
Aumenta en el campo de la selección de personal la utilización de la evaluación relacionada con juegos (ERJ). El estudio se centra en la evaluación mediante juegos, un tipo de ERJ cercano a los videojuegos recreativos convencionales. En concreto se analizó un juego serio que mide rasgos de personalidad (asertividad, sociabilidad, tolerancia y reglas), investigando su validez predictiva, las reacciones de los candidatos y la influencia de las variables personales y laborales. En la investigación participaron 182 personas que jugaron a la ERJ y cumplimentaron un cuestionario de personalidad Big Five. Los resultados muestran la validez incremental de la ERJ con respecto a los Big Five en la predicción del desempeño adaptativo (ΔR2 = .107). Además, las reacciones fueron más positivas a la comodidad y al ajuste al puesto para la ERJ que para la prueba de personalidad, aunque con un tamaño del efecto modesto (d = -0.1757 y -0.3119). Con respecto a las características personales y laborales, la experiencia laboral se asoció a una mayor asertividad, aunque el efecto también es pequeño (d = -0.3870).(AU)
Humans , Male , Female , Organizations , Game Theory , Personality , Human Characteristics , Academic Performance
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.
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.
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.
Work Performance , Deception , Female , Humans , Male , Personality , Personnel Selection/methods
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.
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.
Courtship/psychology , Mobile Applications/trends , Sexual Behavior/psychology , Adolescent , Adult , Female , Humans , Interpersonal Relations , Love , Male , Sexual Behavior/statistics & numerical data , Sexual Partners/psychology , Single Person/psychology , Spain , Students , Surveys and Questionnaires , Universities , Young Adult
Biodata have been widely used in personnel selection for a long time, mainly due to their predictive validity in different contexts, low faking, and positive applicant reactions. At the same time, some disadvantages need to be highlighted, with discriminatory content representing a major concern. In order to shed light on these issues, the objectives of the present research are twofold: firstly, we aim to develop biodata items for personnel selection for the provision of managerial positions in Public Administration and, secondly, we aim to test the fuzzy logic method as a valid approach for the development of biodata scales, with a view to choosing the best biodata items in terms of job performance, fairness, and privacy, according with manager and applicant perspectives. Participants assessed 26 items according to traditional and fuzzy rules, resulting in 8 highly effective items. Then, both approaches were compared: fuzzy logic turned out to have similar results as the traditional approach. Finnally, future developments in research an practical implications in the field are suggested
Los datos biográficos (biodata) se han utilizado en la selección de personal durante mucho tiempo debido, principalmente, a su buena validez predictiva en diferentes contextos, a su bajo falseamiento y a las reacciones positivas de los solicitantes de empleo. No obstante, podemos destacar el posible contenido discriminatorio como su principal desventaja. Por tanto, los objetivos de la presente investigación son, en primer lugar, desarrollar empíricamente ítems válidos y justos para la selección de puestos directivos en la Administración Pública y, en segundo lugar, comprobar la utilidad de la lógica difusa en el desarrollo de escalas con biodata para elegir los mejores ítems en términos de desempeño laboral, equidad y privacidad, de acuerdo con las perspectivas de directivos y de solicitantes de empleo. Los participantes en el estudio evaluaron 26 ítems según reglas tradicionales y difusas, y se obtuvieron 8 ítems altamente efectivos. Posteriormente se compararon ambos enfoques: aunque la lógica difusa demostró cierta eficacia, logró resultados similares a los del enfoque tradicional. Finalmente, se proponen futuros desarrollos de investigación e implicaciones prácticas en esta materia
Biodata have been widely used in personnel selection for a long time, mainly due to their predictive validity in different contexts, low faking, and positive applicant reactions. At the same time, some disadvantages need to be highlighted, with discriminatory content representing a major concern. In order to shed light on these issues, the objectives of the present research are twofold: firstly, we aim to develop biodata items for personnel selection for the provision of managerial positions in Public Administration and, secondly, we aim to test the fuzzy logic method as a valid approach for the development of biodata scales, with a view to choosing the best biodata items in terms of job performance, fairness, and privacy, according with manager and applicant perspectives. Participants assessed 26 items according to traditional and fuzzy rules, resulting in 8 highly effective items. Then, both approaches were compared: fuzzy logic turned out to have similar results as the traditional approach. Finnally, future developments in research an practical implications in the field are suggested
Los datos biográficos (biodata) se han utilizado en la selección de personal durante mucho tiempo debido, principalmente, a su buena validez predictiva en diferentes contextos, a su bajo falseamiento y a las reacciones positivas de los solicitantes de empleo. No obstante, podemos destacar el posible contenido discriminatorio como su principal desventaja. Por tanto, los objetivos de la presente investigación son, en primer lugar, desarrollar empíricamente ítems válidos y justos para la selección de puestos directivos en la Administración Pública y, en segundo lugar, comprobar la utilidad de la lógica difusa en el desarrollo de escalas con biodata para elegir los mejores ítems en términos de desempeño laboral, equidad y privacidad, de acuerdo con las perspectivas de directivos y de solicitantes de empleo. Los participantes en el estudio evaluaron 26 ítems según reglas tradicionales y difusas, y se obtuvieron 8 ítems altamente efectivos. Posteriormente se compararon ambos enfoques: aunque la lógica difusa demostró cierta eficacia, logró resultados similares a los del enfoque tradicional. Finalmente, se proponen futuros desarrollos de investigación e implicaciones prácticas en esta materia
Humans , Personnel Management/methods , Public Administration , Fuzzy Logic
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.
