Using Biodata to Predict Turnover, Organizational Commitment, and Job Performance in Healthcare

In both theoretical and applied literatures, there is confusion regarding accurate values for expected Black-White subgroup differences in personnel selection test scores. Much confusion arises because empirical estimates of standardized subgroup differences (d) are subject to many of the same biasing factors associated with validity coefficients (i.e., d is functionally related to a point-biserial r). To address such issues, we review/cumulate, categorize, and analyze a systematic set of many predictor-specific meta-analyses in the literature. We focus on confounds due to general use of concurrent, versus applicant, samples in the literature on Black-White d. We also focus on potential confusion due to different constructs being assessed within the same selection test method, as well as the influence of those constructs on d. It is shown that many types of predictors (such as biodata inventories or assessment centers) can have magnitudes of d that are much larger than previously thought. Indeed, some predictors (such as work samples) can have ds similar to that associated with paper-and-pencil tests of cognitive ability. We present more realistic values of d for both researcher and practitioner use. Implications for practice and future research are noted.In the literature on personnel selection, as well as organizational application, much attention is given to both (a) the level of validity of individual predictors and (b) the level of adverse impact associated with such predictors. Organizations often focus on selection validity in order to increase the expected performance levels of their hires, increase organizational utility, and defend test use when adverse impact is present. Organizations

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“… (h) Sample weighted value from Becton, Matthews, Hartley, & Whitaker (2009), Kriska (2001), and Dean (1999) ( k = 3, n = 18,776). …”

Section: Updated More Realistic Estimates Of D For Applicant Populmentioning

confidence: 99%

“…Potosky et al's sample‐weighted average of these two d s was .57. More recently, Becton, Matthews, Hartley, and Whitaker (2009) provided an overall, Black–White applicant‐level d = .31 ( n = 13,301) for a biodata measure used for several different types of jobs in hospitals (e.g., laundry worker, nurse, manager) 7…”

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confidence: 99%

Reviewing, Categorizing, and Analyzing the Literature on Black–White Mean Differences for Predictors of Job Performance: Verifying Some perceptions and Updating/Correcting Others

Bobko

Roth

2012

Personnel Psychology

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“…For example, they demonstrated the value of utilizing biodata items that were selected based on existing theory concerning voluntary turnover. They also showed that using a few carefully selected items predicted the voluntary turnover of job applicants with comparable or better accuracy than studies using many more items (e.g., Becton, Matthews, Hartley, & Whitaker, 2009).…”

Section: Introductionmentioning

confidence: 93%

Predicting Voluntary Turnover from Job Applicant Biodata and Other Applicant Information

Breaugh

2014

Int J Selection Assessment

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Research suggests that biodata (i.e., personal history information) is one of the best predictors of voluntary employee turnover. Given this fact, it is surprising that research on biodata has declined in recent years, and that biodata is not commonly used by employers for selecting employees. This article presents the results of a study that focused on the ability of biodata items and other information available on job applicants to predict voluntary turnover. With one exception, the hypotheses offered were confirmed. Specifically, applicant status (i.e., previously had applied for a job), submission of optional personal history information, employment status (i.e., job applicant was employed), and recruitment source (i.e., employee referral) all predicted voluntary turnover. The ability of applicant status, submission of a personal statement, and recruitment source to predict employee performance also was examined. Applicant status and recruitment source were found to predict subsequent performance ratings.

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“…It is the retention process that helps to fully capitalize on acquired competencies. Therefore, indicators of employee absenteeism and turnover (which result from, for example, the lack of satisfaction from the job) as well as spillover during the attraction process are among the main measures of organizational capability in managing human capital (Bret Becton et al, 2009;Wheeler et al, 2010). As Rynes and Barber (1990) state, there are numerous factors inluencing recruitment process, including the message sent to attract applicants.…”

Section: Introductionmentioning

confidence: 99%

The Study of Realistic Job Previews for the Position of Recruiter in Poland: Qualitative Research Results

Ingram

Siga

2015

ijsr

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Abstract:Purpose -The main aim of the paper is to test to what degree information supplied to the job candidate by means of internet advertisement are realistic in Polish reality. Methodology -To achieve this aim, a study on 117 job advertisements for the position of recruiter, located on eleven job recruitment portals, was performed. 43 characteristic keywords were identiied within each job ad. The next step involved comparing those results with the analysis of qualitative data gathered from three persons hired for the position of a recruiter at least two years ago. The data received from three recruiters were analyzed following Eisenhardt's (1989) suggestions and grounded theory approach. Findings -Research results reveal that majority of tasks performed in the position of recruiter were placed within recruitment advertisement. The tasks that were not enclosed in recruitment ads and indicated by recruiters as important are as follows: HR processes modeling, taking care of company blog and holding employee meetings. Research results suggest that, despite the notion of realistic job previews (RJPs), in Polish conditions they do not necessarily lead to dissatisfaction from the job in the three analyzed cases. Limitations -The main limitation of the paper is the restriction of realistic job previews to information regarding job duties and tasks of only one position -recruiter. The study signals RJP's importance in Poland and we believe further research on the issue is necessary.

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Using Biodata to Predict Turnover, Organizational Commitment, and Job Performance in Healthcare

Cited by 25 publications

References 81 publications

Reviewing, Categorizing, and Analyzing the Literature on Black–White Mean Differences for Predictors of Job Performance: Verifying Some perceptions and Updating/Correcting Others

Reviewing, Categorizing, and Analyzing the Literature on Black–White Mean Differences for Predictors of Job Performance: Verifying Some perceptions and Updating/Correcting Others

Predicting Voluntary Turnover from Job Applicant Biodata and Other Applicant Information

The Study of Realistic Job Previews for the Position of Recruiter in Poland: Qualitative Research Results

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