Search results for "Personnel Selection"

Stature and long-term labor market outcomes: Evidence using Mendelian randomization.

2017

We use the Young Finns Study (N = ∼2000) on the measured height linked to register-based long-term labor market outcomes. The data contain six age cohorts (ages 3, 6, 9, 12, 15 and 18, in 1980) with the average age of 31.7, in 2001, and with the female share of 54.7. We find that taller people earn higher earnings according to the ordinary least squares (OLS) estimation. The OLS models show that 10 cm of extra height is associated with 13% higher earnings. We use Mendelian randomization, with the genetic score as an instrumental variable (IV) for height to account for potential confounders that are related to socioeconomic background, early life conditions and parental investments, which ar…

Language ruling stymies brain gain

2016

Overqualified Employees: Making the Best of a Potentially Bad Situation for Individuals and Organizations

2011

One of the “truisms” of personnel selection is that overqualified applicants are likely to be a poor fit and thus experience low job satisfaction and performance and higher turnover. Recently, the issue of overqualification has come to the forefront because of the economic downturn, especially in some European Union countries where unemployment rates are extremely high. However, empirical research on overqualification in the industrial–organizational/organizational behavior literature is limited. In this article, we argue that although there may be drawbacks to overqualification for both organizations and employees, overqualification may also provide a number of positive outcomes for worker…

Soft computing-based aggregation methods for human resource management

2008

Abstract We are interested in the personnel selection problem. We have developed a flexible decision support system to help managers in their decision-making functions. This DSS simulates experts’ evaluations using ordered weighted average (OWA) aggregation operators, which assign different weights to different selection criteria. Moreover, we show an aggregation model based on efficiency analysis to put the candidates into an order.

El viaje desde los cuestionarios Likert a los cuestionarios de elección forzosa: evidencia de la invarianza de los parámetros de los ítems

2019

Multidimensional forced-choice questionnaires are widely regarded in the personnel selection literature for their ability to control response biases. Recently developed IRT models usually rely on the assumption that item parameters remain invariant when they are paired in forced-choice blocks, without giving it much consideration. This study aims to test this assumption empirically on the MUPP-2PL model, comparing the parameter estimates of the forced-choice format to their graded-scale equivalent on a Big Five personality instrument. The assumption was found to hold reasonably well, especially for the discrimination parameters. In the cases in which it was violated, we briefly discuss the …

Processes and experiences of Portugal's international recruitment scheme of Colombian physicians: Did it work?

2017

Abstract The Portuguese Ministry of Health performed five international recruitment rounds of Latin American physicians due to the need for physicians in certain geographic areas of the country and in some specialties, as a temporary solution to shortages. Among these recruitments is that of Colombian physicians in 2011 that was the largest of the five groups. This paper presents an evaluation of the international recruitment procedure of Colombian physicians based on the criteria of procedural outcomes and health system outcomes. The methodology used is qualitative, based on semi-structured interviews with key informants and Colombian physicians recruited in Portugal and also on documentar…

Soft Computing Methods for Personnel Selection Based on the Valuation of Competences

2014

Personnel selection based on candidates' competences is a difficult task due to the imprecise description of the applicants' competences and to the existence of several experts simultaneously evaluating those attributes. In this context, fuzzy sets theory provides suitable tools for the attainment of the maximum possible information from imprecise data. In this work, personnel selection methods are proposed that rely on the definition of an ideal candidate. Aggregated fuzzy valuations of each candidate are obtained taking into account the individual valuations provided by the experts. Then, candidates are ranked based on their similarity with the ideal candidate. Three different scenarios a…

Applicant reactions and faking in real-life personnel selection

2011

Honkaniemi, L., Tolvanen, A. & Feldt, T. (2011). Applicant reactions and faking in real-life personnel selection. Scandinavian Journal of Psychology 52, 376–381. Faking may affect hiring decisions in personnel selection. All the antecedents of faking are still not known. The present study investigates the association between applicants’ reactions about the selection procedure and their tendency to fake. The subjects (N = 180) were real-life applicants for a fire and rescue personnel school. After completing the selection process, the applicants filled out a questionnaire about their test reactions (Chan, Schmitt, Sacco & DeSohon, 1998b) and a faking scale, the Balanced Inventory of Desirabl…

Employability and personal initiative as antecedents of job satisfaction.

2009

In a changing and flexible labour market it is important to clarify the role of environmental and personal variables that contribute to obtaining adequate levels of job satisfaction. The aim of the present study is to analyze the direct effects of employability and personal initiative on intrinsic, extrinsic and social job satisfaction, clarifying their cumulative and interactive effects. The study has been carried out in a sample of 1319 young Spanish workers. Hypotheses were tested by means of the moderated hierarchical regression analysis. Results show that employability and personal initiative predict in a cumulative way the intrinsic, extrinsic and social job satisfaction. Moreover, th…

Selección de personal basada en métodos difusos

2011

[ES] Las decisiones de los directivos en cuanto a la selección de personal determinan en gran medida el éxito de la empresa. Una elección adecuada de los empleados proporciona una ventaja comparativa. Proponemos un método borroso para la selección de personal basado en la gestión de competencias y la comparación con la valoración que la empresa considera más adecuada para cada trabajo (el candidato ideal). Nuestro método utiliza la distancia de Hamming y el Matching Level Index. Los algoritmos, implementados con el software Sta¿Designer, nos permite establecer un ranking de candidatos, incluso cuando las competencias del candidato ideal han sido evaluadas tan solo en parte. Nuestro enfoque …