Interpersonal Relations , Mobile Applications , Personality , Sexual Behavior , Adolescent , Adult , Female , Humans , Male , Sexual Partners , Sexual and Gender Minorities , Young Adult
Job performance is considered the "ultimate dependent variable" in human resource management, turning its assessment into a capital issue. The present study analyzes the functioning of a brief 18-item self-report scale, the Individual Work Performance Questionnaire (IWPQ), which measures the main dimensions of job performance (task performance, contextual performance, and counterproductive behaviors) in a wide variety of jobs. Participants were 368 employees who voluntarily answered a questionnaire including the IWPQ, other performance scales, and the NEO-FFI. Descriptive statistics, exploratory structural equation modeling, and correlations were performed. Results show that the IWPQ has a tridimensional structure with adequate reliability, exhibits significant associations with other measures of performance, and its association with personality traits is similar in terms of direction and strength of the correlations between other job performance measures and personality. We conclude that the IWPQ is an adequate measure of job performance but with emphasis on behaviors aimed toward organizations
El desempeño laboral es considerado la "variable dependiente definitiva" en recursos humanos, convirtiendo su evaluación en algo crucial. El presente estudio analiza el funcionamiento de una escala autoinformada breve de 18 ítems, el Individual Work Performance Questionnaire (IWPQ), que mide las principales dimensiones del desempeño laboral (desempeño de tarea, desempeño contextual y comportamientos contraproductivos en el trabajo) en una amplia variedad de trabajos. Los participantes fueron 368 empleados que voluntariamente completaron un cuestionario que incluía el IWPQ, otras escalas de desempeño y el NEO-FFI. Se llevaron a cabo estadísticos descriptivos, modelos exploratorios de ecuaciones estructurales y correlaciones. Los resultados muestran que el IWPQ tiene una estructura tridimensional con una fiabilidad adecuada, mostrando asociaciones significativas con el resto de medidas de desempeño. En cuanto a los factores de personalidad, el IWPQ muestra correlaciones similares a las de los otros instrumentos de desempeño analizados. Se concluye que el IWPQ es un instrumento adecuado para medir de manera breve y autoinformada el desempeño laboral, pero con énfasis en los comportamientos dirigidos hacia la organización
Humans , Male , Female , Adolescent , Young Adult , Adult , Middle Aged , Aged , Task Performance and Analysis , Employee Performance Appraisal/methods , Psychometrics/instrumentation , Self Report/statistics & numerical data , Adaptation, Psychological/classification , Brief Psychiatric Rating Scale/statistics & numerical data , Cross-Cultural Comparison
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.
