Psychology

Topic :

Selection
Year: (2002-2006)

1.

The Importance of Complexity in Model Selection

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In Jae Myung

Ohio State University

Received 10 November 1997; revised 25 August 1998; Available online 25 March 2002.

Abstract:
Model selection should be based not solely on goodness-of-fit, but must also consider model complexity. While the goal of mathematical modeling in cognitive psychology is to select one model from a set of competing models that best captures the underlying mental process, choosing the model that best fits a particular set of data will not achieve this goal. This is because a highly complex model can provide a good fit without necessarily bearing any interpretable relationship with the underlying process. It is shown that model selection based solely on the fit to observed data will result in the choice of an unnecessarily complex model that overfits the data, and thus generalizes poorly. The effect of over-fitting must be properly offset by model selection methods. An application example of selection methods using artificial data is also presented.

The Gap between Cultural Selection theory and Sociology

2.

By Agner Fog, Ph.D. www.agner.org

Paper presented at the 11Th meeting of the International Society for the History, Philosophy and Social Studies of Biology, Vienna, July 16-20, 2003.

Abstract:
Cultural selection theorists and sociologists are so far from each other in terms of concepts and methods that they can hardly communicate and understand each other's theories, even though they are studying the same phenomena. The strengths and weaknesses of each of these two paradigms are discussed. As both paradigms have something valuable to offer, which the other hasn't, there is every reason to try to reconcile the two. This paper offers some suggestions as to why the sociological tradition has drifted away from the methods of the natural sciences, which cultural selection theory adheres to. The communication gap between the two camps is analyzed in terms of cognitive psychology, and some suggestions for bridging the gap are offered.

3.

Separate and Shared Sources of Dual-Task Cost in Stimulus Identification and Response Selection

Karen M. Arnell, John Duncan

a b

North Dakota State University Medical Research CouncilCognition and Brain Sciences Unit, Cambridge, United Kingdom

Accepted 10 January 2002. Available online 11 March 2004

Abstract:
There is often strong interference if a second target stimulus (T2) is presented before processing of a prior target stimulus (T1) is complete. In the Psychological Refractory Period (PRP) paradigm, responses are speeded and interference manifests as increased response time for T2. In the Attentional Blink (AB) paradigm, stimuli are masked and responses unspeeded; interference manifests as reduced T2 accuracy. While different causes have usually been considered for PRP and AB phenomena, recent evidence has supported a unified account based on a single, shared restriction on concurrent processing. Here we show that a full assessment of separate and shared resource limitations requires direct comparison of hybrid PRP/AB trials with corresponding pure PRP and AB cases. Randomizing trial types in such a comparison also brings substantial benefit in addressing possible changes in task preparation or readiness. The data from two such experimentscombining speeded auditory (SA) and unspeeded visual (UV) task eventsprovide clear evidence for both separate and shared resource limitations. Often interference is strongest for T1 and T2 events of the same type, reflecting predominantly different limitations in SA and UV processing. With modest increases in demand, however, interference between different event types can also be made arbitrarily large, reflecting arbitrarily important shared limitations. For even such simple tasks as these, T1T2 interference reflects a combination of relatively local and relatively global sources.

4.

Implications of personnel psychology for intern selection.

By Ross, Randall R.; Altmaier, Elizabeth M. Professional Psychology: Research and Practice, Vol 20(4), Aug 2005, 221-228.

Abstract:
Examines innovations in selection and performance appraisal described in the personnel psychology literature and details how these innovations might be incorporated into the internship experience. Most of the current research literature on the professional psychology internship is anecdotal in nature. In addition, the limited empirical research on intern selection criteria reveals no basis on which to judge the validity of current performance predictors. Research in the areas of personnel psychology that apply to intern selection and evaluation is reviewed: the use of cognitive ability and academic record data to predict performance, letters of recommendation as a selection component, and the personal interview as a primary aspect of the selection process. Current practices in intern selection in each of these areas are not well supported by empirical research. Several promising innovations from personnel psychology, particularly behavioral interviewing, are described and evaluated. It is concluded that behavior-based interviews developed from a job analysis possess considerable promise to improve intern selection.

5.

The Validity and Utility of Selection Methods in Personnel Psychology: Practical and Theoretical Implications of 85 Years of Research Findings

Frank L. Schmidt , ohn E. Hunter

a b

Department of Management and Organization, University of Iowa, USA Department of Psychology, Michigan State University, USA

Received 8 April 1997; revised 3 February 1998; Accepted 2 April 1998. Available online 4 September 2002.

Abstract
This article summarizes the practical and theoretical implications of 85 years of research in personnel selection. On the basis of meta-analytic findings, this article presents the validity of 19 selection procedures for predicting job performance and training performance and the validity of paired combinations of general mental ability (GMA) and the 18 other selection procedures. Overall, the 3 combinations with the highest multivariate validity and utility for job performance were GMA plus a work sample test (mean validity of.63), GMA plus an integrity test (mean validity of.65), and GMA plus a structured interview (mean validity of.63). A further advantage of the latter 2 combinations is that they can be used for both entry level selection and selection of experienced employees. The practical utility implications of these summary findings are substantial. The implications of these research findings for the development of theories of job performance are discussed.

