Summary of the article 'The use of biodata for employee selection: Past research and future implications.'
2009,human resource management review - human resource,no. 3,pp. 219-231,vol. 19
Diversity and biological characteristicsNoman Rajput
This document discusses diversity and discrimination in the workplace. It defines surface level diversity as differences in easily perceived characteristics like gender or age, while deep level diversity refers to differences in values and preferences. Discrimination involves unfair judgments based on stereotypes and can include intimidation, insults, exclusion or harassment. Effective diversity management improves an organization's access to a variety of skills and ideas by attracting, selecting, developing and retaining a diverse workforce through awareness training and programs that encourage fair treatment and personal development.
This document outlines a study on event design and the audience experience. It includes sections on the problem definition, research objectives, scope of the study, methodology, results analysis, conclusions, and recommendations. The study explored the motivations of event attendees, how design elements influence experience, and satisfaction levels. It found that intrinsic motivations like socializing were more important than extrinsic ones. Location/access and entertainment most influenced experience. Respondents rating design elements highly also rated experiences as excellent. The recommendations suggest addressing collective needs to monitor satisfaction and influence decision-making through location, scheduling, and suitable entertainment.
This document outlines the dissertation of Naomi M. Mangatu titled "Beyond the Glass Ceiling: A Phenomenological Study of Women Managers in the Kenyan Banking Industry." The study explores the lived experiences of 24 women managers in Kenyan banks to understand factors contributing to or hindering their advancement to CEO positions. It uses a qualitative phenomenological research method and the van Kaam 7-step process for data analysis. The findings reveal that while women have made progress in their careers, few break through the glass ceiling to attain top leadership roles in Kenyan banks due to social pressures, cultural norms, and expectations that suppress women's advancement.
Thesis defense presentation of Justin Phillips (SDSU). "The Role of Relatedness and Autonomy in Motivation of Youth Physical Activity: A Self-Determination Perspective."
The document discusses the importance of conversations in developing relationships. It notes that while some advocate "selling the sizzle not the steak", engaging in meaningful conversations where common ground is found is better. The results of interviews with people on their dating experiences and favorite companies suggest that conversations matter because that's how relationships are formed. People are more inclined to connect with companies or products that fit their personality or lifestyle.
Someone, who wants to study about group influences, this power point presentation will surely help in understanding and evaluating the majority influence which is also called as Conformity.
The document discusses qualitative coding and memo writing. It provides an overview of coding approaches like descriptive, in vivo, and pattern coding. Codes are short phrases that symbolically represent portions of data. Memos are written reflections on codes, their relationships, and emerging ideas. The document emphasizes that coding and memo writing are iterative, cyclical processes to develop categories and analyze their connections for qualitative research.
Attribution theory proposes that people make causal explanations for behaviors and events, classifying them as either internal/dispositional (due to traits and abilities) or external/situational (due to outside factors). However, people are subject to attribution biases like the fundamental attribution error of overemphasizing internal causes for others' behaviors. Kelley's covariation model examines consensus, distinctiveness, and consistency of behaviors to determine whether to attribute them internally or externally. People also differ in attributional style, with optimists explaining negatives externally and positives internally versus pessimists.
Diversity and biological characteristicsNoman Rajput
This document discusses diversity and discrimination in the workplace. It defines surface level diversity as differences in easily perceived characteristics like gender or age, while deep level diversity refers to differences in values and preferences. Discrimination involves unfair judgments based on stereotypes and can include intimidation, insults, exclusion or harassment. Effective diversity management improves an organization's access to a variety of skills and ideas by attracting, selecting, developing and retaining a diverse workforce through awareness training and programs that encourage fair treatment and personal development.
This document outlines a study on event design and the audience experience. It includes sections on the problem definition, research objectives, scope of the study, methodology, results analysis, conclusions, and recommendations. The study explored the motivations of event attendees, how design elements influence experience, and satisfaction levels. It found that intrinsic motivations like socializing were more important than extrinsic ones. Location/access and entertainment most influenced experience. Respondents rating design elements highly also rated experiences as excellent. The recommendations suggest addressing collective needs to monitor satisfaction and influence decision-making through location, scheduling, and suitable entertainment.
This document outlines the dissertation of Naomi M. Mangatu titled "Beyond the Glass Ceiling: A Phenomenological Study of Women Managers in the Kenyan Banking Industry." The study explores the lived experiences of 24 women managers in Kenyan banks to understand factors contributing to or hindering their advancement to CEO positions. It uses a qualitative phenomenological research method and the van Kaam 7-step process for data analysis. The findings reveal that while women have made progress in their careers, few break through the glass ceiling to attain top leadership roles in Kenyan banks due to social pressures, cultural norms, and expectations that suppress women's advancement.
Thesis defense presentation of Justin Phillips (SDSU). "The Role of Relatedness and Autonomy in Motivation of Youth Physical Activity: A Self-Determination Perspective."
The document discusses the importance of conversations in developing relationships. It notes that while some advocate "selling the sizzle not the steak", engaging in meaningful conversations where common ground is found is better. The results of interviews with people on their dating experiences and favorite companies suggest that conversations matter because that's how relationships are formed. People are more inclined to connect with companies or products that fit their personality or lifestyle.
Someone, who wants to study about group influences, this power point presentation will surely help in understanding and evaluating the majority influence which is also called as Conformity.
The document discusses qualitative coding and memo writing. It provides an overview of coding approaches like descriptive, in vivo, and pattern coding. Codes are short phrases that symbolically represent portions of data. Memos are written reflections on codes, their relationships, and emerging ideas. The document emphasizes that coding and memo writing are iterative, cyclical processes to develop categories and analyze their connections for qualitative research.
Attribution theory proposes that people make causal explanations for behaviors and events, classifying them as either internal/dispositional (due to traits and abilities) or external/situational (due to outside factors). However, people are subject to attribution biases like the fundamental attribution error of overemphasizing internal causes for others' behaviors. Kelley's covariation model examines consensus, distinctiveness, and consistency of behaviors to determine whether to attribute them internally or externally. People also differ in attributional style, with optimists explaining negatives externally and positives internally versus pessimists.
Social influence can be described as an effort to change another person's behavior or attitudes. It can come from real or imagined social pressure. Six main principles of social influence are scarcity, liking, commitment/consistency, reciprocity, social validation, and authority. Social impact theory focuses on the strength of social influences, which can be positive or negative. Conformity is when people go along with the group to be accepted. Normative influence is conforming to be liked, while informational influence is conforming because others seem more informed. Minority influence can impact the majority through consistency of views over time. Compliance involves changing behaviors through requests, while obedience involves following commands from those in positions of authority.
MBA thesis presentation Nepal open universityRabindra Aryal
MBA thesis presentation NOU full thesis on ( Nepal open university) https://www.academia.edu/72538587/FACTORS_INFLUENCING_THE_USAGE_OF_DIGITAL_MOBILE_WALLET_IN_NEPAL
This document discusses research paradigms and the logic of research. It defines key concepts like paradigm, ontology, epistemology and methodology. It outlines three main research paradigms - positivism, post-positivism, and critical theory - and how they differ in their basic beliefs and positions on practical research issues. The document also examines different logics of inquiry like induction, deduction, retroduction, and abduction; and how researchers can take a combined approach using elements of multiple strategies.