Attitude , Personality , Sexual Behavior/psychology , Social Behavior , Adolescent , Adult , Female , Humans , Male , Models, Psychological , Socioeconomic Factors , Young Adult
The present study provides results of criterion validity in the selection of firefighters in Spain. The predictors were cognitive skills, job knowledge, and physical aptitudes, and the criterion was training proficiency. The process involves 639 candidates, but only 44 complete successfully the selection process. Our results support previous evidence showing that general cognitive ability is the best predictor of training proficiency, with an operational validity of .57. With respect to the other predictors, job knowledge presented an operational validity of .55 and physical tests of .49. In addition, multiple regression analysis showed that cognitive aptitude explains 33% of the variance, but when physical aptitudes are included the explained variance increases to 50%. If we also add job knowledge, explained variance increases to 55%. Our study offers recent results of criterion validity in a barely investigated job, gathered in a country other than the one where prior research had been carried out
Este estudio ofrece resultados de la validez de criterio en la selección de bomberos en España. Los predictores fueron las aptitudes cognitivas, el conocimiento del puesto y las aptitudes físicas, siendo el criterio el provechamiento de la formación. El proceso comenzó con 639 candidatos, de los cuales solamente 44 superaron la selección. Nuestros resultados apoyan la evidencia previa, mostrando que la aptitud cognitiva general es el mejor predictor, con una validez operativa de .57, seguido del conocimiento del puesto con .55 y las pruebas físicas con .49. Además, el análisis de regresión múltiple mostró que la aptitud cognitiva explica un 33% de la varianza, que se incrementa hasta el 50% al incluir pruebas físicas y hasta el 55% si además se añade conocimiento del puesto. Estos resultados resultan especialmente interesantes al haber sido obtenidos en un país diferente al de las principales investigaciones de referencia (i.e., Estados Unidos de América)
Humans , Male , Female , Adult , Young Adult , Firefighters/education , Firefighters/psychology , Personnel Selection , Aptitude Tests , Physical Fitness/psychology , Efficiency/physiology , Firefighters/statistics & numerical data , Reproducibility of Results , Efficiency, Organizational , Psychology, Industrial/methods , Spain
Self-efficacy is a fruitful construct on psychological research, including the educational setting. The present study is focused on measuring the writing self-efficacy. Specifically, we translated into Spanish the 'SelfEfficacy for Writing Scale' (SEWS; Bruning, Dempsey, Kauffman, McKim, & Zumbrunn, 2013) and assessed its psychometric properties on a sample of university students. Five hundred and twelve students (78% women, 22% men) from three different Spanish universities participated in our study. They filled a questionnaire that includes the Spanish version of SEWS, the General Self-Efficacy Scale, and the Self-Efficacy for Writing. Results of the Exploratory Factor Analysis has shown that SEWS keep their dimensionality in the Spanish version (explained variance of 65.86%), being composed by Ideation (α = .90), writing Conventions (α = .89), and Self-regulation of writing (α = .90). The correlations with the General SelfEfficacy Scale are high, but higher with the Self-Efficacy for Writing, outlining that are measuring the same construct. We also found than men report higher values on the overall SEWS and two of its dimensions (Ideation and Conventions). Finally, we discuss the implications of these results, point out the main limitations of our study, and suggest further research avenues (AU)
La autoeficacia es un constructo muy utilizado en Psicología. El presente estudio se centra en el ámbito educativo y, más concretamente, en la adaptación de la 'Self-Efficacy for Writing Scale' (SEWS; Bruning, Dempsey, Kauffman, McKim, y Zumbrunn, 2013), desarrollada para medir autoeficacia para la escritura. Participaron en el estudio 512 estudiantes (78% mujeres, 22% hombres) de tres universidades españoles distintas. Todos ellos completaron un cuestionario que incluía la versión española de la escala SEWS, además de la Escala de Autoeficacia General y la Escala de Autoeficacia para la Escritura. Los resultados del análisis factorial exploratorio muestran que la prueba mantiene su dimensionalidad, con una varianza explicada de 65.86% y tres factores: Ideación (α = .90), Convenciones (α = .89), y Autorregulación (α = .90). Las correlaciones con la Escala de Autoeficacia General son elevadas, pero aún más con la Escala de Autoeficacia para la Escritura, sugiriendo este último dato que se trata del mismo constructo. Asimismo, se encuentra que los hombres muestran mayores valores de autoeficacia en la escala SEWS (general) y en dos de sus dimensiones (Ideación y Convenciones). Finalmente, se discuten las implicaciones de estos resultados, señalándose las principales limitaciones del estudio y sugerencias de investigación futura (AU)
