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COVID‐19 has abruptly and unexpectedly transformed nearly every aspect of work, including but not limited to increased unemployment rates and uncertainty regarding future job prospects. Response distortion has always been a concern given that many organizations rely on information that is self‐reported by applicants regarding their potential employability (e.g., responses to self‐reported personality instruments, resumes, interview responses). Drawing from the Valence‐Instrumentality‐Expectancy (VIE) theory of motivation, we propose that the uncertainty surrounding jobs may lead to amplified distorted responses on these measures in areas where COVID‐19 was most salient. In a sample of 213 working adults [~50% female, age M = 38.48], the present study shows that increases in response distortion on a measure of conscientiousness were more pronounced as a function of (a) local COVID positivity rates and (b) job type, such that frontline workers distorted their responses the most. Findings are discussed in the context of VIE theory, personality measurement, and challenges with maintaining effective selection procedures.
Pathology, personality, and integrity-related construct assessments have been widely used in the selection of police officers. However, the incidence of police brutality and misconduct is still concerning. The present study explored the feasibility of the assessment of cultural competence in police officers. We explored the extent to which the change to the agency’s first ever Black CEO would affect cultural competence of the officers as well as incidence of misconduct. Results showed that scores on a cultural competence factor of an in-basket simulation used for promotional assessments at a state highway patrol agency were not predictive of either supervisor-rated performance or incidence of misconduct. Whereas results showed that misconduct was not predicted by the agency’s first Black CEO, cultural competence of the officers did increase after the change in command. Practical implications for law enforcement agencies and suggestions for future research are discussed.
Although Melson-Silimon, Harris, Shoenfelt, Miller, & Carter (2019) raised a number of important points regarding the use of dark trait measurement tools in selection systems, we argue that administering these tests as part of a selection process is unlikely to result in violations of the ADA. Specifically, we argue against the suggestion that we should "avoid measuring personality constructs that are closely related to PDs : : : particularly those that assess known PDs and 'darkside' traits that are often subclinical measures of PDs" (Melson-Silimon et. al., 2019, p. 129). To buttress our argument, we will critically evaluate various EEOC guidelines. Further, we will use relevant case law throughout to strengthen our perspective. Specifically, we will be referring to assessments such as the Self
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