This document discusses and compares quantitative and qualitative research methodologies. It provides information on:
- The basic differences between quantitative and qualitative research, including their analytical objectives, types of questions asked, data collection instruments used, types of data produced, and flexibility.
- Common methodologies used in social science studies, including quantitative and qualitative approaches.
- Details on quantitative research, which aims to test theories, uses standardized instruments and large sample sizes, and takes a deductive approach. Qualitative research aims to build theories, uses small sample sizes and flexible instruments like interviews, and takes an inductive approach.
- The key difference between the two is flexibility - quantitative methods are less flexible while qualitative methods allow greater
This document discusses social systems and organizational culture. It defines a social system as a complex set of interacting human relationships where all parts are interdependent. It examines how social cultures impact organizations and the roles and conflicts that can arise. It also explains that strong organizational cultures tend to outperform peers and discusses measuring and changing organizational culture.
This document provides tips for writing a thesis. It discusses starting the writing process early by choosing a title and outline. The outline should summarize the argument in one sentence for each chapter. Material should be collected in a binder as it is researched. Examiners will want to understand the thesis quickly, so the abstract, conclusions, and contents should clearly convey the purpose and findings. Getting feedback from others helps improve the thesis before examination. Regularly interacting with potential examiners also helps them understand and appreciate the research.
This document outlines a study on event design and the audience experience. It includes sections on the problem definition, research objectives, scope of the study, methodology, results analysis, conclusions, and recommendations. The study explored the motivations of event attendees, how design elements influence experience, and satisfaction levels. It found that intrinsic motivations like socializing were more important than extrinsic ones. Location/access and entertainment most influenced experience. Respondents who rated design elements highly also rated their experience as excellent. The recommendations suggest focusing on community needs and creating social environments to improve satisfaction.
This document discusses motivation in the workplace. It defines motivation and explains that individual traits like self-esteem, intrinsic motivation, and need for achievement can impact an employee's motivation. Several theories of motivation are described, including needs-based theories like Maslow's hierarchy of needs and ERG theory, job-based theories like two-factor theory, cognitive theories focused on decision-making, and behavioral approaches using rewards and feedback. Managers can apply motivational theories to attraction, performance, retention, and commitment. Both tangible and intangible rewards can be used to motivate employees.
This thesis examines how LinkedIn China's sub-brand Chitu cultivates relationships with stakeholders in accordance with Chinese relationship and stakeholder management theories. It analyzes Chitu's relationship building strategies with key stakeholders like employees, users, and industry peers. Chitu focuses on triggering user self-expression and providing professional groups activities. Relationship cultivation is influenced by Chinese cultural concepts like guanxi, which Chitu leverages through reciprocity and trust. The thesis contributes to understanding how public relations theories apply in a Chinese context and offers implications for foreign companies to nurture stakeholder relationships in China.
The document discusses various topics related to intelligence, including definitions of intelligence, theories of intelligence, and factors that influence intelligence. It addresses the work of intelligence researchers like Spearman, Gardner, and Sternberg in proposing models of intelligence involving general and multiple intelligences. The document also examines genetic and environmental influences on intelligence based on twin and adoption studies. It discusses intelligence testing and assessments, noting the contributions of Binet, Terman, and Wechsler. Group differences in intelligence test scores are addressed, considering the roles of environment and genetics.
Self-determination theory (SDT) is a theory of motivation developed by Edward Deci and Richard Ryan that focuses on supporting innate psychological needs for competence, autonomy and relatedness. SDT posits that these basic needs must be satisfied for people to experience optimal motivation and development, and that social and environmental factors can either support or thwart need satisfaction. According to SDT, when these needs are fulfilled people become self-determined to pursue and persist in activities out of interest or intrinsic motivation.
This document discusses criteria and job analysis. It defines criteria as standards used to evaluate objects, people, or events. Job analysis is defined as a formal procedure to define a job's content in terms of tasks and qualifications. The objectives are to clarify selection criteria and processes, list uses of job analysis information, describe how to collect such data, discuss different analysis methods, and explain how evaluation sets salary levels. It also covers criteria classification, deficiency, relevance, and contamination as well as illegal criteria and types of discrimination.
This document provides an overview of qualitative, quantitative, and mixed methods research approaches. It discusses the underlying principles, benefits, and limitations of each approach. Qualitative research is based on phenomenology and seeks to understand individual experiences, while quantitative research uses logical positivism to objectively measure variables and test hypotheses. Mixed methods combines both qualitative and quantitative approaches. The document analyzes how each approach could be applied to research on critical thinking in nursing education.
The document discusses job design and goal setting techniques to motivate employee performance. It describes various job design approaches like job engineering, enrichment, enlargement and rotation. It also explains goal setting theory and guidelines from research, including making goals specific, difficult and owned by employees. Feedback is important for tracking progress towards goals. The application of goal setting to overall systems performance is outlined.
The document provides a guide for ethical decision-making in the boardroom. It introduces a framework using four lenses to analyze ethical issues: 1) general influences on the organization, 2) the board's collective culture, 3) interpersonal relationships and reasoning among board members, and 4) the individual director. It then provides a hypothetical scenario involving a retailer considering removing tobacco products from stores and analyzes it through the four lenses to demonstrate how the framework can be applied.
Comparison between qualitative and quantitative researchNurse Dianne
Qualitative methods such as focus groups, interviews, and document reviews are used to understand themes through an inductive process and subjective point of view, providing in-depth information on a few cases. Quantitative methods like surveys, structured interviews, and records reviews use deductive testing of concepts through statistical analysis of numeric data to generalize results across a large number of cases in a more objective manner. Both can be valid and reliable depending on the rigor of the research process and instruments used, but qualitative requires more analysis time while quantitative needs more planning.
This document discusses methodological issues in qualitative research, including sampling, validity, and triangulation. It outlines different sampling techniques used in qualitative research like convenience sampling, judgmental sampling, quota sampling, and snowball sampling. It also discusses evaluating the validity of qualitative research methods and different types of validity. Finally, it covers the concept of triangulation, which involves using multiple data sources or research methods to validate research findings. Triangulation helps reduce biases and allows a more comprehensive understanding of the research topic.
Attribution theory seeks to explain how and why people make causal attributions about behaviors. There are two main types of attributions: personal attributions, which explain behaviors in terms of internal characteristics, and situational attributions, which explain behaviors in terms of external factors. People tend to overestimate personal attributions (the fundamental attribution error) and judge themselves positively (self-serving bias). When making attributions, people consider consistency, distinctiveness, and consensus based on Kelley's covariation principle.
This document discusses attribution theory, which examines how people explain the causes of behaviors. It introduces attribution theory and its two types: personal (internal) attribution, which looks within an individual to explain outcomes, and situational (external) attribution, which looks outside the individual. Some common attribution errors are discussed, including self-serving bias, where people attribute successes to themselves but failures to outside factors, and the fundamental attribution error, where we tend to attribute others' behaviors more to internal causes rather than external ones. The halo effect is described as making broad generalizations about a person based on a single characteristic. In conclusion, the document advocates considering both situational and personal factors rather than making quick judgments.
