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Jesús F. Salgado - One of the best experts on this subject based on the ideXlab platform.
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Structured Behavioral Interview as a legal guarantee for ensuring equal employment opportunities for women: A meta-analysis
The European Journal of Psychology Applied to Legal Context, 2017Co-Authors: Pamela Alonso, Silvia Moscoso, Jesús F. SalgadoAbstract: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.
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Análisis de Utilidad Económica de la Entrevista Conductual Estructurada en la Selección de Personal de la Administración General del País Vasco* Utility Analysis of the Structured Behavioral Interview Within the Selection of Personnel for the General
2007Co-Authors: Jesús F. SalgadoAbstract:This paper describes the use of the utility analysis in a research program on the strucRevista de Psicologia del Trabajo y de las Organizaciones, 2007, vol. 23 n.o 1 139 Revista de Psicologia del Trabajo y de las Organizaciones 2007 Volumen 23, n.o 1 Pags. 139-154. ISSN: 1576-5962 Fecha de Recepcion: 10-10-2006 Fecha de Aceptacion: 19-02-2007 * La investigacion incluida este trabajo ha sido financiada parcialmente por el Ministerio de Educacion y Ciencia con cargo al proyecto de investigacion SEB1098-2005. Direccion de contacto: Departamento de Psicologia Social, Basica y Metodologia, Universidad de Santiago de Compostela, Campus Universitario Sur, 15782 Santiago de Compostela. E-mail: psjesal@usc.es. Telefono: 981 563100 Ext: 13803 / 15140. 1 Universidad de Santiago de Compostela. tured Behavioral Interview (SBI) carried out in the General Administration of the Basque Country. The literature on the topic is discussed along with reliability and validity issues, and the opinions of Interviewees and members of the selection committees are checked. Then, the utility analysis method is outlined including measurement formulas. These formulas were applied to the SBI results in supervisory jobs (levels 26, 27, and 28) in the General Administration of the Basque Country. Results show that during the last two years the productivity of employees selected with the SBI has had a 4.5 million euro increase.
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la entrevista conductual estructurada y el desempeno laboral en la administracion publica espanola propiedades psicometricas y reacciones de justicia the structured Behavioral Interview and job performance in the spanish public administration psychom
2007Co-Authors: Jesús F. Salgado, Mikel Gorriti, Silvia MoscosoAbstract:This paper reports on the results of two studies on the use of a panel structured behavioural Interview (SBI) for promoting managers in the Spanish Public Administration. The
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Psychometric Properties of a Structured Behavioral Interview to Hire Private Security Personnel
Journal of Business and Psychology, 2001Co-Authors: Silvia Moscoso, Jesús F. SalgadoAbstract:This paper reports on a study about the reliability and validity of a structured Behavioral Interview to assess private security personnel. Reliability was estimated using interrater coefficients. Two independent Interviewers were used to rate each Interviewee. Results show a reliability coefficient of .81 (N = 43) and .89 with Spearman-Brown correction for two raters. Validity was estimated using a content validation approach. This strategy was suggested by Lawshe (1975) to estimate the content validity of selection tests. So far, only two studies carried out by Schmitt and Ostroff (1986) and Carrier et al. (1990) have used Lawshe's strategy in the structured Behavioral Interview case. The Interview consisted of seven questions and each was rated by 11 experts in the job. Results show a significant content validity ratio (CVR) for majority of the questions in the Interview and a content validity index (CVI) of .89. Implications of these findings for the practice of the structured Behavioral Interview are discussed and future research is suggested.
Silvia Moscoso - One of the best experts on this subject based on the ideXlab platform.
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Structured Behavioral Interview as a legal guarantee for ensuring equal employment opportunities for women: A meta-analysis
The European Journal of Psychology Applied to Legal Context, 2017Co-Authors: Pamela Alonso, Silvia Moscoso, Jesús F. SalgadoAbstract: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.
