This study examines three key assumptions of top-down selection: 1) that top applicants will accept offers, 2) that if the top applicant declines, the next applicant will accept, and 3) that the time given to applicants to consider offers will not impact availability of lower ranked applicants. The study tests the first two assumptions using admissions data from three university psychology programs. It finds that top applicants were less likely to accept offers, but waiting time did not impact applicant availability. It also compares top-down selection to random selection above thresholds, finding random selection resulted in equal or better quality applicants depending on the criteria.
evidence shows that linear models can lead to better organizationa.docxgitagrimston
evidence shows that linear models can lead to better organizational outcomes: graduate-school admissions decisions and hiring decisions.
Improving Admissions Decisions
The value of using linear models in hiring, admissions, and selection decisions is highlighted by work Moore and his colleagues undertook on the interpretation of grades (Moore, Swift, Sharek, & Gino, 2007). They found substantial differences in the grading practices of colleges, even between institutions of similar quality and selectivity. The results show that students from colleges with more lenient grading are more likely to get into graduate school, even after controlling for the quality of the institution and the quality of its students. Due to a variant of the representativeness heuristic called the correspondence bias (Gilbert & Malone, 1995), graduate schools misinterpret the high GPAs of alumni from lenient-grading institutions as indicating high performance. The correspondence bias describes the tendency to take others at face value, assuming that their behavior (or their GPAs) corresponds to their innate traits. This bias persists even when those making the admissions decisions have full information about different institutions' grading practices. It seems that people have trouble sufficiently discounting high grades that are due to lenient grading.
By contrast, it would be easy to set up a linear program to avoid this error. Indeed, Dawes (1971) did just that in his work on graduate-school admissions decisions. Dawes used a common method for developing his linear model: he first modeled the admissions decisions of a four-person committee. In other words, he systematically analyzed how the committee made its admissions decisions relying on three factors: (1) Graduate Record Examination scores, (2) undergraduate grade point average, and (3) the quality of the undergraduate school. Dawes then used the variable weightings he obtained from modeling the experts in a linear model to predict the average rating of 384 other applicants. He found that the model could be used to rule out 55 percent of the applicant pool without ever rejecting an applicant that the selection committee had in fact accepted. In addition, the linear model was better than the committee itself in predicting future ratings of the accepted and matriculated applicants by faculty! In 1971, Dawes estimated that the use of a linear model as a screening device by the nation's graduate schools (not to mention by the larger domains of undergraduate admissions, corporate recruiting, and so on) could result in an annual savings of about $18 million in professional time. Adjusted for today's dollars and the current number of graduate-school applications, that number would easily exceed $500 million.
Improving Hiring Decisions
Hiring decisions are among the most important decisions an organization can make. Virtually every corporation in the world relies on unstructured, face-to-face employment interviews as t ...
This document discusses staffing decisions for a group project. It lists 12 student names that will work on the project. The document provides the group number and title of "Staffing Decisions".
Admission To Medical School International PerspectivesWendy Hager
This document summarizes perspectives on admission interviews for medical school from different countries. It discusses the purposes of interviews, which include gathering information, making acceptance/rejection decisions, verifying application information, and recruiting applicants. Interview formats can be one-on-one, group, panel, or a combination. Interviews are typically structured, semi-structured, or unstructured. Structured interviews are most valid and reliable when based on a job analysis to focus interview questions. Non-cognitive traits are best evaluated through interviews. The size of the applicant pool influences the interview process.
The Gender Bias in Hiring Decisions-Jessica Neary-4170Jessica Neary
- 55 undergraduate business students were asked to rate resumes of male and female applicants for a retail manager position on likelihood of hire, competence, and proposed salary.
- Contrary to the hypotheses, results found no significant differences in ratings based on applicant gender. Likelihood of hire, competence ratings, and proposed salaries were similar for male and female applicants.
- While no statistically significant biases were found, trends in the data suggested some differences, such as male applicants receiving slightly higher proposed salaries, that warrant further investigation with larger sample sizes.
Different Schools Within Two Separate School DistrictsDawn Mora
The research study will use qualitative methods including direct observation, focus groups, and questionnaires to understand perceptions of healthy eating promotion programs in schools. These methods allow for an in-depth exploration of attitudes, experiences, and behaviors through observation of real-world settings and interactions with participants. By triangulating different qualitative data collection techniques, the researcher aims to develop a comprehensive understanding of the problem around lack of healthy eating education from multiple perspectives.
Pre Assessment Quantitative And Qualitative Data EssayTiffany Sandoval
Here are the key factors to consider when deciding between quantitative and qualitative data:
- Sample size - Qualitative data uses smaller samples to gain an in-depth understanding of each case, while quantitative data relies on larger samples for generalizability.
- Data type - Quantitative data is numerical and can be easily grouped, compared, and analyzed statistically. Qualitative data includes text, images, and narratives that require different analysis methods.
- Research questions - Qualitative research is best for exploring a problem or generating hypotheses, while quantitative research tests hypotheses and measures outcomes.
- Resources - Qualitative data collection and analysis takes more time and resources per subject compared to quantitative methods with standardized instruments.
- Validity - It can
Alumni surveys are often used to gather information about graduates' post-college experiences. However, the study found that alumni who respond to surveys may not be representative of all graduates. Specifically, the study compared transcripts of psychology alumni who responded to a survey versus a random sample of graduates. It found that survey respondents had higher GPAs, better grades in specific classes, and participated in more intensive academic experiences than average graduates. While not typical, useful data can still be obtained from surveys, especially when related to undergraduate experiences and post-college outcomes.
This document proposes a study to examine how different online application processes and levels of interpersonal communication in rejection emails affect rejected applicants' perceptions of fairness. Participants would apply to a fake job through one of three application methods: resume only, online data entry only, or both. Upon rejection, they would receive either a warm, personalized email or a simple rejection notice. Surveys would assess their views of the process and organization using established measures of procedural justice. The study aims to provide insights into streamlining redundant online applications while mitigating negative reactions to rejection through interpersonal communication.
evidence shows that linear models can lead to better organizationa.docxgitagrimston
evidence shows that linear models can lead to better organizational outcomes: graduate-school admissions decisions and hiring decisions.