The document discusses guidelines for developing and using biodata questionnaires for personnel selection. It recommends developing a large pool of biodata items related to behaviors and experiences. Items should be brief, specific, use response options on a continuum, and avoid sensitive personal topics. Biodata items are prescreened by judges and piloted on large samples. Scoring can result in a single or multiple biodata scores using statistical methods. Biodata measures typically show moderate predictive validity for job performance criteria and are more accurate for common factors than single items. Validity may be higher when tailored to a specific organization. Developing biodata requires considering the job analysis and criterion to optimize predictive ability.
The document discusses guidelines for developing and using biodata questionnaires for personnel selection. It recommends developing a large pool of biodata items related to behaviors and experiences. Items should be brief, specific, use response options on a continuum, and avoid sensitive personal topics. Biodata items are prescreened by judges and piloted on large samples. Scoring can result in a single or multiple biodata scores using statistical methods. Biodata measures typically show moderate predictive validity for job performance criteria and are more accurate for common factors than single items. Validity may be higher when tailored to a specific organization. Developing biodata requires considering the job analysis and criterion to optimize prediction.
Social influence can be described as an effort to change another person's behavior or attitudes. It can come from real or imagined social pressure. Six main principles of social influence are scarcity, liking, commitment/consistency, reciprocity, social validation, and authority. Social impact theory focuses on the strength of social influences, which can be positive or negative. Conformity is when people go along with the group to be accepted. Normative influence is conforming to be liked, while informational influence is conforming because others seem more informed. Minority influence can impact the majority through consistency of views over time. Compliance involves changing behaviors through requests, while obedience involves following commands from those in positions of authority.
MBA thesis presentation Nepal open universityRabindra Aryal
MBA thesis presentation NOU full thesis on ( Nepal open university) https://www.academia.edu/72538587/FACTORS_INFLUENCING_THE_USAGE_OF_DIGITAL_MOBILE_WALLET_IN_NEPAL
This document discusses research paradigms and the logic of research. It defines key concepts like paradigm, ontology, epistemology and methodology. It outlines three main research paradigms - positivism, post-positivism, and critical theory - and how they differ in their basic beliefs and positions on practical research issues. The document also examines different logics of inquiry like induction, deduction, retroduction, and abduction; and how researchers can take a combined approach using elements of multiple strategies.
This document discusses and compares quantitative and qualitative research methodologies. It provides information on:
- The basic differences between quantitative and qualitative research, including their analytical objectives, types of questions asked, data collection instruments used, types of data produced, and flexibility.
- Common methodologies used in social science studies, including quantitative and qualitative approaches.
- Details on quantitative research, which aims to test theories, uses standardized instruments and large sample sizes, and takes a deductive approach. Qualitative research aims to build theories, uses small sample sizes and flexible instruments like interviews, and takes an inductive approach.
- The key difference between the two is flexibility - quantitative methods are less flexible while qualitative methods allow greater
This document discusses social systems and organizational culture. It defines a social system as a complex set of interacting human relationships where all parts are interdependent. It examines how social cultures impact organizations and the roles and conflicts that can arise. It also explains that strong organizational cultures tend to outperform peers and discusses measuring and changing organizational culture.
This document provides tips for writing a thesis. It discusses starting the writing process early by choosing a title and outline. The outline should summarize the argument in one sentence for each chapter. Material should be collected in a binder as it is researched. Examiners will want to understand the thesis quickly, so the abstract, conclusions, and contents should clearly convey the purpose and findings. Getting feedback from others helps improve the thesis before examination. Regularly interacting with potential examiners also helps them understand and appreciate the research.
This document outlines a study on event design and the audience experience. It includes sections on the problem definition, research objectives, scope of the study, methodology, results analysis, conclusions, and recommendations. The study explored the motivations of event attendees, how design elements influence experience, and satisfaction levels. It found that intrinsic motivations like socializing were more important than extrinsic ones. Location/access and entertainment most influenced experience. Respondents who rated design elements highly also rated their experience as excellent. The recommendations suggest focusing on community needs and creating social environments to improve satisfaction.
This document discusses motivation in the workplace. It defines motivation and explains that individual traits like self-esteem, intrinsic motivation, and need for achievement can impact an employee's motivation. Several theories of motivation are described, including needs-based theories like Maslow's hierarchy of needs and ERG theory, job-based theories like two-factor theory, cognitive theories focused on decision-making, and behavioral approaches using rewards and feedback. Managers can apply motivational theories to attraction, performance, retention, and commitment. Both tangible and intangible rewards can be used to motivate employees.
This thesis examines how LinkedIn China's sub-brand Chitu cultivates relationships with stakeholders in accordance with Chinese relationship and stakeholder management theories. It analyzes Chitu's relationship building strategies with key stakeholders like employees, users, and industry peers. Chitu focuses on triggering user self-expression and providing professional groups activities. Relationship cultivation is influenced by Chinese cultural concepts like guanxi, which Chitu leverages through reciprocity and trust. The thesis contributes to understanding how public relations theories apply in a Chinese context and offers implications for foreign companies to nurture stakeholder relationships in China.
The document discusses various topics related to intelligence, including definitions of intelligence, theories of intelligence, and factors that influence intelligence. It addresses the work of intelligence researchers like Spearman, Gardner, and Sternberg in proposing models of intelligence involving general and multiple intelligences. The document also examines genetic and environmental influences on intelligence based on twin and adoption studies. It discusses intelligence testing and assessments, noting the contributions of Binet, Terman, and Wechsler. Group differences in intelligence test scores are addressed, considering the roles of environment and genetics.
Self-determination theory (SDT) is a theory of motivation developed by Edward Deci and Richard Ryan that focuses on supporting innate psychological needs for competence, autonomy and relatedness. SDT posits that these basic needs must be satisfied for people to experience optimal motivation and development, and that social and environmental factors can either support or thwart need satisfaction. According to SDT, when these needs are fulfilled people become self-determined to pursue and persist in activities out of interest or intrinsic motivation.
This document discusses criteria and job analysis. It defines criteria as standards used to evaluate objects, people, or events. Job analysis is defined as a formal procedure to define a job's content in terms of tasks and qualifications. The objectives are to clarify selection criteria and processes, list uses of job analysis information, describe how to collect such data, discuss different analysis methods, and explain how evaluation sets salary levels. It also covers criteria classification, deficiency, relevance, and contamination as well as illegal criteria and types of discrimination.
This document provides an overview of qualitative, quantitative, and mixed methods research approaches. It discusses the underlying principles, benefits, and limitations of each approach. Qualitative research is based on phenomenology and seeks to understand individual experiences, while quantitative research uses logical positivism to objectively measure variables and test hypotheses. Mixed methods combines both qualitative and quantitative approaches. The document analyzes how each approach could be applied to research on critical thinking in nursing education.
The document discusses job design and goal setting techniques to motivate employee performance. It describes various job design approaches like job engineering, enrichment, enlargement and rotation. It also explains goal setting theory and guidelines from research, including making goals specific, difficult and owned by employees. Feedback is important for tracking progress towards goals. The application of goal setting to overall systems performance is outlined.
