2004
Volume 34, Issue 2
  • ISSN: 0921-5077
  • E-ISSN: 1875-7235

Abstract

Samenvatting

McCarthy et al. (2010) en Sacco et al. (2003) vonden geen effect van demografische gelijkenis tussen beoordelaar en kandidaat op beoordelingen van het selectie-interview. Beide studies onderzochten hiërarchisch lineaire modellen (HLM). Gebruikmakend van eenzelfde HLM-procedure is binnen het huidige onderzoek nagegaan wat het effect is van gelijkenis op scores die gegeven zijn aan cultureel diverse kandidaten tijdens de selectie van politieagenten op een ander veelgebruikt instrument, namelijk het assessment center (AC). Meer specifiek onderzochten we het -effect van demografische gelijkenis (d.w.z. culturele gelijkenis van de beoordelaar ten aanzien van de kandidaat) en van waargenomen gelijkenis (d.w.z. gelijkenis ten aanzien van specifieke culturele groepen, zoals waargenomen door individuele beoordelaars) op scores op het AC. Demografisch similar-to-me bleek gerelateerd te zijn aan -scores van autochtoon Nederlandse kandidaten en kandidaten met een migratieachtergrond, maar niet aan -scores. Waargenomen similar-to-me had geen effect op de beoordelingen van het AC (d.w.z. en ). In zijn algemeenheid bleken de effectgrootten erg klein ( < .015). Derhalve kan worden geconcludeerd dat we geen bewijs vonden voor een differentieel effect van gelijkenis op de beoordeling van het AC van cultureel diverse kandidaten, wat bevindingen van McCarthy et al. en Sacco et al. repliceert en uitbreidt.

Loading

Article metrics loading...

/content/journals/10.5117/GO2021.2.005.MEIJ
2021-06-01
2021-12-03
Loading full text...

Full text loading...

