Validez Predictiva e Igualdad de Trato de la “Oposición” como Método de Selección para Inspectores de Hacienda y Técnicos de Hacienda del Estado / Predictive Validity and Equal Treatment of “Competition” as a Selection Method for State Treasury Inspectors and Treasury Technicians

La “oposición” es el método de selección de personal para los cuerpos superiores de la función pública española y cientos de miles de candidatos participan en las oposiciones cada año. A pesar de ello, permanece sin haberse estudiado su validez predictiva y sus potenciales efectos sobre la igualdad de trato para hombres y mujeres. Este artículo presenta dos estudios independientes dedicados establecer la validez predictiva y el grado de igualdad de trato de la “oposición”. En el primero se examinó con candidatos al Cuerpo de Técnicos de Hacienda. Los resultados indicaron una validez operativa ρ = .54 (N = 392) y un valor d de Cohen promedio de .14 para la igualdad de trato favorable a los hombres. El segundo estudio se realizó con candidatos al Cuerpo Superior de Inspectores de Hacienda y la validez operativa fue de ρ = .50 (N =.70) y la d de Cohen de .33 favorable a las mujeres. Los resultados indican que la “oposición” muestra una validez semejante o superior a la de los mejores instrumentos de selección de personal. Finalmente, se discuten las implicaciones para la práctica y se hacen recomendaciones para mejorar este sistema de acceso a la función pública.(AU)

The "competition” (“oposición” in Spanish) is the method of personnel selection for the higher Corps of the Spanish civil service, and hundreds of thousands of candidates participate in the competitive examinations each year. Despite this, its predictive validity and its potential effects on equal treatment for men and women remain unknown. This article presents two independent studies devoted to establishing the predictive validity and the degree of equal treatment of the "competition". In the first one, the validity was examined with candidates for the Corps of Treasury Technicians. The results indicated an operational validity ρ = .54 (N = 392) and an average Cohen's d value of .14 for equal treatment favorable to men. The second study was conducted with candidates for the Corps of Senior Treasury Inspectorate and the operational validity was ρ = .50 (N =.70) and Cohen's d of .33 favorable to women. The results indicate that the "competition" shows similar or superior validity to that of the best personnel selection instruments. Finally, implications for practice are discussed and recommendations are made to improve this system of access to the civil service.(AU)

Quasi-ipsative Forced-Choice Personality Inventories and the Control of Faking: The Biasing Effects of Transient Error / Los inventarios de personalidad de elección forzosa cuasi-ipsativos y el control del faking: los efectos de sesgo del error temporal

To date, experimental research on the effect of faking on personality measures has used two types of designs: within-subject designs and between-subjects designs. None of these designs permit us to control for the effects of transient error on faking. Using a Latin-square design (LSD), the current study examines the effects of faking on the Big Five as assessed by a quasi-ipsative forced-choice (FC) personality inventory. LSD is a type of experimental design that simultaneously permits us to control for between-subject differences, within-subject variability, and transient error. The sample consisted of 246 participants (four experimental groups, assessed twice, 2-3 week interval). The results showed that (1) faking effect size can be largely attributed to transient error and (2) the quasi-ipsative FC format shows great resistance to faking behavior. The average effect size (Cohen’s d) for the Big Five was 0.21, 0.12, and 0.09 for observed faking, transient error, and true faking, respectively. On average, 62% of observed faking effect size can be attributed to transient error. To conclude, we discuss the implications of these findings for the research and practice of personnel selection.(AU)

La investigación experimental sobre los efectos del faking o falseamiento en las medidas de personalidad ha utilizado dos tipos de diseños: diseños intrasujeto y diseños entre sujetos. Pero ninguno de ellos nos permite controlar los efectos del error temporal en el faking. Usando un diseño de cuadrado latino (DCL), este estudio examina los efectos del faking en los Cinco Grandes evaluados con un inventario de personalidad de elección forzosa (EF) cuasi-ipsativo. El DCL es un diseño experimental que simultáneamente nos permite controlar las diferencias entre sujetos, la variabilidad intrasujeto y el error temporal. La muestra estuvo compuesta por 246 participantes (cuatro grupos experimentales, evaluados dos veces en un intervalo de 2-3 semanas). Los resultados mostraron que (1) el tamaño del efecto del faking se puede atribuir en gran medida a un error temporal y (2) el formato de EF causi-ipsativo muestra una gran resistencia al faking. El tamaño del efecto promedio (d de Cohen) para los Cinco Grandes fue 0.21, 0.12 y 0.09 para el faking observado, el error temporal y el faking verdadero, respectivamente. En promedio, el 62 % del tamaño del efecto del faking observado se puede atribuir a un error temporal. Para concluir, se discuten las implicaciones de estos resultados.(AU)