6.

THE SMARTS THAT COUNTS?: PSYCHOLOGISTS DECISION-MAKING IN PERSONNEL SELECTION

Leehu Zysberg Seattle University Baruch Nevo Haifa University

Journal of Business and Psychology, Vol. 19, No. 1, Fall 2004 ( 2004)

ABSTRACT:
An exploratory approach was taken to examine personnel psychologists use of sources of information when making a decision regarding candidates t to managerial positions. The main focus was on the process, based on actual information used to make real-life decisions about real-life candidates. Different types of information, available to the psychologists were used to predict their actual nal decision regarding a sample of 434 managerial candidates. Results suggest a preference to indices of cognitive skills in making decisions about candidates. It seems that even when other non-cognitive indices were used, they were tainted by the cognitive indices, suggesting a halo effect. Implications for practice and further research are discussed.

7.

Negative Psychological Effects of Selection Methods: Construct Formulation and an Empirical Investigation into an Assessment Center

Neil Anderson1,*, Vicki Goltsi2 Article first published online: 11 AUG 2006

Abstract:
This paper defines and formulates the construct of negative psychological effects (NPEs) of selection and assessment methods upon applicants. The results of an empirical study into NPEs in an operational assessment center are also reported. Applicants (n=107) completed measures at three timepoints: Time 1 (just before the AC), Time 2 (immediately after the AC but before outcome decisions were known), and Time 3 (6 months after the AC). Both accepted and rejected candidates completed all three measures, which included self-esteem, mental health, positive and negative affect, and career exploration behavior. No evidence of NPEs was found for rejected candidates despite significant between-group differences on feedback reactions level items. Interestingly, well-being and positive affect declined slightly for successful candidates at subsequent measurement compared against baseline Time 1 norms. Reactions level outcomes did, however, differ significantly between accepted and rejected candidates, with the latter rating feedback dimensions far less favorably. These results are discussed in relation to future research into the psychological impact of selection procedures upon candidates and the need for applied psychologists and HR practitioners to demonstrate that assessment methods do not exhibit NPEs upon applicants.

8.

The Effects of Unionism on Recruitment and Selection Methods

Marianne J. Koch1, Greg Hundley2

Article first published online: 17 DEC 2002

Abstract:
This study develops and tests a model of union effects on staffing practices. Unionism is found to be associated with fewer recruitment sourcessuggesting that unionism reduces the need to increase applicant supply. Some data suggest that unionization increases the use of formal selection methodsconsistent with arguments that higher costs make it important that the best applicants be selected. Other data support the idea that unions resist selection practices that break down the collective identity among workers.

9.

Applicant and Recruiter Reactions to New Technology in Selection: A Critical Review and Agenda for Future Research

Neil Anderson
Article first published online: 30 JUL 2003

Abstract:
This paper presents a narrative review of recent research into applicant and recruiter reactions to new technology in employee selection. Different aspects of the use of new technology are noted including computer-based testing, Internet-based recruitment and candidate assessment, telephone-based and video-based interviews, video-based situational judgment tests, and virtual reality scenarios. It is argued that an appropriate way to conceptualize these advances is as technical innovations as defined in the creativity and innovation research in Industrial, Work, and Organizational (IWO) psychology. Applicant reactions research is reviewed thematically, and studies into three main themes are discussed: Applicant preferences and reactions, equivalence, and adverse impact. Following Bartram (2001), an amphibian-monarchistic analogy is employed at several stages in the review. Four major criticisms of the extant applicant reactions research base are noted: its atheoretical orientation, a short-termist concentration upon reactions level outcomes, an over-reliance on students as surrogates, and a patchiness of coverage of crucial research questions. The second part of this paper explores neglected issues of recruiter adoption of new technology for employee selection. Again drawing from advances in the innovation and creativity literatures, this section explores likely antecedent factors at the individual and organizational levels of analysis. A general model of recruiter adoption of new technology is posited as a framework for future research in this area. For both applicant and recruiter reactions further research is called for and implications for practice are noted throughout.

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10.

Reactions to Computerized Testing in Selection Contexts

Darin Wiechmann, Ann Marie Ryan

Article first published online: 30 JUL 2003

Abstract:
Organizations are increasingly using computerized tests (e.g., multimedia, web-based, computer adaptive testing) in selection systems. A 2 (mode of presentation: paperand-pencil computerized)2 (technical level of the job: high technical joblow technical job)2 (selection decision: rejected or selected) between subjects design was used to assess proposed relationships between reactions to tests, their antecedents, and their consequences. While test-takers' post-test perceptions did not significantly differ as a result of mode of administration, computer anxiety and experience with computing were important factors in performing successfully. Significant relationships were found between post-feedback reactions and test-takers' intentions. The discussion highlights implications for implementing computerized selection tools.

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