The document provides a guide for ethical decision-making in the boardroom. It introduces a framework using four lenses to analyze ethical issues: 1) general influences on the organization, 2) the board's collective culture, 3) interpersonal relationships and reasoning among board members, and 4) the individual director. It then provides a hypothetical scenario involving a retailer considering removing tobacco products from stores and analyzes it through the four lenses to demonstrate how the framework can be applied.
Comparison between qualitative and quantitative researchNurse Dianne
Qualitative methods such as focus groups, interviews, and document reviews are used to understand themes through an inductive process and subjective point of view, providing in-depth information on a few cases. Quantitative methods like surveys, structured interviews, and records reviews use deductive testing of concepts through statistical analysis of numeric data to generalize results across a large number of cases in a more objective manner. Both can be valid and reliable depending on the rigor of the research process and instruments used, but qualitative requires more analysis time while quantitative needs more planning.
This document discusses methodological issues in qualitative research, including sampling, validity, and triangulation. It outlines different sampling techniques used in qualitative research like convenience sampling, judgmental sampling, quota sampling, and snowball sampling. It also discusses evaluating the validity of qualitative research methods and different types of validity. Finally, it covers the concept of triangulation, which involves using multiple data sources or research methods to validate research findings. Triangulation helps reduce biases and allows a more comprehensive understanding of the research topic.
Attribution theory seeks to explain how and why people make causal attributions about behaviors. There are two main types of attributions: personal attributions, which explain behaviors in terms of internal characteristics, and situational attributions, which explain behaviors in terms of external factors. People tend to overestimate personal attributions (the fundamental attribution error) and judge themselves positively (self-serving bias). When making attributions, people consider consistency, distinctiveness, and consensus based on Kelley's covariation principle.
This document discusses attribution theory, which examines how people explain the causes of behaviors. It introduces attribution theory and its two types: personal (internal) attribution, which looks within an individual to explain outcomes, and situational (external) attribution, which looks outside the individual. Some common attribution errors are discussed, including self-serving bias, where people attribute successes to themselves but failures to outside factors, and the fundamental attribution error, where we tend to attribute others' behaviors more to internal causes rather than external ones. The halo effect is described as making broad generalizations about a person based on a single characteristic. In conclusion, the document advocates considering both situational and personal factors rather than making quick judgments.
The document discusses guidelines for developing and using biodata questionnaires for personnel selection. It recommends developing a large pool of biodata items related to behaviors and experiences. Items should be brief, specific, use response options on a continuum, and avoid sensitive personal topics. Biodata items are prescreened by judges and piloted on large samples. Scoring can result in a single or multiple biodata scores using statistical methods. Biodata measures typically show moderate predictive validity for job performance criteria and are more accurate for common factors than single items. Validity may be higher when tailored to a specific organization. Developing biodata requires considering the job analysis and criterion to optimize predictive ability.
The document discusses guidelines for developing and using biodata questionnaires for personnel selection. It recommends developing a large pool of biodata items related to behaviors and experiences. Items should be brief, specific, use response options on a continuum, and avoid sensitive personal topics. Biodata items are prescreened by judges and piloted on large samples. Scoring can result in a single or multiple biodata scores using statistical methods. Biodata measures typically show moderate predictive validity for job performance criteria and are more accurate for common factors than single items. Validity may be higher when tailored to a specific organization. Developing biodata requires considering the job analysis and criterion to optimize prediction.
This document describes the research design and methodology for a study examining the relationship between factors of emotional intelligence and IT employees. It involved a pilot study with 100 IT employees and a main study with 423 IT employees. A quantitative research approach was used involving validated questionnaires to measure emotional intelligence factors and demographic variables. Statistical analysis methods like exploratory factor analysis, ANOVA, linear regression, and structural equation modeling were used to analyze the data and test hypotheses about the relationships between emotional intelligence factors and differences among demographic groups. The pilot study helped validate the research instruments and informed improvements for the main study.
This document discusses key concepts in qualitative research including its definition, purpose, characteristics, approaches, technical issues, and ethics. The qualitative research process involves six general steps: identifying a topic, reviewing literature, selecting participants, collecting data, analyzing data, and reporting results. Some qualitative approaches described are case study, ethnography, grounded theory, and phenomenology. Ensuring validity, reliability, and addressing ethics are important considerations for qualitative research.
The document summarizes research projects being conducted at the Biometric Standards, Performance, and Assurance Laboratory at Purdue University in Fall 2010. The projects include analyzing the impact of different training methods on biometric data collection, reviewing Indiana Department of Correction mug shots and capture processes, examining the standard compliance of legacy biometric data, mapping biometric modalities to a usability evaluation method, understanding sources of biometric error, and creating a framework to define the concept of habituation in biometric systems. The laboratory was established in 2001 to conduct applied biometric research focusing on testing, education, and engaging both academia and industry.
1. The document discusses some early observations from the Associate Director for Data Science at the National Institutes of Health regarding data at NIH.
2. It notes that NIH does not fully understand how existing data is used, has focused more on why data should be shared rather than how to share it, and lacks plans for long-term sustainability of data.
3. Potential solutions discussed include developing a biomedical commons, modifying the review process, improving education in data science, and expanding the Big Data to Knowledge initiative. The goal is to create a digital research enterprise that better connects all aspects of the research lifecycle.
This document summarizes a case study conducted on the TripAdvisor Local Picks application. The study used a case study methodology to answer "how" and "why" questions about how Local Picks differentiates from traditional restaurant finding apps and similar applications. The case study focused on TripAdvisor's 2012 relaunch of Local Picks. Data was collected from multiple sources and analyzed using various techniques. Findings indicated that Local Picks organizes social communication regardless of geography and fills the gap between online networks and the physical world by encouraging users to exchange restaurant information. The conclusion was that the case study provided insight into methodology selection and general case study steps.
This document discusses collaboration between computer scientists and behavioral medicine researchers. It provides an overview of the distinct but complementary roles of each, with behavioral medicine focusing on theory, research and evaluation of interventions, while computer scientists focus on design, prototyping and usability. The document advocates that collaboration between the two fields can produce better digital interventions by incorporating perspectives from both human-computer interaction and behavioral science.
This document discusses sources for developing nursing research problems and provides an example of using a critical appraisal of literature as a source. It summarizes a research study that found no significant difference in pressure ulcer incidents between turning patients every two hours versus every four hours. However, more research is needed on timing for patients not on pressure-reducing bedding. The document also discusses the process of rapid critical appraisal and evaluating research studies.
The document discusses research design and measurement. It defines key concepts in research design such as the different types of scales used in measurement (nominal, ordinal, interval, ratio), sources of measurement error, and criteria for evaluating measurement tools. It also outlines the different descriptors of research design including the degree of question crystallization, data collection methods, time dimensions, research environment, and purpose of studies.
This document summarizes a presentation on using FAIR principles to build a Cancer Research Data Commons. It discusses three main themes: experiences implementing FAIR, capturing the diversity of cancer science data, and allowing more people to comply with FAIR. It also describes plans to build a Cancer Data Aggregator that would provide unified access to multiple cancer data repositories via an API. Proposals to build this aggregator are due by August 15, 2019.
BUSM 1227 International Business –Marking Rubric for EssayHow .docxRAHUL126667
BUSM 1227 International Business –Marking Rubric for Essay
How does international business achieve its internationalization objectives in the contemporary context?