Counterproductive Academic Behaviors and Academic Performance: A Meta-Analysis and a Path Analysis Model.

Counterproductive academic behaviors (CAB) are a complex phenomenon that affects academic institutions in multiple geographical areas with different cultures, values, and social norms. The high incidence of CAB causes problems of critical importance that transcend the educational domain. The current study aims to contribute to the knowledge of the CAB consequences by focusing on its impact on academic performance (AP). For this purpose, a meta-analysis was conducted in order to examine the relationship between CAB, its facets, and AP. The results show that overall CAB and students' performance are negatively related with a true effect size of ρ = -0.40 (K = 231, N = 127,269). Particularly, absenteeism appeared to be the facet most strongly related to AP (ρ = -0.48, K = 117, N = 69,453). A meta-analytic path analysis model was carried out in order to test the predictive validity of CAB, students' personality characteristics, and intelligence on AP. Results show that conscientiousness and cognitive intelligence have a negative relationship with CAB (ß = -0.28 and ß = -0.20, respectively), and that conscientiousness, openness to experience, intelligence, and CAB can explain 58% of AP true variance. Meta-analyses of moderator variables and hierarchical meta-analyses are also presented. The implications for research and practice are discussed at the end.

Cross-cultural evidence of the relationship between subjective well-being and job performance: a meta-analysis / Evidencia transcultural de la relación entre el bienestar subjetivo y el desempeño en el trabajo: un metaanálisis

This meta-analysis examined the differences across countries/regions, and the moderator effects of the study type (cross-sectional vs. longitudinal) on the SWB-job performance relationship. The database consists of 78 independent samples (N = 18,853), located through electronic and manual searches. The results showed that overall SWB (ρ = .37), cognitive SWB (ρ = .27), and affective SWB (ρ = .37) are predictors of job performance. Evidence of cross-cultural effects showed that the magnitude of the SWB-job performance relationship was larger in the Asia-Pacific region than in Europe and the US-Canada region (Asia-Pacific ρ = .41, Europe ρ = .33, USA ρ = .23). Moderator analyses indicated that, on average, cross-sectional (concurrent) and longitudinal (predictive) studies showed similar validity (ρ = .33 vs. ρ = .32). Lastly, we discuss the main contributions, and some practical implications and some limitations of the study are mentioned.(AU)

Este metaanálisis examinó las diferencias entre países/regiones y los efectos moderadores del tipo de estudio (transversal vs. longitudinal) en la relación entre bienestar subjetivo (SWB) y desempeño en el trabajo. La base de datos consta de 78 muestras independientes (N = 18,853), localizadas mediante búsquedas electrónicas y manuales. Los resultados mostraron que el SWB global (ρ = .37), el SWB cognitivo (ρ = .27) y el SWB afectivo (ρ = .37) son predictores del desempeño laboral. La evidencia de los efectos transculturales mostró que la magnitud de la relación entre el BS y el desempeño laboral era mayor en la región de Asia-Pacífico que en Europa y en la región de Estados Unidos-Canadá (Asia-Pacífico ρ = .41, Europa ρ = .33, Estados Unidos ρ = .23). Los análisis de moderadores indicaron que, en promedio, los estudios transversales (concurrentes) y los longitudinales (predictivos) mostraron una validez semejante (ρ = .33 frente a ρ = .32). Por último, se discuten las principales contribuciones y se indican algunas implicaciones prácticas y las limitaciones del estudio.(AU)

A Meta-Analysis of the Faking Resistance of Forced-Choice Personality Inventories.

