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Neal Schmitt - One of the best experts on this subject based on the ideXlab platform.

  • using Biodata and situational judgment inventories across cultural groups
    International Journal of Testing, 2017
    Co-Authors: Joshua Prasad, Neal Schmitt, Morgan B Showler, Ann Marie Ryan, Christopher D Nye
    Abstract:

    The present research compares the operation of situational judgement and Biodata measures between Chinese and U.S. respondents. We describe the development and past research on both measures, followed by hypothesized differences across the two groups of respondents. We base hypotheses on the nature of the Chinese and U.S. educational systems and cultural value differences from the GLOBE studies (House, Hanges, Javidan, Dorfman, & Gupta, 2004). Results indicate some evidence of mean differences across groups at the scale level but little effect of national origin when examining the test battery as a whole. We conclude with recommendations concerning the use of situational judgment and Biodata measures in situations in which the evaluated individuals come from different cultural contexts.

  • The impact of situational context variables on responses to Biodata and situational judgment inventory items
    Psychology Science, 2006
    Co-Authors: Lauren J. Ramsay, Frederick L Oswald, Neal Schmitt, Brian H. Kim, Michael A Gillespie
    Abstract:

    Biodata measures and situational judgment inventories (SJIs) have been shown to be useful supplements to traditional selection tests in a variety of employment and educational settings. However, scores on both measures may be systematically biased when applicants are motivated and know how to perform well on the tests. This study examines the independent and joint effects of motivation, coaching, and warning not to fake on scores on Biodata and SJI measures. Generally, coaching and motivation improved scores on these measures, and warning statements did not decrease scores. Item characteristics including objectivity, controllability, verifiability, and relevance were all shown to be related to Biodata scores, as was the requirement to provide written elaboration on multiple-choice item responses. Based on our findings, we offer practical advice regarding the use of Biodata and SJIs.

  • developing a Biodata measure and situational judgment inventory as predictors of college student performance
    Journal of Applied Psychology, 2004
    Co-Authors: Frederick L Oswald, Lauren Ramsay, Neal Schmitt, Michael A Gillespie
    Abstract:

    This article describes the development and validation of a biographical data (Biodata) measure and situational judgment inventory (SJI) as useful predictors of broadly defined college student performance outcomes. These measures provided incremental validity when considered in combination with standardized college-entrance tests (i.e., SAT/ACT) and a measure of Big Five personality constructs. Racial subgroup mean differences were much smaller on the Biodata and SJI measures than on the standardized tests and college grade point average. Female students tended to outperform male students on most predictors and outcomes with the exception of the SAT/ACT. The Biodata and SJI measures show promise for student development contexts and for selecting students on a wide range of outcomes with reduced adverse impact.

  • Impact of Elaboration on Socially Desirable Responding and the Validity of Biodata Measures.
    The Journal of applied psychology, 2003
    Co-Authors: Neal Schmitt, Michael A Gillespie, Frederick L Oswald, Lauren J. Ramsay, Brian H. Kim, Tae Yong Yoo
    Abstract:

    The current study investigated the impact of requiring respondents to elaborate on their answers to a Biodata measure on mean scores, the validity of the Biodata item composites, subgroup mean differences, and correlations with social desirability. Results of this study indicate that elaborated responses result in scores that are much lower than nonelaborated responses to the same items by an independent sample. Despite the lower mean score on elaborated items, it does not appear that elaboration affects the size of the correlation between social desirability and responses to Biodata items or that it affects criterion-related validity or subgroup mean differences in a practically significant way.

  • the effects of required elaboration of answers to Biodata questions
    Personnel Psychology, 2002
    Co-Authors: Neal Schmitt, Charles Kunce
    Abstract:

    The impact of a request that examinees elaborate on their answers to a subset of items in a Biodata instrument was evaluated. Four forms of a test in which different subsets of items are elaborated were randomly administered to 4 groups of examinees taking a pilot form of a selection instrument for a civil service position. Results indicated significantly lower scores on items for which elaborations were requested than the items for which no elaborations were requested. Lower scores were also observed for nonelaborated items when these items were embedded among those that were elaborated, and lower scores were found when the elaborated items were presented only in the first half of the test. Although the results suggest that requiring elaborated answers may reduce scores on Biodata items, several practical and theoretical questions should be investigated to determine the utility of this approach as a method of reducing socially desirable responding.