References

  1. Bartram, D.(1995). Predicting adverse impact in selection testing. International Journal of Selection and Assessment, 3(1), 52-61.
    [Google Scholar]
  2. Berry, J. W.(1997). Immigration, acculturation, and adaptation. Applied Psychology: An International Review, 46(1), 5-68.
    [Google Scholar]
  3. Bodenhausen, G. V., & Macrae, C. N.(1998). Stereotype activation and inhibition. Advances in Social Cognition, 11, 1-52.
    [Google Scholar]
  4. Bobko, P., & Roth, P. L.(2013). Reviewing, categorizing, and analyzing the literature on Black- White mean differences for predictors of job performance: Verifying some perceptions and updating/correcting others. Personnel Psychology, 66(1), 91-126.
    [Google Scholar]
  5. Buckley, M. R., Jackson, K. A., Bolino, M. C., Veres, III, J. G., & Field, H. S.(2007). The influence of relational demography on panel interview ratings: A field experiment. Personnel Psychology, 60, 627-646.
    [Google Scholar]
  6. Byrne, D.(1971).The attraction paradigm. Academic Press.
  7. Carmichael, F., & Woods, R.(2000). Ethnic penalties in unemployment and occupational attainment: Evidence for Britain. International Review of Applied Economics, 14(1), 71-98.
    [Google Scholar]
  8. Centraal Bureau voor de Statistiek (CBS). (2016). Bevolking: Kerncijfers. https://www.cbs.nl/nl-nl/achtergrond/2016/47/afbakening-generaties-met-migratieachtergrond
  9. Cohen, J.(1988). Standard power analysis for the behavioral sciences (2nd ed.). Hillsdale, NJ: Lawrence Erlbaum.
  10. Cox, T. H.(1993). Cultural diversity in organizations: Theory, research and practice. San Francisco, CA: Berrett-Koehler Publishers.
  11. Dayan, K., Fox, S., & Kasten, R.(2008). The preliminary employment interview as a predictor of assessment center outcomes. International Journal of Selection and Assessment, 16(2), 102-111.
    [Google Scholar]
  12. De Kock, F. S., & Hauptfleisch, D. B.(2018). Reducing racial similarity bias in interviews by increasing structure: A quasi-experiment using multilevel analysis. International Perspectives in Psychology: Research, Practice, Consultation, 7(3), 137–154.
    [Google Scholar]
  13. De Meijer, L. A. L., Born, M. Ph., Terlouw, G., & Van der Molen, H. T.(2006). Applicant and method factors related to ethnic score differences in personnel selection: A study at the Dutch police. Human Performance, 19(3), 219-251.
    [Google Scholar]
  14. Ensher, E. A., Grant-Vallone, E. J., & Marelich, W. D.(2002). Effects of perceived attitudinal and demographic similarity on protégés’ support and satisfaction gained from their mentoring relationships. Journal of Applied Social Psychology, 32(7), 1407-1430.
    [Google Scholar]
  15. Ensher, E. A., & Murphy, S. E.(1997). Effects of race, gender, perceived similarity, and contact on mentor relationships. Journal of Vocational Behavior, 50(3), 460-481.
    [Google Scholar]
  16. Falk, A., & Fox, S.(2014). Gender and ethnic composition of assessment centers and its relationship to participants’ success. Journal of Personnel Psychology, 13(1), 11-20.
    [Google Scholar]
  17. Ferris, G. R., & Judge, T. A.(1991). Personnel/human resources management: A political influence perspective. Journal of Management, 17(2), 447-488.
    [Google Scholar]
  18. Fiske, S. T., & Taylor, S. E.(2016). Social cognition (3rd ed.). New York: McGraw-Hill.
  19. Foldes, H. J., Duehr, E. E., & Ones, D. S.(2008). Group differences in personality: Meta-analyses comparing five U.S. racial groups. Personnel Psychology, 61, 579-616.
    [Google Scholar]
  20. Fox, S., & Haboucha, S.(2011). Assessment centers in Israel: Some practices and perspectives. In G.Thornton & N.Povah (eds.), Assessment centers and global talent management (pp. 453-470). Gower.
    [Google Scholar]
  21. Gaugler, B. B., Rosenthal, D. B., ThorntonIII, G. C., & Bentson, C.(1987). Meta-analysis of assessment center validity. Journal of Applied Psychology, 72(3), 493-511.
    [Google Scholar]
  22. Goldstein, H. W., Scherbaum, C. A., & Yusko, K.(2009). Adverse impact and measuring cognitive ability. In J.Outtz (Ed.), Adverse impact: Implications for organizational staffing and high stakes testing (pp. 95-134). Psychology Press.
    [Google Scholar]
  23. Goldstein, H. W., Yusko, K. P., Braverman, E. P., Smith, D. B., & Chung, B.(1998). The role of cognitive ability in the subgroup differences and incremental validity of assessment center exercises. Personnel Psychology, 51, 357-374.
    [Google Scholar]
  24. Guillaume, Y. R. F., Dawson, J. F., Otaye-Ebede, L., Woods, S. A., & West, M. A.(2017). Harnessing demographic differences in organizations: What moderates the effects of workplace diversity?Journal of Organizational Behavior, 38, 276-303.
    [Google Scholar]
  25. Hart, W., Albarracín, D., Eagly, A. H., Brechan, I., Lindberg, M. J., & Merrill, L.(2009). Feeling validated versus being correct: A meta-analysis of selective exposure to information. Psychological Bulletin, 135(4), 555-588.
    [Google Scholar]
  26. Herrnstein, R. J., & Murray, C.(1994). The bell curve. New York: Free Press Paperbacks.
  27. Hough, L. M.(1998). Personality at work: Issues and evidence. In M.Hakel (Ed.), Beyond multiple choice: Evaluating alternatives to traditional testing for selection (pp. 131-159). Erlbaum.
    [Google Scholar]
  28. Hox, J.(2010). Multilevel analysis techniques and applications. Lawrence Erlbaum Ass.