Improving Admissions Decisions
The value of using linear models in hiring, admissions, and selection decisions is highlighted by work Moore and his colleagues undertook on the interpretation of grades (Moore, Swift, Sharek, & Gino, 2007). They found substantial differences in the grading practices of colleges, even between institutions of similar quality and selectivity. The results show that students from colleges with more lenient grading are more likely to get into graduate school, even after controlling for the quality of the institution and the quality of its students. Due to a variant of the representativeness heuristic called the correspondence bias (Gilbert & Malone, 1995), graduate schools misinterpret the high GPAs of alumni from lenient-grading institutions as indicating high performance. The correspondence bias describes the tendency to take others at face value, assuming that their behavior (or their GPAs) corresponds to their innate traits. This bias persists even when those making the admissions decisions have full information about different institutions' grading practices. It seems that people have trouble sufficiently discounting high grades that are due to lenient grading.
By contrast, it would be easy to set up a linear program to avoid this error. Indeed, Dawes (1971) did just that in his work on graduate-school admissions decisions. Dawes used a common method for developing his linear model: he first modeled the admissions decisions of a four-person committee. In other words, he systematically analyzed how the committee made its admissions decisions relying on three factors: (1) Graduate Record Examination scores, (2) undergraduate grade point average, and (3) the quality of the undergraduate school. Dawes then used the variable weightings he obtained from modeling the experts in a linear model to predict the average rating of 384 other applicants. He found that the model could be used to rule out 55 percent of the applicant pool without ever rejecting an applicant that the selection committee had in fact accepted. In addition, the linear model was better than the committee itself in predicting future ratings of the accepted and matriculated applicants by faculty! In 1971, Dawes estimated that the use of a linear model as a screening device by the nation's graduate schools (not to mention by the larger domains of undergraduate admissions, corporate recruiting, and so on) could result in an annual savings of about $18 million in professional time. Adjusted for today's dollars and the current number of graduate-school applications, that number would easily exceed $500 million.
Improving Hiring Decisions
Hiring decisions are among the most important decisions an organization can make. Virtually every corporation in the world relies on unstructured, face-to-face employment interviews as t ...
This document discusses staffing decisions for a group project. It lists 12 student names that will work on the project. The document provides the group number and title of "Staffing Decisions".
Admission To Medical School International PerspectivesWendy Hager
This document summarizes perspectives on admission interviews for medical school from different countries. It discusses the purposes of interviews, which include gathering information, making acceptance/rejection decisions, verifying application information, and recruiting applicants. Interview formats can be one-on-one, group, panel, or a combination. Interviews are typically structured, semi-structured, or unstructured. Structured interviews are most valid and reliable when based on a job analysis to focus interview questions. Non-cognitive traits are best evaluated through interviews. The size of the applicant pool influences the interview process.
The Gender Bias in Hiring Decisions-Jessica Neary-4170Jessica Neary
- 55 undergraduate business students were asked to rate resumes of male and female applicants for a retail manager position on likelihood of hire, competence, and proposed salary.
- Contrary to the hypotheses, results found no significant differences in ratings based on applicant gender. Likelihood of hire, competence ratings, and proposed salaries were similar for male and female applicants.
- While no statistically significant biases were found, trends in the data suggested some differences, such as male applicants receiving slightly higher proposed salaries, that warrant further investigation with larger sample sizes.
Different Schools Within Two Separate School DistrictsDawn Mora
The research study will use qualitative methods including direct observation, focus groups, and questionnaires to understand perceptions of healthy eating promotion programs in schools. These methods allow for an in-depth exploration of attitudes, experiences, and behaviors through observation of real-world settings and interactions with participants. By triangulating different qualitative data collection techniques, the researcher aims to develop a comprehensive understanding of the problem around lack of healthy eating education from multiple perspectives.
Pre Assessment Quantitative And Qualitative Data EssayTiffany Sandoval
Here are the key factors to consider when deciding between quantitative and qualitative data:
- Sample size - Qualitative data uses smaller samples to gain an in-depth understanding of each case, while quantitative data relies on larger samples for generalizability.
- Data type - Quantitative data is numerical and can be easily grouped, compared, and analyzed statistically. Qualitative data includes text, images, and narratives that require different analysis methods.
- Research questions - Qualitative research is best for exploring a problem or generating hypotheses, while quantitative research tests hypotheses and measures outcomes.
- Resources - Qualitative data collection and analysis takes more time and resources per subject compared to quantitative methods with standardized instruments.
- Validity - It can
Alumni surveys are often used to gather information about graduates' post-college experiences. However, the study found that alumni who respond to surveys may not be representative of all graduates. Specifically, the study compared transcripts of psychology alumni who responded to a survey versus a random sample of graduates. It found that survey respondents had higher GPAs, better grades in specific classes, and participated in more intensive academic experiences than average graduates. While not typical, useful data can still be obtained from surveys, especially when related to undergraduate experiences and post-college outcomes.
This document proposes a study to examine how different online application processes and levels of interpersonal communication in rejection emails affect rejected applicants' perceptions of fairness. Participants would apply to a fake job through one of three application methods: resume only, online data entry only, or both. Upon rejection, they would receive either a warm, personalized email or a simple rejection notice. Surveys would assess their views of the process and organization using established measures of procedural justice. The study aims to provide insights into streamlining redundant online applications while mitigating negative reactions to rejection through interpersonal communication.
Research ArticleDoing Better but Feeling WorseLooking foanitramcroberts
Research Article
Doing Better but Feeling Worse
Looking for the ‘‘Best’’ Job Undermines Satisfaction
Sheena S. Iyengar,1 Rachael E. Wells,1 and Barry Schwartz2
1
Management Division, Graduate School of Business, Columbia University, and
2
Psychology Department,
Swarthmore College
ABSTRACT—Expanding upon Simon’s (1955) seminal the-
ory, this investigation compared the choice-making strat-
egies of maximizers and satisficers, finding that maximiz-
ing tendencies, although positively correlated with objec-
tively better decision outcomes, are also associated with
more negative subjective evaluations of these decision
outcomes. Specifically, in the fall of their final year in
school, students were administered a scale that measured
maximizing tendencies and were then followed over the
course of the year as they searched for jobs. Students with
high maximizing tendencies secured jobs with 20% higher
starting salaries than did students with low maximizing
tendencies. However, maximizers were less satisfied than
satisficers with the jobs they obtained, and experienced
more negative affect throughout the job-search process.
