China
Africa
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Toxic Organizations
Published in Ronald J. Burke, Cary L. Cooper, Risky Business, 2016
Ronald J. Burke, Cary L. Cooper
Another bureaucratic step is to proceduralize and standardize decision-making processes to avoid the influence of prejudices and stereotypes. Uhlmann and Cohen (2005) described a form of job discrimination in which decision-makers redefined the criteria to fit the credentials of preferred candidates. To avoid shifting standards, decision-makers need to be held to a quantitative set of criteria that are required prior to evaluations. Structured interviews and other forms of personnel selection and performance appraisal should start with a job analysis in which the requirements of the job are identified, measures of these requirements are identified, and the gathering of this information is standardized. A set of decision rules in which all decision-makers must assign the same weights to various evaluation dimensions should also be imposed.
Assessing Person-Job Fit for Careers as Remotely Piloted Aircraft Sensor Operators
Published in The International Journal of Aerospace Psychology, 2020
Thomas R. Carretta, Sophie Romay, Amanda Mouton, Andrew Deregla, Angela Clark, Laura G. Barron
In 2005–2006, a panel with expertise in personnel selection and classification, cognitive psychology, and psychometrics developed recommendations for changes to the ASVAB (Drasgow et al., 2006). Suggested changes included expanding the assessment of cognitive ability to include measures of fluid intelligence and adding measures of cyber aptitude and non-cognitive characteristics (interests and personality). Measures of abstract reasoning and working memory have been developed and their psychometric properties are being evaluated. A cyber knowledge test was developed and is being used operationally to supplement the ASVAB (Trippe et al., 2014). The Army, Navy, and Air Force each have developed a measure of the Big Five personality constructs (Houston et al., 2006; Manley & Weissmuller, 2017; Stark et al., 2014) and conducted validation studies using a variety of job performance criteria. The services also have developed measures of occupational interests (Farmer et al., 2006; Johnson, Romay, Barron et al., 2018; Johnson et al., 2020; Johnson, Romay, Barron et al., 2018; Kirkendall et al., 2017). Improved measurement of an individual’s characteristics and examination of their relations to job characteristics (e.g., work environment and activities) are expected to improve job assignment decisions and consequently improve person-job fit and job satisfaction (Kristof-Brown et al., 2005).