This study presents a comprehensive meta-analysis on the faking resistance of forced-choice (FC) inventories. The results showed that (1) FC inventories show resistance to faking behavior; (2) the magnitude of faking is higher in experimental contexts than in real-life selection processes, suggesting that the effects of faking may be, in part, a laboratory phenomenon; and (3) quasi-ipsative FC inventories are more resistant to faking than the other FC formats. Smaller effect sizes were found for conscientiousness when the quasi-ipsative format was used (δ = 0.49 vs. δ = 1.27 for ipsative formats). Also, the effect sizes were smaller for the applicant samples than for the experimental samples. Finally, the contributions and practical implications of these findings are discussed.

Criterion Validity of Cognitive Reflection for Predicting Job Performance and Training Proficiency: A Meta-Analysis.

This article presents a meta-analysis of the validity of cognitive reflection (CR) for predicting job performance and training proficiency. It also examines the incremental validity of CR over cognitive intelligence (CI) for predicting these two occupational criteria. CR proved to be an excellent predictor of job performance and training proficiency, and the magnitude of the true validity was very similar across the two criteria. Results also showed that the type of CR is not a moderator of CR validity. We also found that CR showed incremental variance over CI for the explanation of job performance, although the magnitude of the contribution is small. However, CR shows practically no incremental validity over CI validity in the explanation of training proficiency. Finally, we discuss the implications of these findings for the research and practice of personnel selection.

Cognitive reflection, life satisfaction, emotional balance and job performance / Reflexividad Cognitiva, Satisfacción con la Vida, Equilibrio Emocional y Desempeño en el Puesto de Trabajo

BACKGROUND: The validity of individual difference variables for predicting important life phenomena, such as job performance, has been studied for over a century. However, the relationships between some of them have scarcely been investigated. This paper presents a study on the relationship between cognitive reflection (CR), satisfaction with life (SWL), and emotional balance (EB) with job performance. METHOD: The participants were 245 managers (140 men and 105 women) working in companies in various economic sectors. RESULTS: The results showed that CR was not significantly related to job performance but that SWL and EB were valid predictors. Moreover, CR correlated significantly with SWL and EB. Multiple regression analysis showed that neither CR nor EB showed incremental validity over SWL in predicting job performance. CONCLUSIONS: These findings suggest that CR may not be an important variable in the workplace, at least regarding job performance, and that it is not a fully cognitive construct because some degree of its variance may be shared with motivational and personality traits

ANTECEDENTES: la relación del desempeño ocupacional con variables de diferencias individuales se ha investigado durante casi un siglo, aunque su relación con la reflexividad cognitiva (RC), la satisfacción con la vida (SCV) y el equilibrio emocional (EE) ha sido escasamente estudiada, por ello, el objetivo principal de este artículo es examinar la relación entre RC, SCV y EE con el desempeño en el trabajo. MÉTODO: participaron 245 directivos (140 hombres y 105 mujeres) de empresas de diferentes sectores económicos. RESULTADOS: SCV y EE fueron predictores válidos del desempeño en el puesto pero no RC. Análisis de regresión múltiple indicaron que ni RC ni EE añadían validez sobre la SCV para predecir el desempeño en el puesto. CONCLUSIONES: los resultados sugieren que RC podría no ser una variable relevante en el lugar de trabajo, al menos en relación con el desempeño ocupacional, y que no se trata de un constructo totalmente cognitivo, ya que una parte de su varianza podría estar explicada por rasgos motivacionales y de la personalidad

Cognitive Reflection, Life Satisfaction, Emotional Balance and Job Performance.

BACKGROUND: The validity of individual difference variables for predicting important life phenomena, such as job performance, has been studied for over a century. However, the relationships between some of them have scarcely been investigated. This paper presents a study on the relationship between cognitive reflection (CR), satisfaction with life (SWL), and emotional balance (EB) with job performance. METHOD: The participants were 245 managers (140 men and 105 women) working in companies in various economic sectors. RESULTS: The results showed that CR was not significantly related to job performance but that SWL and EB were valid predictors. Moreover, CR correlated significantly with SWL and EB. Multiple regression analysis showed that neither CR nor EB showed incremental validity over SWL in predicting job performance. CONCLUSIONS: These findings suggest that CR may not be an important variable in the workplace, at least regarding job performance, and that it is not a fully cognitive construct because some degree of its variance may be shared with motivational and personality traits.