  29. Jennissen, R.(2009). Een algemeen beeld van internationale migratie. In Ministerie van Justitie (Red.), Migratie naar en vanuit Nederland: een eerste proeve van de migratiekaart (pp. 3-39). WODC.
    [Google Scholar]
  30. Klimoski, R. J., & Donahue, L. M.(2001). Person perception in organizations: An overview of the field. In M.London (Ed.), How people evaluate others in organizations (pp. 5-43). Lawrence Erlbaum.
    [Google Scholar]
  31. Kulik, C. T., Roberson, L., & Perry, E. L.(2007). The multiple-category problem: Category activation and inhibition in the hiring process. Academy of Management Review, 32(2), 529-548.
    [Google Scholar]
  32. Landy, F. J., & Farr, J. L.(1980). Performance rating. Psychological Bulletin, 87(1), 72-107.
    [Google Scholar]
  33. Lankau, M. J., Riordan, Ch. M., & Thomas, Ch. H.(2005). The effects of similarity and liking in formal relationships between mentors and protégés. Journal of Vocational Behavior, 67(2), 252-265.
    [Google Scholar]
  34. McCarthy, J. M., Van Iddekinge, C. H., & Campion, M. A.(2010). Are highly structured job interviews resistant to demographic similarity effects?Personnel Psychology, 63, 325-359.
    [Google Scholar]
  35. McCroskey, J. C., Richmond, V. P., & Daly, J. A.(1975). The development of a measure of perceived homophily in interpersonal communication. Human Communication Research, 1, 323-332.
    [Google Scholar]
  36. McFarland, L. A., Ryan, A. M., Sacco, J. M., & Kriska, S. D.(2004). Examination of structured interview ratings across time: The effects of applicant race, rater race, and panel composition. Journal of Management, 30(4), 435-452.
    [Google Scholar]
  37. Modood, T.(1997). Employment. In T.Modood (Ed.), Ethnic minorities in Britain (pp. 83-149). Policy Studies Institute.
    [Google Scholar]
  38. Morgeson, F. P., Reider, M. H., Campion, M. A., & Bull, R. A.(2008). Review of research on age discrimination in the employment interview. Journal of Business and Psychology, 22(3), 223-232.
    [Google Scholar]
  39. Murphy, K. R.(2002). Can conflicting perspectives on the role of g in personnel selection be resolved?Human Performance, 15(1/2), 173-186.
    [Google Scholar]
  40. Muthén, L. K., & Muthén, B. O.(1998-2011). Mplus user’s guide (6th ed.). Muthén & Muthén.
  41. Raudenbush, S. W., & Bryk, A. S.(2002). Hierarchical linear models (2nd ed.). Sage.
  42. Sacco, J. M., Scheu, C. R., Ryan, A. M., & Schmitt, N.(2003). An investigation of race and gender similarity effects in interviews: A multilevel approach to relational demography. Journal of Applied Psychology, 88(5), 852-865.
    [Google Scholar]
  43. Scherbaum, C. A., & Ferreter, J. M.(2009). Estimating statistical power and required sample sizes for organizational research using multilevel modeling. Organizational Research Methods, 12(2), 347-367.
    [Google Scholar]
  44. Segall, M. H., Dasen, P. R., Berry, J. W., & Poortinga, Y. H.(1999). Human behavior in global perspective. An introduction to cross-cultural psychology (2nd ed.). Allyn & Bacon.
  45. Strauss, J. P., Barrick, M. R., & Connerley, M. L.(2001). An investigation of personality similarity effects (relational and perceived) on peer and supervisor ratings and the role of familiarity and liking. Journal of Occupational and Organizational Psychology, 74(5), 637-657.
    [Google Scholar]
  46. Stupar, S., Van de Vijver, F., Te Lindert, A., & Fontaine, J. R. J.(2014). Multicultural attitudes mediate the relation between personality and perceived ethnic outgroup distance in the Netherlands. International Journal of Intercultural Relations, 38, 24-35.
    [Google Scholar]
  47. Tajfel, H.(1982). Social identity and intergroup relations. London: Cambridge University Press.
  48. Thornton, G. C.III, & Rupp, D. E.(2006). Assessment centers in human resource management. Erlbaum.
  49. Turban, D. B., Dougherty, T. W., & Lee, F. K.(2002). Gender, race, and perceived similarity effects in developmental relationships: The moderating role of relationship duration. Journal of Vocational Behavior, 61(2), 240-262.
    [Google Scholar]
  50. Turner, J. C.(1987). Rediscovering the social group: A self-categorization theory. Blackwell.
  51. Van den Berg, R. H., & Van Leest, P.(1999). Praktisch testgebruik bij allochtonen: Wanneer zinnig, nuttig of waardeloos?Psycholoog, juni, 256-260.
    [Google Scholar]
  52. Verkuyten, M., Hagendoorn, L., & Masson, K.(1996). The ethnic hierarchy among majority and minority youth in The Netherlands. Journal of Applied Social Psychology, 26(12), 1104-1118.
    [Google Scholar]
  53. Weijters, G., & Scheepers, P.(2003). Verschillen in sociale integratie tussen etnische groepen: Beschrijving en verklaring. Mens en Maatschappij, 78(2), 144-157.
    [Google Scholar]
  54. Wiggins, J. S., & Trapnell, P. D.(1996). A dyadic-interactional perspective on the five-factor model. In J. S.Wiggins (Ed.), The five-factor model of personality (pp. 88-162). The Guilford Press.
    [Google Scholar]
http://instance.metastore.ingenta.com/content/journals/10.5117/GO2021.2.005.MEIJ
Loading
/content/journals/10.5117/GO2021.2.005.MEIJ
Loading

Data & Media loading...

Most Cited This Month Most Cited RSS feed

This is a required field
Please enter a valid email address
Approval was a Success
Invalid data
An Error Occurred
Approval was partially successful, following selected items could not be processed due to error