The Experts below are selected from a list of 45 Experts worldwide ranked by ideXlab platform
Merav Pirak - One of the best experts on this subject based on the ideXlab platform.
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Faking Fast and Slow: Within-Person Response Time Latencies for Measuring Faking in Personnel Testing
Journal of Business and Psychology, 2016Co-Authors: Saul Fine, Merav PirakAbstract:Purpose Item response time (RT) latencies offer a potentially promising approach for measuring faking in Personnel Testing, but have been studied almost exclusively as either long or short RTs relative to group norms. As such, the ability to reliably assess faking RTs at the individual level remains a challenge. To address this issue, the present study set out to examine the usefulness of a within-person difference score index (DSI) method for measuring faking, in which “control question” (baseline) RTs were compared to “target question” RTs, within single test administrations. Design/Methodology/Approach Two hundred six participants were randomly selected to simulated faking or honest Testing conditions, and were administered two types of integrity test items (overt and personality), whereby group classification (faking/honest) served as the main dependent variable. Findings Faking condition RTs were longer than honest condition RTs for both item types (overt: d = .43; personality: d = .47), and overt item RTs were slightly shorter than personality item RTs in both Testing conditions (honest: d = .34; faking: d = .41). Finally, using a sample cut score, the DSI correctly classified an average of 26 % more cases of faking, and 53 % less false positives, compared to the traditional normative method. Implications The results suggest that the DSI can be an advantageous method for identifying faking in Personnel Testing scenarios. Originality/Value This is the one of the first studies to propose a practical method for identifying individual-level faking RTs within single test administrations.
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faking fast and slow within person response time latencies for measuring faking in Personnel Testing
Journal of Business and Psychology, 2016Co-Authors: Saul Fine, Merav PirakAbstract:Purpose Item response time (RT) latencies offer a potentially promising approach for measuring faking in Personnel Testing, but have been studied almost exclusively as either long or short RTs relative to group norms. As such, the ability to reliably assess faking RTs at the individual level remains a challenge. To address this issue, the present study set out to examine the usefulness of a within-person difference score index (DSI) method for measuring faking, in which “control question” (baseline) RTs were compared to “target question” RTs, within single test administrations.
Saul Fine - One of the best experts on this subject based on the ideXlab platform.
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Faking Fast and Slow: Within-Person Response Time Latencies for Measuring Faking in Personnel Testing
Journal of Business and Psychology, 2016Co-Authors: Saul Fine, Merav PirakAbstract:Purpose Item response time (RT) latencies offer a potentially promising approach for measuring faking in Personnel Testing, but have been studied almost exclusively as either long or short RTs relative to group norms. As such, the ability to reliably assess faking RTs at the individual level remains a challenge. To address this issue, the present study set out to examine the usefulness of a within-person difference score index (DSI) method for measuring faking, in which “control question” (baseline) RTs were compared to “target question” RTs, within single test administrations. Design/Methodology/Approach Two hundred six participants were randomly selected to simulated faking or honest Testing conditions, and were administered two types of integrity test items (overt and personality), whereby group classification (faking/honest) served as the main dependent variable. Findings Faking condition RTs were longer than honest condition RTs for both item types (overt: d = .43; personality: d = .47), and overt item RTs were slightly shorter than personality item RTs in both Testing conditions (honest: d = .34; faking: d = .41). Finally, using a sample cut score, the DSI correctly classified an average of 26 % more cases of faking, and 53 % less false positives, compared to the traditional normative method. Implications The results suggest that the DSI can be an advantageous method for identifying faking in Personnel Testing scenarios. Originality/Value This is the one of the first studies to propose a practical method for identifying individual-level faking RTs within single test administrations.