Not achieved
Basic
Competent
Proficient
Excellent
1) Overview of organization & its MNC status and international objectives in regards to vital company statistics, industrial products and countries in which it operates in.
0
Not achieved
2
Key aspects of the company were missing so that it did not provide for a solid base for analysis and evaluation further on in the report.
3
Very little vital company statistics, its internationalisation objectives, industrial products and countries in which it operates were covered, linked to internationalisation strategies or linked to the target market.
4
A few vital company statistics, its internationalisation objectives, industrial products and countries in which it operates were considered missing or not linked to the internationalisation strategies of the firm or the target market.
5
Vital company statistics, its internationalisation objectives, industrial products and countries in which it operates in were fully covered and linked to the firm’s internationalisation strategies and the target market.
2) Analysis of the internationalization process using internationalisation theories in academic sources and in class.
0
Little or no analysis in this essay
2
The analysis was rudimentary at best. There was no clear connection between the organization’s actions in the international context and the relevant literature.
3
The actions of the organization were described and there was some reference to relevant literature. However the links between the literature and the actions of the organization in the international context were tenuous or were to narrow in angles examined.
4
Key aspects of the literature were applied to the actions of the organization. The literature was effectively used to analyse the key internationalization issues.
5
Evidence of creative insight and originality in terms of comprehension, application and analysis and at least some synthesis of the international context and the actions of the organization in a broad range of aspects.
3) Evaluation:
You were required to evaluate the actions of the organization.
0
Not completed
2
This section was superficial. The lessons learned and/or the insights were only a summary of the analysis. Claims were not supported with evidence
3
While the evaluation of the organization’s actions was completed it was largely descriptive, but had some recommendations for the improvement of the firm’s internationalisation process. It is important to use evidence to support claims. A higher grade would have been achieved if you had used the experiences of the organization to articulate some insights into the international business environment.
4
The evaluation was well done with the actions of the organization critically evaluated and suggested improvements identified. M ...
Running head: CMGT 555 WK 2 DQ 1
1
CMGT 555 WK 2 DQ 1
4
CMGT 555 Wk 2 DQ 1
Student’s Name
Institution
Main Post
What are 2 key attributes to well-written requirements?
There are several key attributes to well-written requirements for a system project. Two core attributes to well-written requirements are clarity and risk. A well-written requirement for a system project should be able to identify risks and threats that may compromise the project at hand. Having a clear and straightforward system project will enable the project team members to have an understanding of everything that is needed for the success of the project (Wiegers, K., & Beatty, 2013).
How do these attributes impact the quality of requirements? How might you assess system requirements based off these attributes?
Clarity will create awareness on what should be done regarding the project thus promoting its effectiveness for success. Identification of risks will also allow you to select the most viable alternative for preventing threats that may compromise the entire project. Through this, the project team will know the needs required for the project. I will analyze all the possible risks that are likely to affect the project and whether we as a team are ready to counter any threats that might arise.
Response to Peer 1
Hello, thank you for your significant contribution of the key attributes to well-written assignments and their impacts on the quality of requirements. I have read through your post and not only have I found it resourceful but it also captivating. Reading through the post has completely changed my perception, and this has made me understand the significance of ensuring well-written requirements. It is true that to ensure well-written requirements, some of the considerations have to be ensured. I conquer with you on the first attribute of clarity. A well-written requirement should be free from unnecessary information to ensure accuracy and validity. I think clarity also promotes soundness and makes the requirements easily understandable.
Another important quality that should be considered is feasibility. That is to say that, your requirement should be achievable within the available resources and budget. Clarity and Feasibility will enable the project team members and various stakeholders to understand what exactly is needed regarding a given project. It will also allow the project team to know the requirements for a particular project regardless of the situation.
Response to Peer 2
Hello, such a fantastic post made by you on the qualities t to well-written assignments. Requirement qualities are vital in ensuring that the person understands the information needed for a project to be undertaken. It is true that a key quality to a requirement that is well written is the one that makes good use of its resources. I conquer with you that risk is also another vital attribute to well-written requirements as this identifies what is at stake in case requirement.
· Locate six articles on a research topic of your interest—two qua.docxoswald1horne84988
· Locate six articles on a research topic of your interest—two quantitative research articles, two qualitative research articles, and two mixed methods research articles—published in peer-reviewed journals.
· Prepare an annotated bibliography that includes the following:
· A one-paragraph introduction that provides context for why you selected the research articles you did.
· A reference list entry in APA Style for each of the six articles that follows proper formatting. Follow each reference list entry with a three-paragraph annotation that includes:
· A summary
· An analysis
· An application as illustrated in this example
· A one-paragraph conclusion that presents a synthesis of the six articles.
· Format your annotated bibliography in Times New Roman, 12-point font, double-spaced. A separate References list page is not needed for this assignment.
Running Head: Literature Review
1
Literature Review
2
4-2 Final Project One: Literature Review
Kevin Menard
Southern New Hampshire University
4-2 Final Project One: Literature Review
I. Describe the community need in your local community or a community of your choice, and explain why you chose this issue.
The need or issue that we are going to address in this assignment is the foster care system in the United States. We say that the future of a great nation lies in the hands of our children because they are the individuals who will lead our future generations. The welfare of children in a country is therefore very important. There are so many children in the United States that need to be adopted, and there are about 800,000 children every year that go through the foster care system in the country. The main intention of the foster care system in the United States is to ensure that children are provided with a safe and comfortable environment to grow up. However, over the years this system has failed repeatedly in delivering this objective. This is because there are so many children put in foster care who undergo harsh living conditions due to abuse, neglect, and lack of stability as they are switched from one home to another. Statistics show that more than 60,000 children in foster care go through neglect and abuse every year (Mitchell, 2016). For children welfare to be improved, we need to address this issue, and this is the reason why I picked this issue.
II. Assess the primary and secondary sources for their credibility, justifying how the sources are or are not credible. How do you know the sources are credible? How do you know the sources are not credible?
The research on this issue will be based both on primary and secondary sources. The primary sources to be used in this research are foster parents, children, and the institutions that place children into foster homes. The secondary sources to be used will include the National Institute of Health research on the topic and Children Bureau research.
One can know if a source is credible or not depending on whether or .
This document discusses the formulation of a research problem and development of research hypotheses. It defines a research problem as a gap in existing knowledge that hinders effective decision making. The process of identifying a research problem involves discussing the issue with experts, reviewing literature, analyzing the organization, and qualitative analysis. This leads to identifying a specific management research problem to address. Research objectives and hypotheses are then formulated. Hypotheses make assumptions about expected relationships between variables and should be stated in a simple, measurable, and testable way.