These effects were mediated by maximizers’ greater reli-
ance on external sources of information and their fixation
on realized and unrealized options during the search and
selection process.
Success is getting what you want. Happiness is wanting what you
get.
—American proverb
Half a century ago, Simon (1955, 1956, 1957) introduced an
important distinction between maximizing and satisficing as
choice-making strategies. To maximize is to seek the best and
requires an exhaustive search of all possibilities. To satisfice is
to seek ‘‘good enough,’’ searching until encountering an option
that crosses the threshold of acceptability. For example, com-
pare the strategies of a maximizer versus a satisficer selecting a
television show from choices available on 400 cable channels.
The maximizer would channel-surf, exploring all the channels,
spending so much time deciding on a show that little time would
be left for viewing. The satisficer would most likely channel-surf
until he or she encountered the first acceptable show, put down
the remote control, and actually watch the show. Simon based his
distinction on the idea that the limited information-processing
capacities of organisms make maximizing impossible. In the
modern world of almost unimaginable choice, this distinction is
even more pertinent (see Iyengar & Lepper, 2000; Schwartz,
2004a, 2004b).
Expanding on Simon’s classic theory, Schwartz et al. (2002)
recently compared the decision-making processes of maxi-
mizers and satisficers, finding that people who exhibit maxi-
mizing tendencies, like the channel surfer just described, were
less satisfied with their decision outcomes than their satisficing
counterparts. The researchers asked participants about recent
purchasing decisions and used a ‘‘maximization scale’’ to
measure indiv ...
Research ArticleDoing Better but Feeling WorseLooking fo.docxrgladys1
Research Article
Doing Better but Feeling Worse
Looking for the ‘‘Best’’ Job Undermines Satisfaction
Sheena S. Iyengar,1 Rachael E. Wells,1 and Barry Schwartz2
1
Management Division, Graduate School of Business, Columbia University, and
2
Psychology Department,
Swarthmore College
ABSTRACT—Expanding upon Simon’s (1955) seminal the-
ory, this investigation compared the choice-making strat-
egies of maximizers and satisficers, finding that maximiz-
ing tendencies, although positively correlated with objec-
tively better decision outcomes, are also associated with
more negative subjective evaluations of these decision
outcomes. Specifically, in the fall of their final year in
school, students were administered a scale that measured
maximizing tendencies and were then followed over the
course of the year as they searched for jobs. Students with
high maximizing tendencies secured jobs with 20% higher
starting salaries than did students with low maximizing
tendencies. However, maximizers were less satisfied than
satisficers with the jobs they obtained, and experienced
more negative affect throughout the job-search process.
These effects were mediated by maximizers’ greater reli-
ance on external sources of information and their fixation
on realized and unrealized options during the search and
selection process.
Success is getting what you want. Happiness is wanting what you
get.
—American proverb
Half a century ago, Simon (1955, 1956, 1957) introduced an
important distinction between maximizing and satisficing as
choice-making strategies. To maximize is to seek the best and
requires an exhaustive search of all possibilities. To satisfice is
to seek ‘‘good enough,’’ searching until encountering an option
that crosses the threshold of acceptability. For example, com-
pare the strategies of a maximizer versus a satisficer selecting a
television show from choices available on 400 cable channels.
The maximizer would channel-surf, exploring all the channels,
spending so much time deciding on a show that little time would
be left for viewing. The satisficer would most likely channel-surf
until he or she encountered the first acceptable show, put down
the remote control, and actually watch the show. Simon based his
distinction on the idea that the limited information-processing
capacities of organisms make maximizing impossible. In the
modern world of almost unimaginable choice, this distinction is
even more pertinent (see Iyengar & Lepper, 2000; Schwartz,
2004a, 2004b).
Expanding on Simon’s classic theory, Schwartz et al. (2002)
recently compared the decision-making processes of maxi-
mizers and satisficers, finding that people who exhibit maxi-
mizing tendencies, like the channel surfer just described, were
less satisfied with their decision outcomes than their satisficing
counterparts. The researchers asked participants about recent
purchasing decisions and used a ‘‘maximization scale’’ to
measure indiv.
This document summarizes a speech given by Gary Langer at the American Association for Public Opinion Research conference in Orlando, Florida on May 18, 2012. In the speech, Langer defends the use of probability sampling for survey research. He discusses how probability sampling allows researchers to make reliable estimates about population values and trends over time. Langer expresses skepticism about non-probability online panels and their ability to produce representative data. He argues that all survey methods, both new and established, should be rigorously evaluated and that fitness for purpose should be considered.
This chapter discusses employee selection principles and techniques. It begins by explaining the importance of properly matching employees to jobs in order to prevent dissatisfaction and poor performance. It then covers topics like realistic job previews, sources of recruiting, recruiter characteristics, and selection techniques. The chapter also discusses fair employment practices and protections for various groups like older workers, disabled workers, and women from discrimination. Finally, it describes the process of job analysis which is used to understand job requirements and inform selection.
PSY 4680, Industrial Organizational Psychology 1
UNIT III STUDY GUIDE
Employee Assessment and
Selection
Course Learning Outcomes for Unit III
Upon completion of this unit, students should be able to:
1. Define psychological test, identify the different types of tests (e.g.,
cognitive ability tests, psychomotor ability tests, knowledge and skill test,
personality tests, etc.), and apply these to work-related settings.
2. Analyze how biographical information, interviews, work samples,
assessment centers, and electronic assessments are used to select
employees.
3. Evaluate the employee recruitment process.
4. Research and apply the basic steps involved in selecting employees,
including the steps needed to conduct a validation study.
5. Explain how predictor information is used for selection.
6. Discuss the importance and utility of scientific selection, as well as the
legal issues associated with hiring decisions in the United States.
Unit Lesson
Employee recruitment and selection is a major activity of I/O psychologists.
Organizations spend much time and money hiring and training new employees,
with researchers estimating that it costs roughly 200% of an employee’s salary
to hire and train them (Griffeth & Hom, 2001). By hiring the right employees,
organizations can ensure that new employees not only have the skills and
abilities to perform the job well, but that they will be a great “fit” for the job
(Sujarto, 2011). Studies show that a good fit is associated with important
outcomes, such as organizational commitment, job satisfaction, and intentions to
quit (Kristof-Brown, 2005). Considering the costs and important outcomes of
employee selection, I/O psychologists use systematic approaches to recruit and
select the most well-qualified and best-fitting candidates.