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faking fast and slow within person response time latencies for measuring faking in Personnel Testing
Journal of Business and Psychology, 2016Co-Authors: Saul Fine, Merav PirakAbstract:Purpose Item response time (RT) latencies offer a potentially promising approach for measuring faking in Personnel Testing, but have been studied almost exclusively as either long or short RTs relative to group norms. As such, the ability to reliably assess faking RTs at the individual level remains a challenge. To address this issue, the present study set out to examine the usefulness of a within-person difference score index (DSI) method for measuring faking, in which “control question” (baseline) RTs were compared to “target question” RTs, within single test administrations.
Eugenio Baraldi - One of the best experts on this subject based on the ideXlab platform.
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The aftermath of SARS-CoV-2 in NICU: saving or checking accounts? Projected cost-effectiveness analysis
European Journal of Pediatrics, 2021Co-Authors: Alfonso Galderisi, Elisabetta Lolli, Maria Elena Cavicchiolo, Luca Bonadies, Daniele Trevisanuto, Eugenio BaraldiAbstract:In the aftermath of the SARS-CoV-2 pandemic, we revised the cost-effectiveness of the exploited interventions in neonatal intensive care unit, to redefine future strategies for hospital management. Costs were revised with respect to the lockdown R0 or under different R0 scenarios to estimate the cost-effectiveness of the screening program adopted. Weekly nasopharyngeal swabs for parents, neonates, and Personnel were the major cost during the pandemic, although they effectively reduced the number of cases in our unit. Conclusion : Parents and healthcare Personnel Testing appears to be an effective strategy due to the high number of contact they have within the hospital environment and outside, able to minimize the cases within our unit. What is Known: • Costs of universal COVID-19 tests for parents, neonates, and NICU Personnel have not been evaluated during the COVID-19 pandemic in neonatal intensive care unit in Europe. What is New: • Weekly nasopharyngeal swabs for parents, neonates, and Personnel were the major cost during the COVID-19 pandemic in NICU. • Parents and healthcare Personnel Testing was effective to reduce costs related to COVID-19 due to the high number of contact they have within the hospital environment and outside.
Wolf D Reitsperger - One of the best experts on this subject based on the ideXlab platform.
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raising quality consciousness among chinese manufacturing Personnel Testing the effectiveness of performance management tools
Asia Pacific Journal of Management, 2014Co-Authors: Shirley J Daniel, Dongyoung Lee, Wolf D ReitspergerAbstract:This study draws upon the strategic management control literature, goal-setting, and expectancy theory to address the management of quality in Chinese manufacturing operations. Operating in a transition economy, Chinese managers face specific challenges in adapting management strategies and control systems. Using causal modeling, we examine the implementation of quality strategies through management control and reward systems in 38 manufacturing firms operating in the Pearl River Delta, examining the effects of company size. The results indicate that for larger firms, significant linkages were found between reward systems based on quality outcomes and quality feedback, and in turn, quality feedback was significantly linked to both quality goals and a strategic focus on quality. However, for smaller firms, while significant relationships exist between reward systems based on quality outcomes and the provision of quality goals and feedback, no significant linkages were found between the implementation of management control systems and a strategic focus on quality. This study emphasizes the need to develop more robust theories to address the manufacturing environments of transition economies such as China, as well as the need for additional field research on indigenous firms in Asia.
Xi Luo - One of the best experts on this subject based on the ideXlab platform.
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a study on the long term mechanism of Personnel Testing based on the system management theory
IEEE International Conference on Intelligent Systems and Knowledge Engineering, 2017Co-Authors: Caijuan Zhang, Ming Jiang, Xi LuoAbstract:The system management theory is one of the many theories of management science and engineering discipline. It has important guiding significance for management practice and intelligent assessment activity. In china, the Personnel examination is a kind of selective intelligence evaluation work of human resource. According to the theory of system management, the intelligent evaluation of Personnel examination should follow the several principles: the content of the evaluation should be holistic; evaluation management should pay attention to the system; the evaluation process should have a dynamic controllable service system; the evaluation results should pay attention to social feedback.