Personality, intelligence, and counterproductive academic behaviors: A meta-analysis.

Counterproductive academic behaviors (CAB) are a major problem for educational institutions all over the world. For this reason, to determine the potential predictors of CAB is relevant. After defining CAB and introducing a typology of seven CABs facets (i.e., cheating, absenteeism, plagiarism, deception, breach of rules, low effort, and misuse of resources), this study reports on a comprehensive meta-analysis carried out to estimate the relationships between CAB and its facets with the Big Five personality dimensions and intelligence. Results showed that conscientiousness (K = 77, N = 31,473, ρ = -.28) and agreeableness (K = 56, N = 24,436, ρ = -.14) were predictors of the student's propensity to engage in CAB. Conscientiousness also predicted the 7 facets of CAB, particularly absenteeism (ρ = -.30), cheating (ρ = -.34), misuse of resources (ρ = -.32), low effort (ρ = -.29), and breach of rules (ρ = -.27). Intelligence showed a negative relationship with CAB (K = 55, N = 30,052, ρ = -.19), and it was the best predictor of deception (K = 18, N = 3,575 ρ = -.48). The educational level, the type of cognitive tests, and the intelligence factor assessed were relevant moderators of the validity estimates. The validity of a compound of conscientiousness, agreeableness, and intelligence was .42 for predicting overall CAB. Finally, we discuss the theoretical and practical implications of the findings. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

Individual differences and counterproductive academic behaviors in high school.

Counterproductive academic behaviors (CAB) is a problem that has plagued academic institutions for centuries. However, research has mostly been focused on higher learning institutes in North America. For this reason, literature on CAB must be expanded to other geographical areas and academic levels. The present research analyses the prevalence and correlates of CAB in a sample of Spanish high school students. The results indicate that CAB is a common phenomenon, cheating and low effort behaviors being the most prevalent forms. Correlational analyses revealed that conscientiousness (ρ = -.55, p < .01), emotional stability (ρ = .28, p < .01), and agreeableness (ρ = -.26, p < .05) are predictors of CAB. Multiple regression analyses showed that conscientiousness is the dimension exerting the strongest impact on CAB (ß = -.64, p < .01), followed by agreeableness, and emotional stability. These three dimensions accounted for 51% of CAB variance. Last, implications for theory and practice are described.

Meta-Analysis of the Validity of General Mental Ability for Five Performance Criteria: Hunter and Hunter (1984) Revisited.

This paper presents a series of meta-analyses of the validity of general mental ability (GMA) for predicting five occupational criteria, including supervisory ratings of job performance, production records, work sample tests, instructor ratings, and grades. The meta-analyses were conducted with a large database of 467 technical reports of the validity of the General Aptitude Test Battery (GATB) which included 630 independent samples. GMA showed to be a consistent predictor of the five criteria, but the magnitude of the operational validity was not the same across the five criteria. Results also showed that job complexity is a moderator of the GMA validity for the performance criteria. We also found that the GMA validity estimates are slightly smaller than the previous ones obtained by Hunter and Hunter (1984). Finally, we discuss the implications of these findings for the research and practice of personnel selection.

Meta-Analysis of Interrater Reliability of Supervisory Performance Ratings: Effects of Appraisal Purpose, Scale Type, and Range Restriction.

Objectives: This reliability generalization study aimed to estimate the mean and variance of the interrater reliability coefficients (r yy ) of supervisory ratings of overall, task, contextual, and positive job performance. The moderating effect of the appraisal purpose and the scale type was examined. It was hypothesized that the ratings collected for research purposes and multi-item scales have higher r yy . It was also examined whether r yy was similar for the four performance dimensions. Method: A database consisting of 224 independent samples was created and hierarchical sub-grouping meta-analyses were conducted. Results: The appraisal purpose was a moderator of r yy for the four performance dimensions. Scale type was a moderator of r yy for overall and task performance collected for research purposes. The findings also suggest that supervisors seem to have less difficulty evaluating overall job performance than task, contextual, and positive performance. The best estimates of the observed r yy for overall job performance are 0.61 for research-collected ratings and 0.45 for administrative-collected ratings. Conclusions: (1) Appraisal purpose moderates r yy and researchers and practitioners should be aware of its effects before collecting ratings or using empirically-derived interrater reliability distributions, (2) Scale type seems to moderate r yy in the case of the ratings collected for research purposes, only, (3) overall job performance is more reliably rated than task, contextual, and positive performance. Implications for research and practice are discussed.