Employee Selection
Employee selection is a very important activity because who you select for a
position has large implications, such as ensuring that new employees are able to
perform the job well and reducing unnecessary employee turnover (Barrick &
Zimmerman, 2009). Typically, selection involves assessing applicants and
gathering information about them to determine the extent to which they are
qualified and suitable for the job. The information that is gathered is related to
the position; job-related information includes details of their work history,
personality, interests, and other characteristics. The organization will also
provide the employee with critical information about the organization and job.
Some even provide a “realistic job preview,” in which they give applicants a
candid view of the responsibilities and conditions involved (Suszko & Breaugh,
1986).
Reading
Assignment
Chapter 5:
Assessment Methods for
Selection and Placement
Chapter 6:
Selecting Employees
Suggested Reading
Scroggins, W. A.,
Thomas, S. L., &
Morris, J. A. (2008).
Psychological testing in
personnel se ...
A Holistic Review Of The Medical School Admission Process Examining Correlat...Angelina Johnson
This study examines correlates of academic underperformance during the first year of medical school using data from 537 students across five cohorts at a large medical school. The study found several factors that were significantly associated with increased risk of underperformance:
1) Lower undergraduate science GPAs.
2) Entering medical school through an accelerated BS/MD track.
3) Being 31 years of age or older.
4) Not receiving a unanimous vote of acceptance from the admission committee.
The study uses these factors to build a multivariate logistic regression model to better predict students at risk of underperformance.
Content-related validity demonstrates that a test or assessment measures the specific skills or knowledge that it is intended to measure. It is established by having subject matter experts evaluate whether the test items adequately represent the targeted content area. Content-related validity provides evidence that a test measures an intended framework of topics but does not show how scores relate to external criteria.
Ambiguous Assessment Critiquing The Anthropology Graduate Admissions ProcessTracy Morgan
This document summarizes a survey of 43 anthropology graduate programs regarding their admissions processes. Key findings include:
1) Admissions have generally remained steady or decreased slightly for budget-unrelated reasons. While attrition rates are estimated at 50%, tracking of job placements is lacking.
2) Survey responses from current applicants indicate ambiguity around the admissions process causes stress. Faculty responses acknowledge "miscalculations" in applicant outreach efforts.
3) Despite most applicants being female, some faculty acknowledge covert strategies may exist to balance cohorts by gender due to concerns about an overwhelmingly female applicant pool. However, only a small minority of survey respondents admitted to such strategies.
The document outlines a proposed study that will examine potential gender bias in hiring decisions for male-dominated and female-dominated jobs. The study will present fictitious job applicants' resumes (with either male or female names) to first-year business students and fourth-year HR students and measure differences in participants' hiring ratings, competence ratings, salary estimates, and likelihood of hiring based on applicant gender and job type. The researchers hypothesize that male applicants will be preferred and rated more positively overall, and that first-year students will exhibit stronger biases than fourth-year students. Implications for mitigating biases in workplaces and education are discussed.
This research examines using the Analytical Hierarchy Process (AHP) to help a potential graduate student select the best school to attend for a JD/PhD in Management. AHP quantifies qualitative factors to help make objective decisions. The researcher evaluates 3 schools based on proximity to home, job prospects, financial aid, and prestige. A pairwise comparison analysis assigns weights to each factor. Results show Northwestern is the best option as it most closely aligns with the student's preferences of proximity, aid, and career outcomes. AHP maintains consistency and prevents bias, providing an effective tool for graduate school selection.
Chapter III Methodology As observed in recent years, large organiJinElias52
Chapter III: Methodology
As observed in recent years, large organizations are facing multiple data breaches from hackers who are trying to steal sensitive information. With the increase in technology, attackers with malicious intent are finding advanced methods to breach into the organization or even simple by exploiting known risks that could have been avoided by the organization by updating their systems on a regular basis (Alawneh, 2008). The most recent breach that we all were aware off was the Equifax data breach where it was reported that millions of its customers personal identifiable information (PII) were stolen, information such as social security number , an individual’s name, financial record, driver’s license number, etcetera.. The purpose of this paper is to how organizations can protect themselves from data breaches. What are the ways in which their data can be exposed and does employee awareness will help organizations protect themselves from being attacked from various sources?
Design of the study:
The data collected in this paper was a mixed approach. The collected data was both qualitative and quantitative in nature. The researcher developed a questionnaire containing both open-ended and close-ended questions and all of this was administered through LimeSurvey. And most of the participants response was recorded when they were trying to explain their understanding of a breach and how data leaks can be classified into intentional threats and inadvertent threats as these recording were transliterated for further analysis using otter A.I. And each session from the participant lasted from 45 – 90 minutes depending on the tasks being performed.
Data collection and participants:
All the participants involved in the sessions have worked or currently working in financial organizations. Participants read and signed a consent form explaining the purpose of the research and were given the option to skip a question if they feel uncomfortable in answering a question. Participants were recruited through ads from social media and from known contacts whose education and work experience are related to the study that was being conducted. There were around 50 participants in total, 30 males and 20 females, they ranged in age from 24 - 57. When asked about data breaches and do they know who their organizations protect itself from data breaches as part of employee awareness, 40 said yes and 10 said no. And when asked about taking or participating in any data security training conducted by the organizations, 35 said yes and 15 said no. And when asked about recording their answers on a device 45 said yes and 5 said no, For the 5, we noted down their answers on a paper with their consent.
Data analysis and Sampling procedures:
The participants responses were addressed in two sections which are quantitative and qualitative. When analyzing the qualitative data from the questionnaire we conducted a thematic analysis in order to better analyze ...
Women who choose Computer Science - what really mattersWBDC of Florida
Women who choose Computer Science - what really matters. The critical role of exposure and encouragement. Abstract
Google believes that a diverse workforce
leads to better products for diverse users,
and is especially committed to reversing
the negative trends around women in
Computer Science. To guide the company’s
outreach and investments in this space,
Google conducted a study to identify and
understand the factors that influence young
women’s decisions to pursue degrees in
Computer Science. It identified encouragement
and exposure as the leading factors
influencing this critical choice and learned
that anyone can help increase female
participation in Computer Science,
regardless of their technical abilities
or background.
