Individual Differences in Evaluating Fairness and Justice in Employment Testing PDF Download

Author: Timothy Earl Landon
Publisher:
ISBN:
Category :
Languages : en
Pages : 328

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Author: Russell Cropanzano
Publisher: Oxford Library of Psychology
ISBN: 0199981418
Category : Political Science
Languages : en
Pages : 697

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Book Description
Justice is everyone's concern. It plays a critical role in organizational success and promotes the quality of employees' working lives. For these reasons, understanding the nature of justice has become a prominent goal among scholars of organizational behavior. As research in organizational justice has proliferated, a need has emerged for scholars to integrate literature across disciplines. Offering the most thorough discussion of organizational justice currently available, The Oxford Handbook of Justice in the Workplace provides a comprehensive review of empirical and conceptual research addressing this vital topic. Reflecting this dynamic and expanding area of research, chapters provide cutting-edge reviews of selection, performance management, conflict resolution, diversity management, organizational climate, and other topics integral for promoting organizational success. Additionally, the book explores major conceptual issues such as interpersonal interaction, emotion, the structure of justice, the motivation for fairness, and cross-cultural considerations in fairness perceptions. The reader will find thorough discussions of legal issues, philosophical concerns, and human decision-making, all of which make this the standard reference book for both established scholars and emerging researchers.

Author: Hossein Karami
Publisher: Routledge
ISBN: 1317236009
Category : Education
Languages : en
Pages : 214

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Book Description
Fairness and ethicality have been at the center of the debates on the appropriate use of educational tests since the 1960s. Particularly in high-stakes contexts, it is clear that fairness should be a major concern to both the test developers, and to those being tested, given that the fairness of a test is so intertwined with its validity. Fairness Issues in Educational Assessment aims to shed more light on the issue and bring to sight some of the ways in which test fairness can be addressed. The contributions, written by some of the most prominent figures in educational assessment, address both theoretical and practical aspects of test fairness. The wealth of ideas presented here will be valuable to novice researchers and help them appreciate both the joy and complexity of conducting fair educational measurement. This book was originally published as a special issue of Educational Research and Evaluation.

Author:
Publisher:
ISBN:
Category : Dissertations, Academic
Languages : en
Pages : 854

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Author: Neal Schmitt
Publisher: Oxford University Press
ISBN: 0199366314
Category : Psychology
Languages : en
Pages : 992

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Employee selection has long stood at the practical forefront of industrial/organizational psychology. Today's social, business, and economic climates require ongoing adaptations by those who select organizations' personnel, and research on the topic helps gauge the impact of these adaptations and their implications for human performance and potential. The Oxford Handbook of Personnel Assessment and Selection codifies the wealth of new research surrounding employee selection (web-based assessments, social networking, globalization of organizations), situating them alongside more traditional practices to establish the best and most relevant research for both professionals and academics. Comprising chapters from authors in both the private sector and academia, this volume is organized into seven parts: (1) historical and social context of the field of assessment and selection; (2) research strategies; (3) individual difference constructs that underlie effective performance; (4) measures of predictor constructs; (5) employee performance and outcome assessment; (6) societal and organizational constraints on selection practice; and (7) implementation and sustainability of selection systems. While providing a comprehensive review of current research and practice, the purpose of this handbook is to provide an up-to-date profile of each of the areas addressed and highlight current questions that deserve additional attention from researchers and practitioners. This compendium is essential reading for industrial/organizational psychologists and human resource managers.

Author:
Publisher:
ISBN:
Category : Electronic government information
Languages : en
Pages : 94

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Author: Iris Marion Young
Publisher: Princeton University Press
ISBN: 1400839904
Category : Social Science
Languages : en
Pages : 321

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In this classic work of feminist political thought, Iris Marion Young challenges the prevailing reduction of social justice to distributive justice. It critically analyzes basic concepts underlying most theories of justice, including impartiality, formal equality, and the unitary moral subjectivity. The starting point for her critique is the experience and concerns of the new social movements about decision making, cultural expression, and division of labor--that were created by marginal and excluded groups, including women, African Americans, and American Indians, as well as gays and lesbians. Iris Young defines concepts of domination and oppression to cover issues eluding the distributive model. Democratic theorists, according to Young do not adequately address the problem of an inclusive participatory framework. By assuming a homogeneous public, they fail to consider institutional arrangements for including people not culturally identified with white European male norms of reason and respectability. Young urges that normative theory and public policy should undermine group-based oppression by affirming rather than suppressing social group difference. Basing her vision of the good society on the differentiated, culturally plural network of contemporary urban life, she argues for a principle of group representation in democratic publics and for group-differentiated policies. Danielle Allen's new foreword contextualizes Young's work and explains how debates surrounding social justice have changed since--and been transformed by--the original publication of Justice and the Politics of Difference.

Author: Shelby Wise
Publisher:
ISBN:
Category : Employee selection
Languages : en
Pages : 71

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Book Description
Applicant reactions researchers have posited that perceptions of test fairness may have a direct affect on applicant motivation and test performance thus diminishing test validity as was proposed in the Justice Theory Framework Perspective. The Justice Theory Framework Perspective describes how situational characteristics inform perceptions of ten procedural justice rules which, in turn, contribute to fairness perceptions and more distally reactions during hiring, reactions after hiring, and applicant self-perceptions. Despite the commentary pertaining to this potential model, at this time, few researchers have empirically tested the aforementioned proposition regarding applicant reactions and test validity. To address this gap, this study nvestigated the relationship between the perceived job-relatedness of selection assessments and test performance through changes in test-taking self-efficacy and test motivation. Additionally, this model was tested while controlling for individual differences related to achievement (i.e. Conscientiousness and generalized self-efficacy). Results of this study indicate that perceptions of job-relatedness vary by selection test used (i.e. personality test, cognitive ability test, and situational judgment test) and that job-relatedness is significantly related to perceptions of overall process fairness. The model evaluated was also supported wherein job-relatedness predicted test performance through changes in self-efficacy and more distally test motivation. The findings suggest that the applicant reactions-performance relationship may be important in terms of testing proficiency and selection outcomes. Implications of these findings and recommendations for future research are further described.

Author: Kang Yang Trevor Yu, PhD
Publisher: Oxford University Press
ISBN: 0199756090
Category : Business & Economics
Languages : en
Pages : 558

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Book Description
This handbook includes the most up to date, evidence-based, and comprehensive coverage of recruitment and retention, as written by the top leaders of recruitment research in the world.

Author: Michael Pearn
Publisher: John Wiley & Sons
ISBN: 0470856564
Category : Education
Languages : en
Pages : 424

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Book Description
Organisations, of all kinds, are facing the challenge of rapidly advancing technologies, and ever-increasing levels of competition, both nationally and globally. They are also seeking to operate in an environment where the traditional relationships between employer and employee are rapidly changing. Learning to harness the talents of everyone comprising an organisation is critical to sustainable organisational effectiveness. Successfully developing the talents of all members of an organization is, arguably, the only lasting source of competitive advantage. This handbook provides a unique and authoritative review of relevant research, theoretical developments, and current best practice in the management of individual development. Drawing on the expertise of both renowned academic specialists and leading practitioners, the book is designed to be a practical resource for the guidance and support of those whose role is to bring about the development of people at work. Authoritative reviews of relevant evaluation research, and best-practice descriptions of key assessment and development tools Editor with excellent psychological and consultancy knowledge, experience and contacts Written by International contributors within a strong conceptual structure Part of a new series - Wiley Handbooks in the Psychology of Management in Organizations