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validez de contenido de una entrevista conductual estructurada content validity of a structured Behavioral Interview
2007Co-Authors: Beata Choragwicka, Silvia MoscosoAbstract:This paper reports on an empirical study of the content validity of a Structured Behavioural Interview (SBI). The study was based on 11 experts’ ratings, using a method proposed by Lawshe (1975). A significant Content Validity Ratio (CVR) was found for 4 out of 14 questions and for 4 out of 10 general dimensions. A Content Validity Index (CVI) of .86 was obtained for the significant dimensions as a whole and of .68 for the questions.
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la entrevista conductual estructurada y el desempeno laboral en la administracion publica espanola propiedades psicometricas y reacciones de justicia the structured Behavioral Interview and job performance in the spanish public administration psychom
2007Co-Authors: Jesús F. Salgado, Mikel Gorriti, Silvia MoscosoAbstract:This paper reports on the results of two studies on the use of a panel structured behavioural Interview (SBI) for promoting managers in the Spanish Public Administration. The
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Psychometric Properties of a Structured Behavioral Interview to Hire Private Security Personnel
Journal of Business and Psychology, 2001Co-Authors: Silvia Moscoso, Jesús F. SalgadoAbstract:This paper reports on a study about the reliability and validity of a structured Behavioral Interview to assess private security personnel. Reliability was estimated using interrater coefficients. Two independent Interviewers were used to rate each Interviewee. Results show a reliability coefficient of .81 (N = 43) and .89 with Spearman-Brown correction for two raters. Validity was estimated using a content validation approach. This strategy was suggested by Lawshe (1975) to estimate the content validity of selection tests. So far, only two studies carried out by Schmitt and Ostroff (1986) and Carrier et al. (1990) have used Lawshe's strategy in the structured Behavioral Interview case. The Interview consisted of seven questions and each was rated by 11 experts in the job. Results show a significant content validity ratio (CVR) for majority of the questions in the Interview and a content validity index (CVI) of .89. Implications of these findings for the practice of the structured Behavioral Interview are discussed and future research is suggested.
Mary Jo Vaughan - One of the best experts on this subject based on the ideXlab platform.
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Studies of the structured Behavioral Interview.
Journal of Applied Psychology, 1992Co-Authors: Stephan J. Motowidlo, Gary W. Carter, Marvin D. Dunnette, Nancy T. Tippins, Steve Werner, Jennifer R. Burnett, Mary Jo VaughanAbstract:Recruiters from 8 telecommunications companies Interviewed applicants or incumbents in four studies of the psychometric properties of structured Behavioral Interviews for management and marketing positions. Results yielded an interrater reliability estimate of.64 (n=37), a mean criterion-related validity estimate of.22 (n∼500), evidence of convergent and discriminant validity, and small race and sex differences. In a fifth study, 3 doctoral students rated audiotapes and written summaries of 146 Interviews conducted by recruiters. Results show that valid judgments are possible from information about Interviewees'past behavior even without access to nonverbal cues in the Interview itself and that judgmental accuracy is related to amount of relevant Behavioral information, which, in turn, is related to Interviewers' questioning skills
Steven D. Maurer - One of the best experts on this subject based on the ideXlab platform.
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A PRACTITIONER‐BASED ANALYSIS OF InterviewER JOB EXPERTISE AND SCALE FORMAT AS CONTEXTUAL FACTORS IN SITUATIONAL InterviewS
Personnel Psychology, 2002Co-Authors: Steven D. MaurerAbstract:Since the first published Situational Interview (SI) study (Latham, Saari, Pursell, & Campion, 1980), research has shown practical and psychometric support for the usefulness of this Behavioral Interview method. However, such studies have often failed to distinguish the effects of “Interview context” factors, such as the SI's Behaviorally anchored scale and the use of job expert Interviewers on SI ratings. To aid HR managers interested in adopting a Behavioral Interview system, this study examined the contributions of the SI's Behaviorally anchored scale and the Interviewer's job expertise to the interrater agreement and accuracy of ratings of situational questions. Two police samples (job content experts) and a student sample (naive raters) showed that ratings of videotaped Interviews for police sergeant/lieutenant positions based on the SI scale were significantly superior to those gained using a more traditional rating format, and that job experts did not produce better ratings than naive raters.