Similarities Between Structured Situational And....pdfSimilarities Between St...Kimberly Brooks
The document discusses five case studies that were used to assess needs in different organizations. The case studies covered learning needs, operational/tactical needs, and strategic needs. To gather data for the needs assessments, the case studies used methods like interviews, focus groups, surveys, reviewing archival records, and observation. Collecting data through multiple methods allows organizations to obtain both qualitative and quantitative information. Needs assessments are important to identify gaps and guide improvement initiatives.
Competitiveness of Top 100 U.S. Universities: A Benchmark Study Using Data En...Gurdal Ertek
This study presents a comprehensive benchmarking study of the top 100 U.S. Universities. The methodologies used to come up with insights into the domain are Data Envelopment Analysis (DEA) and information visualization. Various approaches to evaluating academic institutions have appeared in the literature, including a DEA literature dealing with the ranking of universities. Our study contributes to this literature by the extensive incorporation of information visualization and subsequently the discovery of new insights. The main purpose of the study is creating an objective basis of assessment for the candidate students to use for university preferences. Meanwhile, the actionable insights obtained for the domain can guide university managers, as well as candidate students.
http://research.sabanciuniv.edu/
Competitiveness of Top 100 U.S. Universities: A Benchmark Study Using Data En...ertekg
Download Link > https://ertekprojects.com/gurdal-ertek-publications/blog/benchmark-study-using-data-envelopment-analysis/
This study presents a comprehensive benchmarking study of the top 100 U.S. Universities. The methodologies used to come up with insights into the domain are Data Envelopment Analysis (DEA) and information visualization. Various approaches to evaluating academic institutions have appeared in the literature, including a DEA literature dealing with the ranking of universities. Our study contributes to this literature by the extensive incorporation of information visualization and subsequently the discovery of new insights.
The validity and utility of selection methods in personnel psychologyjonfweber
This article summarizes 85 years of research on the validity and utility of different personnel selection methods for predicting job performance and training performance. It finds that general mental ability (GMA) tests are the most valid predictor, with a mean validity of .56 for job performance and .63 for training performance. Combinations of GMA with other methods, such as work sample tests, integrity tests, or structured interviews, have even higher validities of around .63 for job performance. The practical utility of using valid selection methods is substantial, with increases in employee performance, output, and learning. Selection methods with higher validities lead to direct economic gains for organizations through increases in productivity.
Alumni: The Ultimate Outcome Measure of your Training ProgramAmy Motta
This document summarizes a study that aimed to develop a scoring system to predict the likelihood that pathology residency applicants will pursue an academic career. The study scored applicants based on factors in their application, such as research experience and career goals mentioned. It found applicants who scored 10 or more points based on these factors were more likely to enter academic pathology. Though the sample size was limited, the results suggest this scoring system could help residency programs in recruiting applicants most likely to become academic pathologists.
Fuzzy Measurement of University Students Importance Indexes by Using Analytic...IRJESJOURNAL
Purpose: The purpose of this paper is to apply a Fuzzy Analytical Hierarchy Process model FAHP for estimating students' importance indexes problem, where the measures of students' attitudes and responses are often uncertain or difficult to determine by using non-fuzzy model. Fuzzy set theory treats a kind of uncertainty called fuzziness. It shows that the boundary of “yes” or “no” is ambiguous and appears in the meaning of words or included in the subjunctives or recognition of human beings. Design/methodology/approach: This paper adapts FAHP to analysis students' satisfaction for the services submitted by the university to enhance learning process and circumstance environment for students, this area of researches is still out of university importance. For the purposes of the survey, questionnaires were designed for all the factors which are affecting in students' satisfaction and most probably all these factors are taken according to their suitable priority. There were five main criterions in the questionnaires. Criterion one focuses on administrative university services Si, the second criterion concentrate with teaching and learning process Ti, while the third criterion is university climate and student activities Ai, the fourth criterion covers the administrative facilities Fi, and the fifth criterion is learning facilities students Li, were asked to measure their perceived experiences with those criterions. Each criterion contains some of sub criteria. Findings: The results illustrate that the quality of teachers T1, Opportunities for recreational activities A1, fair evaluation for students T6, and remedial support A3 are the most important indexes for students. The proposed model would help decision-makers to enhancement the quality of the services and may be adding other facility to make the university more attractive. Research limitations/implications: This paper makes some assumptions such as the number of sample are taken from seven colleges only and not cover all colleges in the university and concentrated about the final levels. Originality/value: This paper introduces fuzzy theory with AHP approach to the research of university services as customers in public firms and it has reached some valuable conclusions, which has opened up a new field of study in the universities services area
Title.JPG (502607) Essay Cover Page, Essay Title PagAlicia Buske
The document provides instructions for requesting writing assistance from HelpWriting.net. It outlines a 5-step process: 1) Create an account with an email and password. 2) Complete a order form with instructions, sources, and deadline. 3) Review bids from writers and select one. 4) Review the completed paper and authorize payment. 5) Request revisions until satisfied, with a refund option for plagiarism. The service utilizes a bidding system and promises original, high-quality content.
The document provides instructions for creating an account and submitting assignment requests on the HelpWriting.net website. It is a 5-step process: 1) Create an account with a password and email. 2) Complete a form with assignment details. 3) Review bids from writers and select one. 4) Review the completed paper and authorize payment. 5) Request revisions to ensure satisfaction, with refunds offered for plagiarized work.
The document discusses the steps involved in requesting and receiving a custom paper writing service from the website HelpWriting.net. It outlines 5 steps: 1) Create an account with a password and email. 2) Complete a 10-minute order form providing instructions, sources, and deadline. 3) Review bids from writers and select one. 4) Review the completed paper and authorize payment if satisfied. 5) Request revisions to ensure satisfaction, and the company offers refunds for plagiarized work.
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Research Article
Doing Better but Feeling Worse
Looking for the ‘‘Best’’ Job Undermines Satisfaction
Sheena S. Iyengar,1 Rachael E. Wells,1 and Barry Schwartz2
1
Management Division, Graduate School of Business, Columbia University, and
2
Psychology Department,
Swarthmore College
ABSTRACT—Expanding upon Simon’s (1955) seminal the-
ory, this investigation compared the choice-making strat-
egies of maximizers and satisficers, finding that maximiz-
ing tendencies, although positively correlated with objec-
tively better decision outcomes, are also associated with
more negative subjective evaluations of these decision
outcomes. Specifically, in the fall of their final year in
school, students were administered a scale that measured
maximizing tendencies and were then followed over the
course of the year as they searched for jobs. Students with
high maximizing tendencies secured jobs with 20% higher
starting salaries than did students with low maximizing
tendencies. However, maximizers were less satisfied than
satisficers with the jobs they obtained, and experienced
more negative affect throughout the job-search process.