SMART Learner FormPSL Scientific Merit Action Research Te.docxrosemariebrayshaw
SMART: Learner Form
PSL Scientific Merit Action Research Template (SMART) Form (Research Plan)Scientific Merit Process
Learners who are doing action research for their dissertation will use this form to go through the process of scientific merit review. The goals of this process are: (1) to facilitate the planning of the details of your action research project, (2) to ensure that the proposed project has rigor and allows for scientific merit review, and (3) to facilitate your progress through the dissertation. This is not an addition to your dissertation but a step to assist you in obtaining mentor, committee, school, and IRB approval more efficiently. You must obtain mentor, committee, and school approval of your research plan before submitting your IRB application.Scientific Merit Criteria The following criteria will be used to establish scientific merit. The purpose of the review will determine if the proposed project: 1. Contributes to society by improving a practice.2. Documents need for change by utilizing evidence-based needs assessment.3. Meets certain “hallmarks” of a good action research project including:· Action research design:· Practical.· Participatory.· Defined action plan.Scientific Merit ApprovalYour completed SMART form will be approved, not approved, or deferred for major or minor revisions. Your committee will use a checklist to determine if the study meets the criteria for scientific merit and the committee will provide specific feedback designed to identify any issues related to the scientific merit that must be resolved. You will have up to three opportunities to submit this form for committee approval.
Obtaining scientific merit approval does not guarantee you will obtain IRB approval. The IRB review will focus on ethical issues. A detailed ethical review will be conducted during the process of IRB approval.Recommendations for How to Use This FormThe SMART form is intended to help you and your mentor plan the design and details of your dissertation. Once your mentor approves your SMART form, your entire committee will review the form for scientific merit. After the entire committee approves your SMART form, it will be submitted for school approval. It is recommended that you use this form in a step-by-step way to help plan your design. Expect that you will go through a few revisions before your mentor and committee approve this form.
Tips for filling out the SMART form:
· Prepare your answers in a separate Word document for ease of editing and revision.
· Copy and paste items into the right-hand fields when they are ready.
· Retain the descriptions in the left column.
· Keep the form unlocked for ongoing editing and revision.
· Leave no blank spaces in the form. If an item does not apply to your study, type “NA” in its field.
· Read the item descriptions carefully. Items request very specific information. Be sure you understand what is asked (Good practice for your IRB application!).
· Use primary sources to the .
FOCUSING YOUR RESEARCH EFFORTS Planning Your Research ShainaBoling829
FOCUSING YOUR RESEARCH
EFFORTS
Planning Your Research Project Chapter Four
What is the Research Design?
The research design is the general strategy that
provides the overall structures for the procedures
used in the research project. It is the planning
guide.
The Basic Format of the Research
Design
The question
The question converted to a research problem
A temporary hypothesis
Literature search
Data collection
Organization of the data
Analysis of the data
Interpretation of the data
The data either support or do not support the
hypothesis
Planning vs. Methodology
The general approach
to planning research is
similar across all
disciplines
The strategies used to
collect and analyze
data may be specific
to a particular
academic discipline
Research Planning Research Methodology
General Criteria for a Research Project
Universality (can be carried out by any competent
researcher)
Replication
Control (important for replication)
Measurement
The Nature and Role of Data
Data (plural) ‘data are’
Data ARE NOT absolute reality
Data are transient and ever changing
Primary Data are closest to truth
No researcher can glimpse ABSOLUTE TRUTH
Criteria for the Admissibility of Data
Any research effort should be replicable
Restrictions we identify are the criteria for the
admissibility of data
Standardize the data
Planning for Data Collection
What data are needed?
Where is the data located?
How will data be obtained?
How will data be interpreted?
Defining Measurement
Measurement is limiting the data of any
phenomenon – substantial or insubstantial – so that
those data may be interpreted and ultimately
compared to a particular qualitative or quantitative
standard
Measurement is ultimately a comparison: a think or
concept measured against a point of limitation
Types of Measurement Scales
Nominal Scales
Ordinal Scales
Interval Scales
Ratio Scales
Nominal Scales
A nominal scale limits the data
Nominal measurement is simplistic, but it does divide
data into discrete categories that can be compared
to one another.
Only a few statistical procedures are appropriate
for analyzing nominal data (a) mode, (b)
percentage, and (c) chi-square test
Ordinal Scales
Ordinal scales allow us to rank-order data
In addition to using statistics we can use with
nominal data, we can also use statistical procedures
to determine (a) the median, (b) the percentile rank,
and (c) Spearman’s rank order correlation
Interval Scales
An interval scale is characterized by two features:
(a) it has equal units of measurement, and (b) its
zero point has been established arbitrarily
Interval scales allow statistical analyses that are not
possible with nominal and ordinal data
Because an interval scale reflects equal distances ...
Similar to The use of biodata for employee selection: Past research and future implications (20)
FOCUSING YOUR RESEARCH EFFORTS Planning Your Research
The use of biodata for employee selection: Past research and future implications
1. The Use of Biodata for Employee Selection
Past research and future directions
Objectives:
1. Provide a selective but representative review of the research
that has been conducted on the use of biodata for employee
selection
2. To constructively critique this research to highlight
deficiencies that may limit the conclusions that should be
drawn
3. To stimulate important future research on biodata that avoids
the limitations of past research
2. Biodata
Article Overview
1. Biodata Research: A 2. Past Biodata Research: 4. Biodata: Future research
selective review of the Three potential concerns directions
research 2.1 The Heavy Reliance of Past 4.1 What is biodata?
1.1. A Study by Goldsmith (1922) Studies on a Concurrent 4.2 Do results for concurrent
1.2. Defining and operationalizing Validity Design validity studies generalize to a
biodata: Differences in definitions 2.2 The Type of Biodata Scale selection context?
and the types of items used Used 4.3 Increased research with an
1.3. Methods of gathering biodata 2.3 The Lack of Information item-focus
1.4. Strategies used for developing Provided on Biodata Items
biodata scales 4.4 Greater focus on the use of
1.5. The Reliability of Biodata
technology
Scales 3. What is biodata? And why 4.5 Ways to increase the
1.6 The Validity of Biodata Scales accuracy of biodata information
does it predict employee
1.7 Adverse Impact behavior? 4.6 The value of a biodata
1.8 Applicant Reactions to Biodata clearinghouse
3.1 What is biodata? Rethinking the use of a
1.9 Incremental Validity
1.10. The Accuracy of Biodata 3.2 Why Does Biodata factorial biodata development
1.11. Computing a Biodata Scale Predict Employee Behavior? strategy
Score: Unit Weighting versus 5. Concluding Remarks
differential weighting
1.12. The Generalizability of
Biodata Scales
3. 1.2. Defining and Operationalizing Biodata
Differences in definitions and the types of items used
Factual information about life and work experiences, as well
as items involving opinions, values, beliefs, and attitudes that
reflect a historical perspective.
Narrowly defined
Behaviors and events that occurred earlier in life
How many jobs have you had in the past 5 years?
How long have you been in your previous job?
Broadly Defined
Temperament, assessment of working
conditions, values, preferences, skills, aptitudes, and abilities.
I like doing things with other people.
My teachers regarded me as a sociable boy/girl.
