The authors discussed how interest measures did not result in many group differences in gender and ethnicity. What implications do ethnic or gender group differences have when found on non-ability measures? In other words, would we draw the same adverse impact conclusions about differences on non-ability measures that we draw for ability measures? What might the results of this study look like for non-military jobs? Do organizations ever use interest measures as predictors of job performance?
The article reminded me of our discussions in Motivation and Morale about internal motivation. How might starting to pay someone for something they enjoy doing undermine this interest?
•I did not fully understand why some measures that are negative correlated to performance are not liked for use in the selection process even though they are valid measures? Is this method used in most selection procedures? I think that sometimes management may still consider inadvertently the idea of P-E fit and vocational interest (w/o measurement of course). What is the field view on the use of vocational interests? This study showed it had unique contribution over other popular predictors (e.g., cognitive ability).
I really do not buy that vocational interests are a stable trait. I would think people enjoy a more varied approach to their work environments. I understand the need for stability in work environments, but people also need to be stimulated with different working environments. Perhaps, this is preference is part of vocational interests. It seems these vocational interests would be especially beneficial for intrinsic motivation. How do you think the long term predictability of success on the job is for vocational interest predictors versus others, such as personality or general cognitive ability?
Toward Roni: This study relied heavily on ipsative measurement. Will you please explain some of the key differences between ipsative and Likert styles of measurement?
It is sobering to realize how much of the fundamental soundness of a selection process depends on the rather mundane tasks of job analysis and performance appraisal. Van Iddekinge and Ployhart point out the foundational importance of the integrity of the performance appraisal in subsequently estimating the reliability of the selection procedure. Does this seem to underscore the importance of adequately explaining to supervisors and organizational leaders the implications of accurate performance appraisals for the overall success of the human capital management endeavor?
The authors discussed how interest measures did not result in many group differences in gender and ethnicity. What implications do ethnic or gender group differences have when found on non-ability measures? In other words, would we draw the same adverse impact conclusions about differences on non-ability measures that we draw for ability measures? What might the results of this study look like for non-military jobs? Do organizations ever use interest measures as predictors of job performance?
ReplyDeleteThe article reminded me of our discussions in Motivation and Morale about internal motivation. How might starting to pay someone for something they enjoy doing undermine this interest?
ReplyDelete•I did not fully understand why some measures that are negative correlated to performance are not liked for use in the selection process even though they are valid measures? Is this method used in most selection procedures? I think that sometimes management may still consider inadvertently the idea of P-E fit and vocational interest (w/o measurement of course). What is the field view on the use of vocational interests? This study showed it had unique contribution over other popular predictors (e.g., cognitive ability).
ReplyDeleteI really do not buy that vocational interests are a stable trait. I would think people enjoy a more varied approach to their work environments. I understand the need for stability in work environments, but people also need to be stimulated with different working environments. Perhaps, this is preference is part of vocational interests. It seems these vocational interests would be especially beneficial for intrinsic motivation. How do you think the long term predictability of success on the job is for vocational interest predictors versus others, such as personality or general cognitive ability?
ReplyDeleteToward Roni: This study relied heavily on ipsative measurement. Will you please explain some of the key differences between ipsative and Likert styles of measurement?
ReplyDeleteIt is sobering to realize how much of the fundamental soundness of a selection process depends on the rather mundane tasks of job analysis and performance appraisal. Van Iddekinge and Ployhart point out the foundational importance of the integrity of the performance appraisal in subsequently estimating the reliability of the selection procedure. Does this seem to underscore the importance of adequately explaining to supervisors and organizational leaders the implications of accurate performance appraisals for the overall success of the human capital management endeavor?
ReplyDelete