These effects were mediated by maximizers’ greater reli-
ance on external sources of information and their fixation
on realized and unrealized options during the search and
selection process.
Success is getting what you want. Happiness is wanting what you
get.
—American proverb
Half a century ago, Simon (1955, 1956, 1957) introduced an
important distinction between maximizing and satisficing as
choice-making strategies. To maximize is to seek the best and
requires an exhaustive search of all possibilities. To satisfice is
to seek ‘‘good enough,’’ searching until encountering an option
that crosses the threshold of acceptability. For example, com-
pare the strategies of a maximizer versus a satisficer selecting a
television show from choices available on 400 cable channels.
The maximizer would channel-surf, exploring all the channels,
spending so much time deciding on a show that little time would
be left for viewing. The satisficer would most likely channel-surf
until he or she encountered the first acceptable show, put down
the remote control, and actually watch the show. Simon based his
distinction on the idea that the limited information-processing
capacities of organisms make maximizing impossible. In the
modern world of almost unimaginable choice, this distinction is
even more pertinent (see Iyengar & Lepper, 2000; Schwartz,
2004a, 2004b).
Expanding on Simon’s classic theory, Schwartz et al. (2002)
recently compared the decision-making processes of maxi-
mizers and satisficers, finding that people who exhibit maxi-
mizing tendencies, like the channel surfer just described, were
less satisfied with their decision outcomes than their satisficing
counterparts. The researchers asked participants about recent
purchasing decisions and used a ‘‘maximization scale’’ to
measure indiv ...
Research ArticleDoing Better but Feeling WorseLooking fo.docxrgladys1
Research Article
Doing Better but Feeling Worse
Looking for the ‘‘Best’’ Job Undermines Satisfaction
Sheena S. Iyengar,1 Rachael E. Wells,1 and Barry Schwartz2
1
Management Division, Graduate School of Business, Columbia University, and
2
Psychology Department,
Swarthmore College
ABSTRACT—Expanding upon Simon’s (1955) seminal the-
ory, this investigation compared the choice-making strat-
egies of maximizers and satisficers, finding that maximiz-
ing tendencies, although positively correlated with objec-
tively better decision outcomes, are also associated with
more negative subjective evaluations of these decision
outcomes. Specifically, in the fall of their final year in
school, students were administered a scale that measured
maximizing tendencies and were then followed over the
course of the year as they searched for jobs. Students with
high maximizing tendencies secured jobs with 20% higher
starting salaries than did students with low maximizing
tendencies. However, maximizers were less satisfied than
satisficers with the jobs they obtained, and experienced
more negative affect throughout the job-search process.
These effects were mediated by maximizers’ greater reli-
ance on external sources of information and their fixation
on realized and unrealized options during the search and
selection process.
Success is getting what you want. Happiness is wanting what you
get.
—American proverb
Half a century ago, Simon (1955, 1956, 1957) introduced an
important distinction between maximizing and satisficing as
choice-making strategies. To maximize is to seek the best and
requires an exhaustive search of all possibilities. To satisfice is
to seek ‘‘good enough,’’ searching until encountering an option
that crosses the threshold of acceptability. For example, com-
pare the strategies of a maximizer versus a satisficer selecting a
television show from choices available on 400 cable channels.
The maximizer would channel-surf, exploring all the channels,
spending so much time deciding on a show that little time would
be left for viewing. The satisficer would most likely channel-surf
until he or she encountered the first acceptable show, put down
the remote control, and actually watch the show. Simon based his
distinction on the idea that the limited information-processing
capacities of organisms make maximizing impossible. In the
modern world of almost unimaginable choice, this distinction is
even more pertinent (see Iyengar & Lepper, 2000; Schwartz,
2004a, 2004b).
Expanding on Simon’s classic theory, Schwartz et al. (2002)
recently compared the decision-making processes of maxi-
mizers and satisficers, finding that people who exhibit maxi-
mizing tendencies, like the channel surfer just described, were
less satisfied with their decision outcomes than their satisficing
counterparts. The researchers asked participants about recent
purchasing decisions and used a ‘‘maximization scale’’ to
measure indiv.
This document summarizes a speech given by Gary Langer at the American Association for Public Opinion Research conference in Orlando, Florida on May 18, 2012. In the speech, Langer defends the use of probability sampling for survey research. He discusses how probability sampling allows researchers to make reliable estimates about population values and trends over time. Langer expresses skepticism about non-probability online panels and their ability to produce representative data. He argues that all survey methods, both new and established, should be rigorously evaluated and that fitness for purpose should be considered.
This chapter discusses employee selection principles and techniques. It begins by explaining the importance of properly matching employees to jobs in order to prevent dissatisfaction and poor performance. It then covers topics like realistic job previews, sources of recruiting, recruiter characteristics, and selection techniques. The chapter also discusses fair employment practices and protections for various groups like older workers, disabled workers, and women from discrimination. Finally, it describes the process of job analysis which is used to understand job requirements and inform selection.
PSY 4680, Industrial Organizational Psychology 1
UNIT III STUDY GUIDE
Employee Assessment and
Selection
Course Learning Outcomes for Unit III
Upon completion of this unit, students should be able to:
1. Define psychological test, identify the different types of tests (e.g.,
cognitive ability tests, psychomotor ability tests, knowledge and skill test,
personality tests, etc.), and apply these to work-related settings.
2. Analyze how biographical information, interviews, work samples,
assessment centers, and electronic assessments are used to select
employees.
3. Evaluate the employee recruitment process.
4. Research and apply the basic steps involved in selecting employees,
including the steps needed to conduct a validation study.
5. Explain how predictor information is used for selection.
6. Discuss the importance and utility of scientific selection, as well as the
legal issues associated with hiring decisions in the United States.
Unit Lesson
Employee recruitment and selection is a major activity of I/O psychologists.