4. 1.2. Defining and Operationalizing Biodata
Differences in definitions and the types of items used
Mael’s (1991) definition:
Does include items pertaining to historical events that may have
shaped the person's behavior and identity
Does not include items that address such variables as behavioral
intentions, self-descriptions of personality traits, personal
interests, and ability
Advantages of Mael’s historical nature definition of biodata:
Accuracy in reporting of discrete verifiable events
More favorable view of questions that applicant views as job related
and reflect experience under applicants control
5. Biodata
Introduction
“One of the best selection devices for predicting
turnover”
Organizations rarely use biodata (<17%)
Less than one page devoted to biodata in Evers, Anderson, and
Voskuijl's Handbook of Personnel Selection (2005)
A PsychINFO database search in 2008 for the term 'biodata'
turned up one article
*Survey of 255 HR professionals ranked biodata as lacking in terms of
validity, practicality, and legality
6. 1.1. A Study by Goldsmith (1922)
Examined the ability of 9 “personal history” items to predict
the first-year sales of insurance agents
Marital status
Education
Belonging to clubs
Found that using a person‟s biodata score would improve hiring decisions made
58 of the 259 individuals receiving a score of 4 or above were considered successful (22%)
11 of the 243 individuals receiving a score less than 4 were considered successful (4%)
Then and Now:
Used few biodata items
A number of items used would not be used today (age)
Did not report data on the relationship of a given item and sales
Provided an explanation for using each item
7. 1.3. Methods of Gathering Biodata
Web-based
Telephone
Paper-and-pencil
Study by Ployhart, Weekley, Holtz, and Kemp (2003) compared scores
from paper-and-pencil measure to those obtained from a web-based
version of the measure
o Web based group had lower mean score (may suggest less faking)
o Lower scores in terms of skew and kurtosis
Mumford (1999) suggested there may be benefits from using a
greater variety of data gathering methods.
8. 1.4. Strategies Used for Developing Biodata
Scales
Researchers use a combination of strategies:
1. Empirical
“Dust-bowl empiricism”
2. Behavioral Consistency
“Best predictor of future behavior is past behavior”
3. Rational/Deductive
Job Analysis/Theories
4. Factorial
Attempting to explain „why‟ there is a correlation
5. Subgrouping
Different groups use different constructs when answering
9. Scale Development
1. The Empirical Approach
“Dust Bowl Empiricism”
No theory is involved
behind the study. Solely
refers to instances arising
from entirely inductive
processes. We just want
to know which items are
significantly correlated to
form the scale.
Large pool of items are
used, those that are
predictive are chosen for
use in the scale Example: Finding a high correlation between two
Ideally a cross-validation variables, job turnover and amount of jobs held in
study would be past five years, and including „amount of jobs held
conducted in past five years‟ as part of your biodata scale.
10. Scale Development
2. Behavioral Consistency Approach
Past behavior predicts future behavior
Selects items that are consistent with the criterion of
interest
Causal variables are usually not investigated
Example: When interested in predicting turnover
ask, “how long have you been at your most recent job?”
Stable work ethic?
11. Scale Development
3. Rational/Deductive Approach
Conduct a job analysis to determine KSAs relevant for the
criterion of interest or
Use recent research/theories in development of questions
Criterion of interest = voluntary turnover
Knowledge of the job (realistic expectations) reduces
voluntary turnover
Example: “Do you know someone who works for the
organization?”
12. Scale Development
4. Factorial Approach
Principal Axis Factor Analysis/ Principal
Components Analysis
Explain why biodata scales predict the criterion of
interest
Extracts underlying 'factors' that cause the statistical relationship to exist
Empirical example: Job turnover and amount of jobs held in past five
years?
Age
Behavioral Consistency example: turnover and amount of time at most
recent job?
Work ethic
Rational/Deductive example: Knowing someone working for the
organization and voluntary turnover?
Realistic expectations
13. Scale Development
5. Subgrouping
Different groups may have different patterns of
constructs that underlie their responses to
biodata items
Types of biodata items that best predicted military
suitability for high school graduates differed from
those that predicted suitability for non-graduates
14. 1.5. The Reliability of Biodata
Scales
One construct
e.g. past experience interacting with people
Coefficient alpha appropriate
Estimates range from .50-.80
A variety of constructs
e.g. marital status, age, schooling completed, and
number of jobs held in the past 5 years
Coefficient alpha not appropriate
Test-Retest reliability may be appropriate
Estimates range from .60-.90
15. 1.6 The Validity of Biodata
Scales
Criterion-related Validity
Research shows that biodata is a good predictor of:
Job performance
Voluntary turnover
1.9 Incremental Validity
Mount, M. K., Witt, L. A., & Barrick, M. R. (2000)
Biodata added unique variance in predicting supervisory ratings of
performance beyond that accounted for by tenure, general mental ability, and
the Big Five personality traits
Allworth and Hesketh (2000)
Biodata scale accounted for unique variance in performance ratings when
added after a cognitive ability test
16. 1.7 Adverse Impact
Causes for concern occur when biodata items are
used regarding:
Educational level
Cognitive ability (GPA)
Use careful item screening
Compared to other selection devices, biodata has modest
adverse impact
17. 1.8 Applicant Reactions to Biodata
Poor face validity
Applicants are likely to react negatively to items that are perceived as
lacking job relatedness, fakable, and overly personal in nature
Studies usually do not involve applicants
Students or current employees
18. Biodata
Sample FBI Inventory
This inventory contains 40 questions about yourself.You are to read each question and
select the answer that best describes you from the choices provided. Answer the
questions honestly; doing otherwise will negatively affect your score.
1. How did you typically prepare for final 3. To what extent have you enjoyed being
exams in college? given a surprise party?
A. Studied a few hours every day across several weeks A. Not at all
B. Studied many hours over a few days B. To a slight extent
C. Studied the entire night before each exam C. To a moderate extent
D. Did not study D. To a great extent
E. I have never been given a surprise party
2. How often are your library books 4. In the past year, how many times have
overdue? you thrown something when you were
A. Always angry?
B. Often A. 0 times
C. Rarely B. 1 - 2 times
D. Never C. 3 - 4 times
E. I never take books out of the library D. 5 - 6 times
E. 7 or more
19. 1.10. The Accuracy of Biodata
Students
Fairly Accurate
External verification from parents supports the self-reported student
data
Applicants
Accuracy was mixed when studies were conducted in a
selection context
Faking 'good' answers
20. 1.11. Computing a Biodata Scale Score
Unit Weighting versus differential weighting
1. Correlational (Unit) Method
Compute a simple correlation between an item and the
criterion, then use this value to weight the item
More highly correlated items receive higher weights
2. Differential Regression Method
Select all biodata items that are significantly correlated to
the criterion and unit weight them.
Differential regression method is most beneficial when the
correlations among the items are low, there are relatively few
items, and there is a large sample
Both methods tend to provide comparable results.
21. 1.12. The Generalizability of Biodata Scales
Will a biodata scale developed in one organization be
valid if applied in another organization?
In the U.S., research shows that biodata scales have
predicted:
Brown (1981)
Sales volume for insurance agents across 12 companies
Rothstein, Schmidt, Erwin, Owens, and Sparks (1990)
Performance of supervisors across organizations
Carlson, Scullen, Schmidt, Rothstein, and Erwin (1999)
Rate of promotions across 24 organizations
22. 1.12. The Generalizability of Biodata Scales
(International)
Laurent (1970)
Valid scale for managers in the US was also valid in
predicting management success in Denmark, Norway, and
the Netherlands
Dalessio, Crosby, and McManus (1996)
Scale used to select insurance agents in the US used with
equal effectiveness in the United Kingdom and Ireland
23. 1.12. The Generalizability of Biodata Scales
Overtime
Brown (1978)
Scale developed in 1933 for selecting insurance agents predicted
survival and performance of agents in 1969-1971
Rothstein, H. R., Schmidt, F. L., Erwin, F. W., Owens, W.