James A. Breaugh - One of the best experts on this subject based on the ideXlab platform.

  • Predicting Voluntary Turnover from Job Applicant Biodata and Other Applicant Information
    International Journal of Selection and Assessment, 2014
    Co-Authors: James A. Breaugh
    Abstract:

    Research suggests that Biodata (i.e., personal history information) is one of the best predictors of voluntary employee turnover. Given this fact, it is surprising that research on Biodata has declined in recent years, and that Biodata is not commonly used by employers for selecting employees. This article presents the results of a study that focused on the ability of Biodata items and other information available on job applicants to predict voluntary turnover. With one exception, the hypotheses offered were confirmed. Specifically, applicant status (i.e., previously had applied for a job), submission of optional personal history information, employment status (i.e., job applicant was employed), and recruitment source (i.e., employee referral) all predicted voluntary turnover. The ability of applicant status, submission of a personal statement, and recruitment source to predict employee performance also was examined. Applicant status and recruitment source were found to predict subsequent performance ratings.

  • predicting voluntary turnover from job applicant Biodata and other applicant information
    Academy of Management Proceedings, 2014
    Co-Authors: James A. Breaugh
    Abstract:

    Research suggests that Biodata (i.e., personal history information) is one of the best predictors of voluntary employee turnover. Given this fact, it is surprising that research on Biodata has decl...

  • The use of Biodata for employee selection: Past research and future directions
    Human Resource Management Review, 2009
    Co-Authors: James A. Breaugh
    Abstract:

    Abstract Although Biodata has been shown to be one of the best predictors of employee performance and turnover, a number of important issues remain unresolved (e.g., how broadly or narrowly should Biodata be defined?). This paper has three main objectives. The first objective is to provide a selective but representative review of the research that has been conducted on the use of Biodata for employee selection. The second objective is to constructively critique this research. This critique is intended to highlight deficiencies of this research that may limit the conclusions that should be drawn. The paper's third objective is to stimulate important future research on Biodata that avoids the limitations of past research.

Michael A Gillespie - One of the best experts on this subject based on the ideXlab platform.

  • The impact of situational context variables on responses to Biodata and situational judgment inventory items
    Psychology Science, 2006
    Co-Authors: Lauren J. Ramsay, Frederick L Oswald, Neal Schmitt, Brian H. Kim, Michael A Gillespie
    Abstract:

    Biodata measures and situational judgment inventories (SJIs) have been shown to be useful supplements to traditional selection tests in a variety of employment and educational settings. However, scores on both measures may be systematically biased when applicants are motivated and know how to perform well on the tests. This study examines the independent and joint effects of motivation, coaching, and warning not to fake on scores on Biodata and SJI measures. Generally, coaching and motivation improved scores on these measures, and warning statements did not decrease scores. Item characteristics including objectivity, controllability, verifiability, and relevance were all shown to be related to Biodata scores, as was the requirement to provide written elaboration on multiple-choice item responses. Based on our findings, we offer practical advice regarding the use of Biodata and SJIs.

  • developing a Biodata measure and situational judgment inventory as predictors of college student performance
    Journal of Applied Psychology, 2004
    Co-Authors: Frederick L Oswald, Lauren Ramsay, Neal Schmitt, Michael A Gillespie
    Abstract:

    This article describes the development and validation of a biographical data (Biodata) measure and situational judgment inventory (SJI) as useful predictors of broadly defined college student performance outcomes. These measures provided incremental validity when considered in combination with standardized college-entrance tests (i.e., SAT/ACT) and a measure of Big Five personality constructs. Racial subgroup mean differences were much smaller on the Biodata and SJI measures than on the standardized tests and college grade point average. Female students tended to outperform male students on most predictors and outcomes with the exception of the SAT/ACT. The Biodata and SJI measures show promise for student development contexts and for selecting students on a wide range of outcomes with reduced adverse impact.