Organizations spend much time and money hiring and training new employees,
with researchers estimating that it costs roughly 200% of an employee’s salary
to hire and train them (Griffeth & Hom, 2001). By hiring the right employees,
organizations can ensure that new employees not only have the skills and
abilities to perform the job well, but that they will be a great “fit” for the job
(Sujarto, 2011). Studies show that a good fit is associated with important
outcomes, such as organizational commitment, job satisfaction, and intentions to
quit (Kristof-Brown, 2005). Considering the costs and important outcomes of
employee selection, I/O psychologists use systematic approaches to recruit and
select the most well-qualified and best-fitting candidates.
Employee Selection
Employee selection is a very important activity because who you select for a
position has large implications, such as ensuring that new employees are able to
perform the job well and reducing unnecessary employee turnover (Barrick &
Zimmerman, 2009). Typically, selection involves assessing applicants and
gathering information about them to determine the extent to which they are
qualified and suitable for the job. The information that is gathered is related to
the position; job-related information includes details of their work history,
personality, interests, and other characteristics. The organization will also
provide the employee with critical information about the organization and job.
Some even provide a “realistic job preview,” in which they give applicants a
candid view of the responsibilities and conditions involved (Suszko & Breaugh,
1986).
Reading
Assignment
Chapter 5:
Assessment Methods for
Selection and Placement
Chapter 6:
Selecting Employees
Suggested Reading
Scroggins, W. A.,
Thomas, S. L., &
Morris, J. A. (2008).
Psychological testing in
personnel se ...
A Holistic Review Of The Medical School Admission Process Examining Correlat...Angelina Johnson
This study examines correlates of academic underperformance during the first year of medical school using data from 537 students across five cohorts at a large medical school. The study found several factors that were significantly associated with increased risk of underperformance:
1) Lower undergraduate science GPAs.
2) Entering medical school through an accelerated BS/MD track.
3) Being 31 years of age or older.
4) Not receiving a unanimous vote of acceptance from the admission committee.
The study uses these factors to build a multivariate logistic regression model to better predict students at risk of underperformance.
Content-related validity demonstrates that a test or assessment measures the specific skills or knowledge that it is intended to measure. It is established by having subject matter experts evaluate whether the test items adequately represent the targeted content area. Content-related validity provides evidence that a test measures an intended framework of topics but does not show how scores relate to external criteria.
Ambiguous Assessment Critiquing The Anthropology Graduate Admissions ProcessTracy Morgan
This document summarizes a survey of 43 anthropology graduate programs regarding their admissions processes. Key findings include:
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2) Survey responses from current applicants indicate ambiguity around the admissions process causes stress. Faculty responses acknowledge "miscalculations" in applicant outreach efforts.
3) Despite most applicants being female, some faculty acknowledge covert strategies may exist to balance cohorts by gender due to concerns about an overwhelmingly female applicant pool. However, only a small minority of survey respondents admitted to such strategies.
The document outlines a proposed study that will examine potential gender bias in hiring decisions for male-dominated and female-dominated jobs. The study will present fictitious job applicants' resumes (with either male or female names) to first-year business students and fourth-year HR students and measure differences in participants' hiring ratings, competence ratings, salary estimates, and likelihood of hiring based on applicant gender and job type. The researchers hypothesize that male applicants will be preferred and rated more positively overall, and that first-year students will exhibit stronger biases than fourth-year students. Implications for mitigating biases in workplaces and education are discussed.
This research examines using the Analytical Hierarchy Process (AHP) to help a potential graduate student select the best school to attend for a JD/PhD in Management. AHP quantifies qualitative factors to help make objective decisions. The researcher evaluates 3 schools based on proximity to home, job prospects, financial aid, and prestige. A pairwise comparison analysis assigns weights to each factor. Results show Northwestern is the best option as it most closely aligns with the student's preferences of proximity, aid, and career outcomes. AHP maintains consistency and prevents bias, providing an effective tool for graduate school selection.
Chapter III Methodology As observed in recent years, large organiJinElias52
Chapter III: Methodology
As observed in recent years, large organizations are facing multiple data breaches from hackers who are trying to steal sensitive information. With the increase in technology, attackers with malicious intent are finding advanced methods to breach into the organization or even simple by exploiting known risks that could have been avoided by the organization by updating their systems on a regular basis (Alawneh, 2008). The most recent breach that we all were aware off was the Equifax data breach where it was reported that millions of its customers personal identifiable information (PII) were stolen, information such as social security number , an individual’s name, financial record, driver’s license number, etcetera.. The purpose of this paper is to how organizations can protect themselves from data breaches. What are the ways in which their data can be exposed and does employee awareness will help organizations protect themselves from being attacked from various sources?
Design of the study:
The data collected in this paper was a mixed approach. The collected data was both qualitative and quantitative in nature. The researcher developed a questionnaire containing both open-ended and close-ended questions and all of this was administered through LimeSurvey. And most of the participants response was recorded when they were trying to explain their understanding of a breach and how data leaks can be classified into intentional threats and inadvertent threats as these recording were transliterated for further analysis using otter A.I. And each session from the participant lasted from 45 – 90 minutes depending on the tasks being performed.
Data collection and participants:
All the participants involved in the sessions have worked or currently working in financial organizations. Participants read and signed a consent form explaining the purpose of the research and were given the option to skip a question if they feel uncomfortable in answering a question. Participants were recruited through ads from social media and from known contacts whose education and work experience are related to the study that was being conducted. There were around 50 participants in total, 30 males and 20 females, they ranged in age from 24 - 57. When asked about data breaches and do they know who their organizations protect itself from data breaches as part of employee awareness, 40 said yes and 10 said no. And when asked about taking or participating in any data security training conducted by the organizations, 35 said yes and 15 said no. And when asked about recording their answers on a device 45 said yes and 5 said no, For the 5, we noted down their answers on a paper with their consent.
Data analysis and Sampling procedures:
The participants responses were addressed in two sections which are quantitative and qualitative. When analyzing the qualitative data from the questionnaire we conducted a thematic analysis in order to better analyze ...
