ebook img

New Technology in Personnel Selection. The Validity and Acceptability of Multimedia Tests PDF

163 Pages·2016·2.51 MB·English
Save to my drive
Quick download
Download
Most books are stored in the elastic cloud where traffic is expensive. For this reason, we have a limit on daily download.

Preview New Technology in Personnel Selection. The Validity and Acceptability of Multimedia Tests

Technology in PPe el Selection The Validity and Acceptability of Multimedia Tests Janneke K. Oostrom New Technology in Personnel Selection: The Validity and Acceptability of Multimedia Tests Janneke K. Oostrom The research presented in this dissertation was supported in part by funding from GITP International BV. The opinions expressed by authors are their own and do not necessarily reflect the views of GITP International BV. © 2010 New Technology in Personnel Selection: The Validity and Acceptability of Multimedia Tests, Janneke K. Oostrom, Erasmus University Rotterdam ISBN: 978-90-76269-85-6 Cover designed by Joost P. L. Modderman Lay out by Janneke K. Oostrom Printed by Ipskamp Drukkers New Technology in Personnel Selection: The Validity and Acceptability of Multimedia Tests Nieuwe technologie in personeelsselectie: de validiteit en acceptatie van multimedia tests Proefschrift ter verkrijging van de graad van doctor aan de Erasmus Universiteit Rotterdam op gezag van de rector magnificus Prof.dr. H.G. Schmidt en volgens besluit van het College voor Promoties. De openbare verdediging zal plaatsvinden op vrijdag 1 oktober 2010 om 11.30 uur door Janneke Karina Oostrom geboren te Krimpen aan den IJssel Promotiecommissie Promotoren: Prof.dr. M.Ph. Born Prof.dr. H.T. van der Molen Overige leden: Prof.dr. A.B. Bakker Prof.dr. F. Lievens Prof.dr. H. van der Flier Copromotor: Dr. A.W. Serlie Contents Chapter 1 General introduction 7 Chapter 2 A multimedia situational judgment test with a constructed- 17 response item format: Its relationship with personality, cognitive ability, job experience, and academic performance Chapter 3 Webcam testing: Validation of an innovative open-ended 35 multimedia test Chapter 4 Implicit trait policies in multimedia situational judgment 53 tests for leadership skills: Can they predict leadership behavior? Chapter 5 The role of individual differences in the perceived job 71 relatedness of a cognitive ability test and a multimedia situational judgment test Chapter 6 Pretest and posttest reactions to a paper-and-pencil and 93 a computerized in-basket exercise Chapter 7 Summary and discussion 111 Samenvatting (summary in Dutch) 123 References 133 Dankwoord (acknowledgements in Dutch) 149 Curriculum Vitae 153 Kurt Lewin Institute dissertation series 157 Chapter 1 General introduction The advances in technology of the last fifty years, specifically the advent of the computer, its continuous improvements in functionality and capacity, and the growth of the internet, have affected almost every aspect of psychological testing in person- nel selection practices. Since the 1960s, traditional psychological tests with paper- and-pencil formats are already being converted to computerized formats (Bartram, 1994). Yet, new technology provides more possibilities than simply changing the test medium. For instance, it also provides the opportunity to dynamically select the items to be presented and to use a variety of stimulus materials (Olson-Buchanan & Drasgow, 1999). Recently, researchers and practitioners are using new technology for the delivery of so-called multimedia tests, which include audio and video fragments (Lievens, Van Dam, & Anderson, 2002). The present dissertation presents five empirical studies on multimedia tests and is aimed to address both theoretical and practical questions concerning their validity and acceptability. In this introductory chapter, first, a short overview of the history of computerized testing is given. Second, past research regarding multimedia testing within the domain of personnel selection is discussed. Finally, the research aims of the following five chapters of this dissertation are presented. History of Computerized Testing Already in the 1960s, some visionary test developers realized that psychological tests could be efficiently and adequately administered via computers (Bartram & Bayliss, 1984). During the late 1960s some of the earliest systems were designed to automate the scoring procedures of psychological tests (Bartram, 2006). In the 1970s, the first computer adaptive tests were launched (e.g., Brown & Weiss, 1977; Kreitzberg, Stocking, & Swanson, 1978; Weiss, 1973). These tests were admin- istered via the computer and made use of item response theory to administer test items that matches applicants’ ability level as determined by their performance on previous items. However, early versions of computer adaptive tests were subject to a number of constraints, such as high initial hardware and developmental software costs (Kreitzberg et al., 1978). In the 1980s, the first personal computers were introduced, which marks the be- ginning of current approaches to psychological testing (Sands, Waters, & McBride, 1997). Since the introduction of personal computers, test developers started to develop computerized versions of paper-and-pencil tests. However, these early adaptations from paper-and-pencil tests to computerized tests were merely a change in test medium. In order to take advantage of the potential of the computer for test delivery, test developers tried to create an enhanced value through computerized testing (McBride, 1997). Thus, the aim no longer was to simply transfer paper-and- pencil tests to electronic page-turner versions, but to create so-called innovative computerized tests. However, the possibilities for the development of innovative computerized tests were restricted, as computers at that time were rather expensive, and the storage, software, and multimedia capabilities still were limited. 9

Description:
New Technology in Personnel Selection: The Validity and Acceptability of Multimedia Tests, Janneke K. Oostrom, Erasmus University Rotterdam 2010The research presented in this dissertation was supported in part by funding from GITP International BV. The opinions expressed by authors are their own and
See more

The list of books you might like

Most books are stored in the elastic cloud where traffic is expensive. For this reason, we have a limit on daily download.