  • Impact of Elaboration on Socially Desirable Responding and the Validity of Biodata Measures.
    The Journal of applied psychology, 2003
    Co-Authors: Neal Schmitt, Michael A Gillespie, Frederick L Oswald, Lauren J. Ramsay, Brian H. Kim, Tae Yong Yoo
    Abstract:

    The current study investigated the impact of requiring respondents to elaborate on their answers to a Biodata measure on mean scores, the validity of the Biodata item composites, subgroup mean differences, and correlations with social desirability. Results of this study indicate that elaborated responses result in scores that are much lower than nonelaborated responses to the same items by an independent sample. Despite the lower mean score on elaborated items, it does not appear that elaboration affects the size of the correlation between social desirability and responses to Biodata items or that it affects criterion-related validity or subgroup mean differences in a practically significant way.

Fred A. Mael - One of the best experts on this subject based on the ideXlab platform.

  • A CONCEPTUAL RATIONALE FOR THE DOMAIN AND ATTRIBUTES OF Biodata ITEMS
    Personnel Psychology, 2006
    Co-Authors: Fred A. Mael
    Abstract:

    There is considerable disagreement among researchers regarding the defining attributes of Biodata items, especially in contrast to other self-report measures. This paper provides a conceptual rationale for the use of Biodata in order to evaluate various proposed attributes of Biodata, and to clarify similarities and differences between Biodata and temperament items. It is suggested that the core attribute of Biodata items is that the items pertain to historical events that may have shaped the person's behavior and identity. Other attributes advanced as antidotes to socially desirable responding and faking are that Biodata items reflect external events, that they be limited to objective and first-hand recollections, that they be potentially verifiable, and that they measure discrete, unique events when appropriate. Some researchers also require that the life events being sampled be controllable and equally accessible to all respondents. Items may also need to be visibly job relevant and nonintrusive to avoid legal censure. Disagreements among researchers regarding the importance of these attributes are discussed, and implications for practice and research are proposed.

  • none of your business parameters of Biodata invasiveness
    Personnel Psychology, 1996
    Co-Authors: Fred A. Mael, Mary L Connerley, Ray A Morath
    Abstract:

    In this research, Biodata items were evaluated for their perceived invasiveness by over 200 professionals (psychologists and social scientists), as well as three samples of nonprofessionals. In addition to item subject matter, perceived invasiveness of items was related to various Biodata attributes, in that items that were more verifiable, more transparent in purpose, and more impersonal were seen as less invasive. Subjects with more positive attitudes toward Biodata and organizational selection measures viewed fewer items as invasive, as did those with more education. Dispositional variables and gender were related to invasiveness perceptions in some samples. Four general motives or topics were determined to generate the greatest concern: fear of stigmatization, concern about having applicants recall traumatic events, intimacy, and religion. The results may help develop consensus about defining “invasive” and contribute to ways of reducing perceptions of invasiveness.

  • LOYAL FROM DAY ONE: Biodata, ORGANIZATIONAL IDENTIFICATION, AND TURNOVER AMONG NEWCOMERS
    Personnel Psychology, 1995
    Co-Authors: Fred A. Mael, Blake E. Ashforth
    Abstract:

    This paper attempts to use Biodata to uncover behavioral and experiential antecedents of organizational identification (OID), and to demonstrate one way in which theory can be used in the development and analysis of objective Biodata. The Biodata correlates of organizational identification were assessed with a sample of 2,535 new U.S. Army recruits. Four Biodata factors emerged: activities involving outdoor work or pastimes; a dependable, non-delinquent, lifestyle reflecting socialization to institutional expectations; a general preference for group attachments; and diligent involvement in intellectual pastimes. Results with a subset of 1,082 recruits revealed that both OID and the Biodata antecedents predicted subsequent attrition across 6 time periods spanning 6 to 24 months. Results also revealed relatively high OID among the recruits.