Subjective well-being and job performance: testing of a suppressor effect / El bienestar subjetivo y el desempeño en el trabajo: análisis de un efecto supresor

This is a four-year follow-up study on the relationship between the cognitive and emotional components of subjective well-being (SWB) and job performance. We hypothesized a positive relationship between these variables and job performance. The sample consisted of 170 managers of a Spanish company in the Information Technology and Communication (ITC) industry. The cognitive component of SWB was assessed with the Satisfaction with Life (SWL) scale and the emotional component with the SPANE scale. Two independent ratings, one from the direct supervisor and another from the HR manager, served as evaluations of job performance during four years in a row. Results showed that the two components of SWB predicted job performance over the four years. Additionally, when the two components are entered in a regression equation the validity increases over time as a consequence of a suppressor effect on the cognitive component of SWB. Finally, we discuss the implications for the theory and the practice of SWB at work

Este es un estudio de seguimiento a cuatro años sobre la relación entre los componentes cognitivos y emocionales del bienestar subjetivo (SWB) y el desempeño laboral. Nuestra hipótesis se refiere a la relación positiva entre estas variables y el desempeño laboral. La muestra estuvo formada por 170 managers de una empresa española de tecnologías de la información y la comunicación (TIC). El componente cognitivo de SWB se evaluó con la Escala de Satisfacción con la Vida (SWL) y el componente emocional con la escala SPANE. Dos calificaciones independientes, una del supervisor directo y otra del manager de recursos humanos, sirvieron para evaluar el desempeño laboral durante cuatro años consecutivos. Los resultados mostraron que los dos componentes de SWB predijeron el desempeño laboral durante los cuatro años. Además, cuando los dos componentes se incluyen en una ecuación de regresión, la validez aumenta con el tiempo como consecuencia de un efecto supresor sobre el componente cognitivo del SWB. Finalmente, se discuten las implicaciones para la teoría y la práctica de SWB en el trabajo

Faking resistance of a quasi-ipsative forced-choice personality inventory without algebraic dependence / Resistencia al falseamiento de un inventario de personalidad cuasi-ipsativo de elección forzada

This short research note reports on a study on the robustness of a quasi-ipsative forced-choice (FC) personality inventory for controlling the effects of faking. A sample of 126 active managers was randomly divided in three independent groups, with 42 individuals per group. We used an experimental three-group design in which the independent variable was the instructional set (faking, neutral, and honest), and the dependent variables were the scores in the Big Five personality dimensions. The results showed that the average effect sizes were .01, -.02, and 0 for the comparisons among faking-honest, faking-neutral, and neutral-honest groups. These findings showed that the quasi-ipsative FC format with algebraic non-dependence among the scales is a very robust way of controlling faking. We recommend practitioners to use this technology for making personnel selection decisions

Este breve nota de investigación se centra en un estudio sobre la fortaleza de un inventario de personalidad cuasi-ipsativo de elección forzosa para controlar los efectos del falseamiento. Se dividió aleatoriamente la muestra de 126 ejecutivos en activo en tres grupos independientes de 42 sujetos cada uno. Se utilizó un diseño experimental de tres grupos en el que la variable independiente era el conjunto de instrucciones (falseamiento, neutralidad u honestidad) y las variables independientes estaban constituidas por las puntuaciones de las dimensiones de personalidad de los cinco grandes. Los resultados mostraron que el tamaño medio del efecto era .01, -.02 y 0 para las comparaciones entre los grupos falseamiento-honestidad, falseamiento-neutralidad y neutralidad-honestidad. Estos resultados manifiestan que el formato cuasi-ipsativo de elección forzada sin dependencia algebraica entre las escalas es un modo muy sólido de controlar el falseamiento. Recomendamos a los profesionales que utilicen esta tecnología a la hora de tomar decisiones en selección de personal