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InterviewER JOB EXPERTISE AND RATING SCALE FORMAT AS CONTEXTUAL FACTORS IN SITUATIONAL InterviewS.
Academy of Management Proceedings, 2001Co-Authors: Steven D. MaurerAbstract:Studies of the Situational Interview (SI) (Latham, Saari, Pursell, & Campion, 1980) have shown practical and psychometric support for the usefulness of this Behavioral Interview method. However, such studies have often failed to distinguish the effects of factors such as the use of Interview panels, the use of job expert Interviewers, and the effects of Interviewer training that are practical design elements to be considered by HR strategists in creating the "operational context" of Behavioral Interviews. To aid HR managers interested in adopting a Behavioral Interview system, this study controlled for the effects of training and panel decision processes and examined the contributions of the SI's Behaviorally anchored scale and the Interviewer's job expertise to the reliability and accuracy of ratings of situational questions. Ratings provided by two police samples (job content experts) and a student sample (naIve raters) showed that ratings of video-taped Interviews for police sergeant/lieutenant positio...
Beata Choragwicka - One of the best experts on this subject based on the ideXlab platform.
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Effects of Interviewee’s Job Experience and Gender on Ratings and Reliability in a Behavioral Interview
Revista de Psicología del Trabajo y de las Organizaciones, 2009Co-Authors: Beata ChoragwickaAbstract:In this paper, the potential unfairness when using a behavior description Interview (BDI) is d. Twelve Interviewees (6 experienced and 6 inexperienced ones, half of them men and the other half women) were assessed using a BDI. The average scores of participants and the interrater reliability coefficients when using 12 or 6 raters were calculated. Statistically significant differences were not found between experienced and inexperienced Interviewees, or between male and female ones. The implications of these findings in the use of the BDI for personnel ion processes are discussed.
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effects of Interviewee s job experience and gender on ratings and reliability in a Behavioral Interview
Revista de Psicología del Trabajo y de las Organizaciones, 2009Co-Authors: Beata ChoragwickaAbstract:In this paper, the potential unfairness when using a behavior description Interview (BDI) is d. Twelve Interviewees (6 experienced and 6 inexperienced ones, half of them men and the other half women) were assessed using a BDI. The average scores of participants and the interrater reliability coefficients when using 12 or 6 raters were calculated. Statistically significant differences were not found between experienced and inexperienced Interviewees, or between male and female ones. The implications of these findings in the use of the BDI for personnel ion processes are discussed.
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effects of Interviewee s job experience and gender on ratings and reliability in a Behavioral Interview el efecto de la experiencia laboral y del genero de los entrevistados sobre las valoraciones y fiabilidad de una entrevista conductual
2009Co-Authors: Beata ChoragwickaAbstract:In this paper, the potential unfairness when using a behavior description Interview (BDI) is analyzed. Twelve Interviewees (6 experienced and 6 inexperienced ones, half of them men and the other half women) were assessed using a BDI. The average scores of participants and the interrater reliability coefficients when using 12 or 6 raters were calculated. Statistically significant differences were not found between experienced and inexperienced Interviewees, or between male and female ones. The implications of these findings in the use of the BDI for personnel selection processes are discussed.
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validez de contenido de una entrevista conductual estructurada content validity of a structured Behavioral Interview
2007Co-Authors: Beata Choragwicka, Silvia MoscosoAbstract:This paper reports on an empirical study of the content validity of a Structured Behavioural Interview (SBI). The study was based on 11 experts’ ratings, using a method proposed by Lawshe (1975). A significant Content Validity Ratio (CVR) was found for 4 out of 14 questions and for 4 out of 10 general dimensions. A Content Validity Index (CVI) of .86 was obtained for the significant dimensions as a whole and of .68 for the questions.