The evaluation of personnel selection methods by HR practitioners : The effect of reference and its interaction with information about validity

Kód výsledku v IS VaVaI

<a href="https://www.isvavai.cz/riv?ss=detail&h=RIV%2F00216224%3A14560%2F23%3A00130032" target="_blank" >RIV/00216224:14560/23:00130032 - isvavai.cz</a>

Výsledek na webu

<a href="https://www.tandfonline.com/doi/full/10.1080/09585192.2022.2117563" target="_blank" >https://www.tandfonline.com/doi/full/10.1080/09585192.2022.2117563</a>

DOI - Digital Object Identifier

<a href="http://dx.doi.org/10.1080/09585192.2022.2117563" target="_blank" >10.1080/09585192.2022.2117563</a>

Jazyk výsledku

angličtina

Název v původním jazyce

The evaluation of personnel selection methods by HR practitioners : The effect of reference and its interaction with information about validity

Popis výsledku v původním jazyce

This study is an experiment that examines the effects of positive reference, information about predictive validity, and their interaction on how HR professionals evaluate selection methods. It contributes to understanding why HR practitioners use personnel selection methods that are considered to have low predictive validity. A sample of 173 HR professionals from the Czech Republic was asked to evaluate six selection methods that could be used to select a project manager for a telecommunications company. Each participant was randomly assigned to two experimental conditions as the selection methods were presented together with/without positive reference and with/without information about their predictive validity. The results of repeated measures ANOVAs with two between-subjects factors, one within-subject factor, and their interactions showed that information about predictive validity did not significantly influence how HR professionals evaluated selection methods. The analyses also did not support the effect of positive reference on the evaluation of methods with low validity. In contrast, the analyses provided support for the effect of positive reference on the evaluation of selection methods with high predictive validity. The interaction of reference and information about validity had no significant effect on the evaluation of selection methods by HR professionals.

Název v anglickém jazyce

The evaluation of personnel selection methods by HR practitioners : The effect of reference and its interaction with information about validity

Popis výsledku anglicky

This study is an experiment that examines the effects of positive reference, information about predictive validity, and their interaction on how HR professionals evaluate selection methods. It contributes to understanding why HR practitioners use personnel selection methods that are considered to have low predictive validity. A sample of 173 HR professionals from the Czech Republic was asked to evaluate six selection methods that could be used to select a project manager for a telecommunications company. Each participant was randomly assigned to two experimental conditions as the selection methods were presented together with/without positive reference and with/without information about their predictive validity. The results of repeated measures ANOVAs with two between-subjects factors, one within-subject factor, and their interactions showed that information about predictive validity did not significantly influence how HR professionals evaluated selection methods. The analyses also did not support the effect of positive reference on the evaluation of methods with low validity. In contrast, the analyses provided support for the effect of positive reference on the evaluation of selection methods with high predictive validity. The interaction of reference and information about validity had no significant effect on the evaluation of selection methods by HR professionals.

Druh

J_imp - Článek v periodiku v databázi Web of Science

CEP obor

—

OECD FORD obor

50204 - Business and management

Projekt

—

Návaznosti

S - Specificky vyzkum na vysokych skolach<br>I - Institucionalni podpora na dlouhodoby koncepcni rozvoj vyzkumne organizace

Rok uplatnění

2023

Kód důvěrnosti údajů

S - Úplné a pravdivé údaje o projektu nepodléhají ochraně podle zvláštních právních předpisů

Název periodika

International Journal of Human Resource Management

ISSN

0958-5192

e-ISSN

1466-4399

Svazek periodika

34

Číslo periodika v rámci svazku

16

Stát vydavatele periodika

GB - Spojené království Velké Británie a Severního Irska

Počet stran výsledku

19

Strana od-do

3233-3251

Kód UT WoS článku

000855295700001

EID výsledku v databázi Scopus

2-s2.0-85139112148