Humans , Self Efficacy , Writing , Adaptation, Psychological , Sex Differentiation/physiology , Cognitive Dysfunction/psychology , Surveys and Questionnaires , Data Analysis
The recruitment process aims to request relevant information from applicants, but sometimes this could be used to discriminate. Based mainly on the legal framework and the Rational Bias, the present paper explores the use of potentially discriminatory content against women in Spanish companies according to the enforcement of the equal employment opportunity legislation in 2007, and its relationship with organizational results. We have performed a comparative study between 2005 and 2009 implementing a combination of qualitative and quantitative analysis. All the websites of the Spanish Stock Exchange were analyzed. Results show that companies did include potentially discriminatory questions in application forms, even after the law enforcement, but not in recruitment statements. Regarding organizational results, small but significant relationships between legal fulfillment and annual returns were found, but these results could have been influenced by factors attributable to the economic crisis. To conclude, we provide recommendations regarding desirable policies and organizational practices in the context of the area being studied (AU)
El proceso de reclutamiento es una fase importante del proceso de selección, donde se solicita información personal de los candidatos. Pero esta información podría ser utilizada de forma discriminatoria en la toma de decisiones. Basándonos en la Teoría del Sesgo Racional y en la legislación vigente en materia de igualdad, en este estudio se explora el posible uso discriminatorio contra las mujeres en las empresas que cotizan en la bolsa española, así como su relación con los resultados organizacionales. Hemos realizado un estudio comparativo entre los años 2005 y 2009 del contenido de las hojas de solicitud de empleo en las webs de todas las empresas que cotizaban en bolsa en esos años. Combinando técnicas cualitativas y cuantitativas, los resultados mostraron que las empresas incluían contenido potencialmente discriminatorio tanto antes como después de la Ley de Igualdad entre Mujeres y Hombres de 2007. Asimismo, hemos encontrado relación entre los resultados anuales de las empresas y el cumplimiento estricto de la legislación. Finalmente, incluimos recomendaciones de buenas prácticas para la política organizacional durante el reclutamiento (AU)
Female , Humans , Male , Personnel Selection/organization & administration , Personnel Selection/standards , Personnel Selection , Sexism/psychology , Sexism/statistics & numerical data , Internet/standards , Webcasts as Topic/trends , Personnel Selection/methods , Personnel Selection/trends , Internet/organization & administration , Internet
The present study analyses the prediction of the effectiveness and its fluctuations of 34 semi-professional basketball players throughout a sport season using the dynamic criteria as theoretical framework. The predictor variables (the Big Five personality factors, job experience and motivation) were obtained by means of self-report, while effectiveness was determined through objective data (statistics of matches). The predictive models were developed using generalized maximum entropy formulation, and results show that: (1) the relevance of the predictors of effectiveness is different each time they are analysed; (2) all variables except conscientiousness predict the fluctuations, and openness to experience is the most influential predictor; and (3) job experience is less relevant than personality and motivation. Finally, some recommendations are made regarding the choice of predictors for the selection of basketball players(AU)
En el presente artículo se analiza la predicción del rendimiento y de sus fluctuaciones en el ámbito del baloncesto. Con la dinámica de los criterios como marco teórico, se analizaron los resultados de 34 jugadores semi-profesionales durante una temporada deportiva. Los modelos predictivos se realizaron con la formulación de máxima entropía generalizada, utilizando como predictores la personalidad según el modelo de los Big Five, la experiencia, y la motivación intrínseca y como criterio se tomó la eficacia, con medidas objetivas. Los resultados obtenidos fueron los siguientes: (1) la importancia de los predictores varía a lo largo de la temporada, (2) el principal predictor de las fluctuaciones es el factor de personalidad apertura a la experiencia, si bien todas las variables salvo el factor responsabilidad participan en el modelo predictivo y (3) la experiencia muestra una menor capacidad predictiva que los otros predictores. Finalmente, se hacen recomendaciones acerca de la elección de predictores en los procesos de selección de jugadores de baloncesto(AU)
Humans , Male , Young Adult , Adult , Entropy , Information Theory , Personnel Selection/methods , Personnel Selection/standards , Sports Equipment/standards , Transfer, Psychology/physiology , Employee Incentive Plans/standards , Employee Incentive Plans/trends , Employee Incentive Plans , Motivation/physiology , Operations Research , Personnel Selection/organization & administration , Personnel Selection , Intention , Surveys and Questionnaires