  • rainforest empiricism and quasi rationality two approaches to objective Biodata
    Personnel Psychology, 1993
    Co-Authors: Fred A. Mael, Amy C Hirsch
    Abstract:

    TWo approaches to objective Biodata, designed to achieve the interpretability and stability of rational approaches, yet minimize socially desirable responding, were explored. The first was a quasi-rational attempt to derive Biodata analogs to an existing temperament measure, and then use them as rational scales. The second was a theorybased variant of criterion-referenced keying, termed rainforest empiricism. Both were utilized with two consecutive classes of U.S. Military Academy cadets (n= 2,565) to predict leadership performance over four rating periods. The Biodata analogs to the temperament measure added incremental validity over the Academy's current admissions package and had significantly smaller correlations with a social desirability scale than their equivalent temperament scales. Scales developed with the rainforest approach had higher incremental validities and lower social desirability. Both methods demonstrated satisfactory stability upon cross-validation, and provided complementary interpretability. Advantages to each approach, and the implications for their use, are discussed.

Craig J. Russell - One of the best experts on this subject based on the ideXlab platform.

  • Wiley Encyclopedia of Management - Biographical History Inventories
    Wiley Encyclopedia of Management, 2015
    Co-Authors: Craig J. Russell
    Abstract:

    Biographical information (Biodata) inventories and a brief history of their development into one of the most powerful predictors in personnel selection systems are described. Linked to the basis of the popular book and movie Moneyball, methods of theoretical and non-theory (empirically) based item generation and scoring are described. Cutting edge Biodata applications in the growing arena of online personnel selection systems have grown quickly because of its ability to work in non-proctored testing environments. Keywords: biographical information inventory; Biodata; rational key; empirical key; cross validation; consistency principle

  • An Examination of Biodata Theory-Based Constructs in a Field Context
    2005
    Co-Authors: Michelle A Dean, Craig J. Russell
    Abstract:

    This study examined whether items from a Biodata inventory were consistent with theory-based constructs as suggested by the ecology model. The model posits five constructs explain Biodata predictive ability. Items were sorted using the theory-based construct domains. The resulting scale scores were assessed for evidence of content, criterion-related, and construct validity in a sample of 6032 automated systems controllers. Results suggested moderate support for the theory-based constructs. A notable finding was that items capturing a theoretical construct were impacted by the life stage in which they were anchored. Results further suggest the need to examine if certain life stages are more predictive than others or perhaps if certain constructs are more predictive when related to a particular life stage.

  • faking Biodata tests are option keyed instruments more resistant
    Journal of Applied Psychology, 1991
    Co-Authors: Avraham N Kluger, Richard R. Reilly, Craig J. Russell
    Abstract:

    ABSTRACT Response biases in Biodata scores derived with option -keying and item-keying procedures were investigated. Results indicated that (a) when subjects simulated responding as job applicants they distorted their re sponses in a socially desirable direction; (b) item -keyed scores were susceptible to inflation due to socially desirable responding and specific job -title knowledge, but option -keyed scores were not; and (c) response biases were not reflected in response latencies. A supplementary analysis indicated that the two keying procedures may capture different aspects of criterion variance. Implications for reconciling conflicting reports about the susceptibility of Biodata scores to response biases are discussed. Issues related to reliability and validity of the two keying procedures, and the generalizability of the results to personality tests, are also discussed. This research was supported in part by a grant from the Gaudet Fund at Stevens Institute of Technology. Revisions were completed while Craig Russell held a position at Purdue University; he is now at the College of Business, Louisiana State University, Baton -Rouge, Louisiana 70803 -63120. We thank Mike McDaniel for his help in obtaining a Biodata instru ment, and we thank Philip Bobko, Adrienne Colella, Angleo DeNisi, and three anonymous reviewers for their very helpful comments. A copy of the software used for this study can be obtained from Avraham N. Kluger. Correspondence may be addressed to Avraham N. Kluger, Institute of Management and Labor Relations, Rutgers University, Rockafeller Road, Kilmer Campus, New Brunswick, New Jersey, 08903 -5062.