Transforming the area under the normal curve (AUC) into cohen’s d, Pearson’s rpb, odds-ratio, and natural log odds-ratio: two conversion tables / La transformación del área bajo la curva normal (ACN) en la d de Cohen, la rbp de Pearson, la razón de probabilidad y la razón de probabilidad con logaritmos naturales: dos tablas de conversión

The importance of the area under the normal curve (AUC) as a measure of the effect size (ES) in applied and forensic research has been highlighted in several articles and Tables for converting the AUC curve into Pearson’s rpb and Cohen’s d have been published. No Tables have been published for converting AUC into other frequently used effect size indexes, such as OR and Ln(OR). In this article, two Tables for 500 AUC three-digit values provide the equivalent values for converting AUC into four ESs, including Cohen’s d values, Pearson’s rpb, odds-ratio (OR), and Ln(OR). In the case of rpb, the values are given for four base rates (.5, .3, .2, and .1). In addition, the formulas for transforming AUC into these effect sizes are provided, so researchers can calculate other values which have not been included in the Tables (AU)

La importancia del área bajo la curva normal (ACN) como medida del tamaño del efecto (TE) en la investigación aplicada y forense ha sido resaltada en varios artículos y han sido publicadas tablas para convertir el ACN en el coeficiente rbp de Pearson y la d de Cohen. No han sido publicadas tablas para convertir la ABC en otros índices del tamaño del efecto frecuentemente usados, tales como OR y Ln(OR). En este artículo, se proporcionan dos tablas para 500 valores de tres dígitos del ACN con los valores equivalentes para convertir el ACN en cuatro TE, d de Cohen, rbp de Pearson, OR y Ln(OR). En el caso de la rbp, se dan los valores para cuatro tasas base (.5, .3, .2, y .1). Además, se incluyen las fórmulas para la conversión en estos tamaños de efectos, de tal modo que los investigadores puedan calcular otros valores no incluidos en las Tablas (AU)

Moderator effects of job complexity on the validity of forced-choice personality inventories for predicting job performance / Efectos moderadores de la complejidad del puesto sobre la validez de los cuestionarios de personalidad de elección forzosa para predecir el desempeño

Research has demonstrated that job complexity moderates the validity of general mental ability (GMA), the relationship between personality and job satisfaction, and the relationship between GMA and job satisfaction. However, no published research has investigated whether job complexity moderates the criterion validity of the Five-Factor Model (FFM) of personality for predicting job performance. This paper reports a meta-analytic examination of the moderator effects of job complexity on the criterion validity of the FFM of personality as assessed with forced-choice inventories. In accordance with the hypotheses, the results showed that job complexity moderates negatively the validity of conscientiousness and emotional stability and that it moderates positively the validity of openness. The implications for personnel selection research and practice are discussed (AU)

La investigación ha demostrado que la complejidad del puesto de trabajo modera la validez de la capacidad mental general (CMG), la relación entre la personalidad y la satisfacción en el trabajo y las relaciones entre la CMG y la satisfacción en el trabajo. Sin embargo, no se ha publicado ninguna investigación que haya examinado si la complejidad del puesto de trabajo modera la validez de criterio del modelo de los cinco grandes factores (MCGF) de personalidad para predecir el desempeño en el trabajo. Este artículo presenta un metaanálisis sobre los efectos moderadores de la complejidad del puesto en la validez del MCGF de personalidad cuando se emplean cuestionarios de elección forzosa (CEF). De acuerdo con las hipótesis planteadas, los resultados muestran que la complejidad del puesto modera negativamente la validez de criterio de los factores de responsabilidad y de estabilidad emocional y positivamente la validez del factor de apertura a la experiencia. Finalmente, se plantean algunas posibles implicaciones para la teoría y la práctica de la selección de personal (AU)

Structured behavioral interview as a legal guarantee for ensuring equal employment opportunities for women: a meta-analysis / La entrevista conductual estructurada como garantía legal que asegura la igualdad de oportunidades laborales para la mujer: meta-análisis

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 (AU)