Women who choose Computer Science - what really mattersWBDC of Florida
Women who choose Computer Science - what really matters. The critical role of exposure and encouragement. Abstract
Google believes that a diverse workforce
leads to better products for diverse users,
and is especially committed to reversing
the negative trends around women in
Computer Science. To guide the company’s
outreach and investments in this space,
Google conducted a study to identify and
understand the factors that influence young
women’s decisions to pursue degrees in
Computer Science. It identified encouragement
and exposure as the leading factors
influencing this critical choice and learned
that anyone can help increase female
participation in Computer Science,
regardless of their technical abilities
or background.
Similarities Between Structured Situational And....pdfSimilarities Between St...Kimberly Brooks
The document discusses five case studies that were used to assess needs in different organizations. The case studies covered learning needs, operational/tactical needs, and strategic needs. To gather data for the needs assessments, the case studies used methods like interviews, focus groups, surveys, reviewing archival records, and observation. Collecting data through multiple methods allows organizations to obtain both qualitative and quantitative information. Needs assessments are important to identify gaps and guide improvement initiatives.
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This study presents a comprehensive benchmarking study of the top 100 U.S. Universities. The methodologies used to come up with insights into the domain are Data Envelopment Analysis (DEA) and information visualization. Various approaches to evaluating academic institutions have appeared in the literature, including a DEA literature dealing with the ranking of universities. Our study contributes to this literature by the extensive incorporation of information visualization and subsequently the discovery of new insights. The main purpose of the study is creating an objective basis of assessment for the candidate students to use for university preferences. Meanwhile, the actionable insights obtained for the domain can guide university managers, as well as candidate students.
http://research.sabanciuniv.edu/
Competitiveness of Top 100 U.S. Universities: A Benchmark Study Using Data En...ertekg
Download Link > https://ertekprojects.com/gurdal-ertek-publications/blog/benchmark-study-using-data-envelopment-analysis/
This study presents a comprehensive benchmarking study of the top 100 U.S. Universities. The methodologies used to come up with insights into the domain are Data Envelopment Analysis (DEA) and information visualization. Various approaches to evaluating academic institutions have appeared in the literature, including a DEA literature dealing with the ranking of universities. Our study contributes to this literature by the extensive incorporation of information visualization and subsequently the discovery of new insights.
The validity and utility of selection methods in personnel psychologyjonfweber
This article summarizes 85 years of research on the validity and utility of different personnel selection methods for predicting job performance and training performance. It finds that general mental ability (GMA) tests are the most valid predictor, with a mean validity of .56 for job performance and .63 for training performance. Combinations of GMA with other methods, such as work sample tests, integrity tests, or structured interviews, have even higher validities of around .63 for job performance. The practical utility of using valid selection methods is substantial, with increases in employee performance, output, and learning. Selection methods with higher validities lead to direct economic gains for organizations through increases in productivity.
Alumni: The Ultimate Outcome Measure of your Training ProgramAmy Motta
This document summarizes a study that aimed to develop a scoring system to predict the likelihood that pathology residency applicants will pursue an academic career. The study scored applicants based on factors in their application, such as research experience and career goals mentioned. It found applicants who scored 10 or more points based on these factors were more likely to enter academic pathology. Though the sample size was limited, the results suggest this scoring system could help residency programs in recruiting applicants most likely to become academic pathologists.
Fuzzy Measurement of University Students Importance Indexes by Using Analytic...IRJESJOURNAL
Purpose: The purpose of this paper is to apply a Fuzzy Analytical Hierarchy Process model FAHP for estimating students' importance indexes problem, where the measures of students' attitudes and responses are often uncertain or difficult to determine by using non-fuzzy model. Fuzzy set theory treats a kind of uncertainty called fuzziness. It shows that the boundary of “yes” or “no” is ambiguous and appears in the meaning of words or included in the subjunctives or recognition of human beings. Design/methodology/approach: This paper adapts FAHP to analysis students' satisfaction for the services submitted by the university to enhance learning process and circumstance environment for students, this area of researches is still out of university importance. For the purposes of the survey, questionnaires were designed for all the factors which are affecting in students' satisfaction and most probably all these factors are taken according to their suitable priority. There were five main criterions in the questionnaires. Criterion one focuses on administrative university services Si, the second criterion concentrate with teaching and learning process Ti, while the third criterion is university climate and student activities Ai, the fourth criterion covers the administrative facilities Fi, and the fifth criterion is learning facilities students Li, were asked to measure their perceived experiences with those criterions. Each criterion contains some of sub criteria. Findings: The results illustrate that the quality of teachers T1, Opportunities for recreational activities A1, fair evaluation for students T6, and remedial support A3 are the most important indexes for students. The proposed model would help decision-makers to enhancement the quality of the services and may be adding other facility to make the university more attractive. Research limitations/implications: This paper makes some assumptions such as the number of sample are taken from seven colleges only and not cover all colleges in the university and concentrated about the final levels. Originality/value: This paper introduces fuzzy theory with AHP approach to the research of university services as customers in public firms and it has reached some valuable conclusions, which has opened up a new field of study in the universities services area
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إضغ بين إيديكم من أقوى الملازم التي صممتها
ملزمة تشريح الجهاز الهيكلي (نظري 3)
💀💀💀💀💀💀💀💀💀💀
تتميز هذهِ الملزمة بعِدة مُميزات :
1- مُترجمة ترجمة تُناسب جميع المستويات
2- تحتوي على 78 رسم توضيحي لكل كلمة موجودة بالملزمة (لكل كلمة !!!!)
#فهم_ماكو_درخ
3- دقة الكتابة والصور عالية جداً جداً جداً
4- هُنالك بعض المعلومات تم توضيحها بشكل تفصيلي جداً (تُعتبر لدى الطالب أو الطالبة بإنها معلومات مُبهمة ومع ذلك تم توضيح هذهِ المعلومات المُبهمة بشكل تفصيلي جداً
5- الملزمة تشرح نفسها ب نفسها بس تكلك تعال اقراني
6- تحتوي الملزمة في اول سلايد على خارطة تتضمن جميع تفرُعات معلومات الجهاز الهيكلي المذكورة في هذهِ الملزمة
واخيراً هذهِ الملزمة حلالٌ عليكم وإتمنى منكم إن تدعولي بالخير والصحة والعافية فقط
كل التوفيق زملائي وزميلاتي ، زميلكم محمد الذهبي 💊💊
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This presentation was provided by Rebecca Benner, Ph.D., of the American Society of Anesthesiologists, for the second session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session Two: 'Expanding Pathways to Publishing Careers,' was held June 13, 2024.