Three measures of response distortion (i.e., social desirability, covariance index, and implausible answers) were examined in both applicant and incumbent samples. Performance data, including supervisor ratings of task and contextual performance as well as objective performance criteria such as tardiness, work-related accidents, and a customized work simulation, were obtained for the incumbent sample. Results provided further support for the existence of applicant faking behavior and shed light into the relationship between faking and job performance, largely depending on how one defines and measures faking as well as the performance criteria evaluated. Implications for future research and practice in personality assessment for selection purposes were discussed.
This study examined the construct and criterion-related validity of a psychomotor work sample in predicting safety incidents in addition to job performance for entry-level manufacturing jobs. Results shed light to the underlying constructs measured in the work sample and demonstrated usefulness of a pre-employment work sample in improving workplace safety. In almost any work-related environment that involves physical activity, safety is routinely rated as the single most important factor by subject matter experts. No other aspect of work is more important than ensuring the health and well-being of oneself and others. While there are many factors that contribute to accidents, it is clear that some individuals are more likely to engage in high risk, unsafe behaviors than others. For instance, a study by Knipling and his colleagues found that 20 percent of drivers account for almost 80 percent of all driving accidents (Knipling et al., 2004). In addition to the health and welfare of the individuals involved, accidents are costly to the organization in terms of insurance, equipment, and goods.
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