La igualdad de oportunidades laborales para la mujer es un requisito legal en muchos marcos legales, como la legislación de Estados Unidos o de la Unión Europea. En este contexto, la discriminación indirecta en el acceso al trabajo es una práctica ilegal. Este es el motivo por el que los procedimientos de selección de personal deben ser justos para los grupos protegidos por ley. En concreto, la discriminación de género es el centro de investigación en las entrevistas de empleo. Este artículo presenta un metaanálisis de las diferencias de género en las puntuaciones de las entrevistas conductuales estructuradas (ECE). Se elaboró una base de datos compuesta de estudios realizados con aspirantes y empleados reales, aplicándose métodos metaanalíticos psicométricos. Los resultados indican que la ECE es justa para mujeres y hombres, no habiendo señales de efectos negativos ni de discriminación indirecta. Se comentan las consecuencias para la práctica en selección de personal, a la vez que se recomienda la necesidad de investigación futura (AU)

Burnout, Depression, and Borderline Personality: A 1,163-Participant Study.

We examined the association of burnout with borderline personality (BP) traits in a study of 1,163 educational staff (80.9% women; mean age: 42.96). Because burnout has been found to overlap with depression, parallel analyses of burnout and depression were conducted. Burnout symptoms were assessed with the Shirom-Melamed Burnout Measure, depressive symptoms with the PHQ-9, and BP traits with the Borderline Personality Questionnaire. Burnout was found to be associated with BP traits, controlling for neuroticism and history of depressive disorders. In women, burnout was linked to both the "affective insecurity" and the "impulsiveness" component of BP. In men, only the link between burnout and "affective insecurity" reached statistical significance. Compared to participants with "low" BP scores, participants with "high" BP scores reported more burnout symptoms, depressive symptoms, neuroticism, and occupational stress and less satisfaction with life. Disattenuated correlations between burnout and depression were close to 1, among both women (0.91) and men (0.94). The patterns of association of burnout and depression with the main study variables were similar, pointing to overlapping nomological networks. Burnout symptoms were only partly attributed to work by our participants. Our findings suggest that burnout is associated with BP traits through burnout-depression overlap.

Corrections for criterion reliability in validity generalization: the consistency of Hermes, the utility of Midas / Corrección por la fiabilidad del criterio en la generalization de la validez: la cohererencia de Hermes, la utilidad de Midas

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 (AU)

En la literatura se critica el uso de los coeficientes interjueces para corregir por la fiabilidad del criterio en los estudios de generalización de la validez (GV) y cuestionan si .52 es un estimador preciso y no dudoso de la fiabilidad interjueces de las valoraciones del desempeño global en el trabajo. En este articulo, presentamos un meta-análisis de segundo orden de tres estudios meta-analíticos independientes sobre la fiabilidad interjueces de las valoraciones del desempeño en el trabajo y hacemos diversos comentarios y reflexiones sobre el artículo de LeBreton et al. Los resultados de nuestro meta-análisis indican que la fiabilidad interjueces es .52 (k = 66, N = 18.582, SD = .105) para un único supervisor. Nuestras principales conclusiones son: (a) el valor de .52 es un estimador preciso de la fiabilidad interjueces del desempeño global en el trabajo para un único valorador, (b)no es razonable concluir que los estudios de GV que han usado .52 como valor de la fiabilidad del criterio tengan una fundamentación estadística poco segura, (c) sobre la base de la fiabilidad interjueces, la fiabilidad test-retest y el coeficiente alfa, los juicios del supervisor son una medida útil y adecuada del desempeño en el trabajo y pueden ser usados con confianza como criterio, (d) la corrección de la validez por falta de fiabilidad del criterio ha sido unánimemente recomendada por los psicómetras y psicólogos industriales "clásicos" como el método correcto de estimar la validez del predictor y es todavía recomendada en la actualidad y (e) la contribución sustantiva de los procedimientos de GV para orientar las prácticas de recursos humanos en las organizaciones no debería perderse en estas cuestiones técnicas de debate (AU)

La Revista de Psicología del Trabajo y de las Organizaciones incluida en tres importantes bases de datos / The Journal of Work and Organizational Psychology included in three important data bases

No disponible