Core self-evaluations (CSE) represent a new personality construct that, despite an accumulation of evidence regarding its predictive validity, provokes debate regarding the fundamental approach or avoidance nature of the construct. This set of studies sought to clarify the approach/avoidance nature of CSE by examining its relation with approach/avoidance personality traits and motivation constructs (Study 1); we subsequently examined approach/avoidance motivational mechanisms as mediators of the relation between CSE and job performance (Study 2). Overall, the studies demonstrate that CSE is best conceptualized as representing both (high) approach tendencies and (low) avoidance tendencies; implications of these findings for CSE theory are discussed.

The current research investigated whether employees' self-construals moderated the effects of supplementary fit and complementary fit on their work-related outcomes (i.e. affective commitment and citizenship behavior). An organisational sample of 317 Chinese employees provided evidence that the relations between supplementary fit and these two work-related outcomes were stronger among employees with a higher interdependent self-construal. Conversely, the relations between complementary fit and work-related outcomes were stronger among employees with a higher independent self-construal. Theoretical and practical implications of these findings are discussed

The purpose of this paper is to provide new data regarding the current staffing practices being used by organizations in Canada and the United States (US) as well as a comparison with existing data from Germany (Diekmann & König, 2015). Data regarding the beliefs of human resource (HR) practitioners in terms of using personality tests in personnel selection is also provided. A geographically representative sample of 453 HR practitioners across Canada and the US were surveyed. Although general mental ability testing has previously been found to be highly valid and cost effective, this selection tool was among the least commonly used in all three countries. Personality tests were also rarely used (especially in Canada and the US) and research–practice gaps still appear to be an issue (e.g., HR practitioners’ preference for personality types as opposed to traits).

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Abstract. After nearly two decades of awareness on the research–practice gap in human resource management, this study updates and expands on the seminal findings of Rynes et al. (2002) specific to personnel selection. In a sample of 453 human resource (HR) practitioners in the US and Canada, we found that the research–practice gap persists. Notably, compared to the 2002 findings, HR practitioners tended to be worse at identifying personnel selection myths than was shown by Rynes et al. over 15 years ago, while those who reported not conducting validity studies were surprisingly better at identifying several myths as false. Several potential avenues for advancement are suggested in light of the disturbing stubbornness of the research–practice gap in personnel selection.

Implicit person theory (IPT) is characterised by the belief that specific attributes of people are generally either more static (i.e. entity beliefs) or more malleable (i.e. incremental beliefs). Within the organisational sciences literature, past IPT research has focused on the impact of managers' IPT beliefs on their own behaviours. The current research advances the extant literature by presenting two empirical studies that assess whether subordinates formulate an impression of their manager's IPT. The results are consistent with subordinates forming such an impression, as subordinates working under the same manager generally agreed on their manager's IPT. Moreover, our results support the convergent validity (e.g. with job satisfaction, turnover intention) and the discriminant validity (e.g. with transformational leadership, subordinates' own IPT perception) of the subordinates' impressions of their manager's IPT. The theoretical and practical implications of the current research, and future directions regarding cross-cultural differences related to IPT impression, are discussed.

Although considerable meta‐analytic research has validated the use of cognitive ability tests, structured interviews, and personality tests with training and job performance criteria, few studies have investigated the validity of these measures with transit operators. There are the only two single studies of concurrent validation research specifically with transit operators. This article presents the results of a predictive validation study conducted with transit operator applicants for a large urban transit authority in Canada. Key knowledge, skills, and abilities were determined for the role and used as a basis for the design and choice of predictors and criteria. Four predictors were used in the study: education, cognitive ability, personality assessment, and structured interview. Criteria included training performance (formative and summative), probationary performance, preventable accidents, and lost time injuries. Validation results supported cognitive ability, structured interview, and several personality factors as predictors of training performance, but less so for job performance. The use of formative training ratings greatly augmented the evidence supporting the predictors beyond typical organizational criteria.

The resume remains a common selection method used by organizations; however, much of the resume research literature is dated and there is a lack of an organizing framework regarding future resume-related research. Thus, the purpose of the current paper is to provide: (1) a synthesis of the historical empirical research literature through the lens of the advice that has accumulated to date; and (2) an organizing framework containing future research questions that need to be investigated in order to continue moving the literature forward. The current paper will be of use to job applicants, business communication instructors, and researchers.