A., & Sparks, C. P. (1990)
Validity coefficients of studies done in 1974 and 1985 were similar
Carlson, K. D., Scullen, S. E., Schmidt, F. L., Rothsteing, H., &
Erwin, F. (1999)
Scoring key for the Manager Profile Record yielded valid scores up
to 11 years after the key was developed
*Stability likely due to researchers using items that were
generic/attributes of the jobs tapped by the biodata items have not
changed greatly
24. 2.Past Biodata Research
Three potential concerns
2.1 Heavy reliance on concurrent validity designs
2.2 Type of biodata scale used
2.3 Lack of information provided on biodata items
25. 2.1. The Heavy Reliance of Past Studies on a
Concurrent Validity Design
Are results taken from current employees comparable to job applicants?
Stokes, Hogan, and Snell (1993) Harold, McFarland, & Weekley (2006)
Studied sample of incumbents working in a 425 call center employees and 410
sales position and applicants who had applied applicants respond to 20 biodata item
for the position Validity coefficients higher for job incumbents
o Developed two scales to predict (.27) than job applicants (.18)
turnover (i.e. job applicant scale and job
incumbent scale)
o Validities of scale were similar
• Job Incumbent .22
• Job Applicant .23
Switched the scales, i.e. gave job applicant the
job incumbent scale
● Validity Coefficient = .08
● Biodata scales developed for each group had
no items in common
26. 2.2 The Type of Biodata Scale Used
Generic vs. Situation-specific Scales
Developing situation-specific biodata scales may
result in higher validity than a more generic scale
o Situation-specific validity coefficient = .33
o General validity coefficient = .22
Expensive to develop
• Writing items
• Pilot testing
*Generic scale is better than no scale
27. 2.3 The Lack of Information Provided on
Biodata Items
Researchers often do NOT report the actual items they
used due to:
Lengthy biodata measures, < 100 items, journal space issue
Used biodata items sold by vendors who do not allow publication of their
items
Therefore, most studies have not reported:
1. Correlation between each biodata item and the criterion used in the study
2. How each item was weighted in creating the scale
3. Whether an item provided unique variance in predicting a criterion variable
4. Whether an item had adverse impact
5. Correlations among biodata items
28. 2.3 The Lack of Information Provided on
Biodata Items
Imagine you are developing a new biodata scale.
How would this omitted information be
beneficial?
Valid predictors in past studies
Adverse impact
Non-significant findings
Allow selection of biodata items that are of
maximum value while limiting the number of
items that are used
29. 3. What is Biodata? And Why Does It
Predict Employee Behavior?
3.1 What is Biodata?
3.2 Why does it predict employee behavior?
30. 3.1 What is Biodata?
Article‟s Position: Biodata consists of applicant‟s past
behavior and experiences
Past behaviors and experiences can reflect events that occurred in a work context (quit a
job without giving notice), an educational setting (graduated from college), a family
environment (traveled considerably growing up), community activities (led a cub scout
troop), or other domains (active in local politics)
Does not mean that past experiences are unrelated to such variables as
interests, personality, values, knowledge, and skills
Schmidt et al. (1999)
It is likely that an individual who possesses certain interests, personality
traits, values, and/or KSAs will be more likely to seek out certain situations that are
captured by historical biodata
In summary: Many of the variables (personality traits) that have commonly been
confounded with biodata are actually antecedents of consequences of the personal
experiences that biodata taps
31. 3.2 Why Does Biodata Predict Employee
Behavior?
Most studies focus on criterion-related validity and few models offer
an explanation to „why‟
Mumford, Owens, and Stokes (1987, 1990) developed the
(Interactive) Ecological Model to help determine the “why”
32. 3.2 Why Does Biodata Predict Employee
Behavior?
Person's life begins with certain environmental and
hereditary resources...
• A nurturing mother
• excellent eyesight
...and certain limitations...
• Substandard nutrition
• Poor coordination
...which determine individual differences early in life.
• High cognitive ability
• Poor health
• Self-confidence
Given these individual differences, an individual attempts
to maximize adaptation to the environment.
33. 3.2 Why Does Biodata Predict Employee
Behavior?
• The ecological model presumes that an individual makes
decisions about what situations to enter..
• What college to attend
• Whether to accept a job offer
…based upon the perceived value of the outcomes
• Social status
• Financial rewards
• Intrinsic satisfaction
…that are likely to be derived from the situations.
• Interactive: An individuals choice at a given point in time about what situation to enter
affects his subsequent development, which influences his future choices of situations, which
affect future development, etc. Thus, over time, an individual may develop new skills, satisfy
existing needs, increase academic goals, or decrease his work ethic.
34. Environmental Experience at Time 2
Non-choice/Uncontrollable events:
e.g. unemployment, health problems
Environmental Experience at Time 2
Time 1 Time 2 Time 3
An individual possesses several The experience of the new The individual is now
attributes, based on these attributes environment will lead to changes different on one or
the model suggests the individual will in the person’s attributes. more attributes than at
. actively choose to enter a new Time 1.
situation/environment that is
perceived to aid in development.
35. 3.2 Why Does Biodata Predict Employee
Behavior?
By limiting the definition of biodata to past behaviors and
experiences, the data collection is on events reflected in the boxes
labeled 'Environmental Experience at Time 2'.
Did you graduate from college?
How long were you at your most recent job?
What percentage of you college expenses have you paid?
This model explains how defining biodata by past behavior and experiences does NOT
mean a biodata score is unrelated to such variables as
conscientiousness, ability, interests, knowledge, etc. Rather, it shows how such variables
are likely antecedents and/or consequences of an individual's behaviors and experiences.
Better way to get information that could be faked
Asking how long someone was in a prior position in sales helps gauge the persons
dependability, knowledge of a sales position (realistic job
expectations), communication skills, etc. without asking 'Are you a dependable
person'
36. 4. Biodata: Future Research Directions
4.1 What is biodata?
Doubtful that rigorously designed empirical biodata studies will result in a consensus, more likely
that cogent arguments by experts will need to persuade the research community
4.2 Do results for concurrent validity studies generalize to
a selection context?
Increase predictive validity research designs
Concurrent validity coefficients may overestimate coefficients for applicants
4.3 Increased research with an item-focus
Increase attention to item-level issues
Work vs. education, amount vs. time
4.4 Greater focus on the use of technology
Individual differences different questions different scoring keys?
37. 4. Biodata: Future Research Directions
4.5 Ways to increase the accuracy of biodata information
Elaboration lowers scores (decrease faking), but does this increase validity?
4.6 The value of a biodata clearinghouse
Easier scale development but risk of compromising „answers‟
4.7 Rethinking the use of a factorial biodata development
strategy
Varimax rotation-constructs found may be correlated (explain little
variance)
PCA-large number of biodata items used warrants large sample size
May result if valid biodata items being dropped from final scale
Confirmatory Factor Analysis may be more appropriate
38. 5. Concluding Remarks
Concerns are unfounded or only true for certain biodata scales
Validity
Research has shown biodata to be an excellent predictor
Legality
Adverse impact and a lack of face validity may be minimized by careful selection
of items
Practicality
Biodata scales do not need to involve a large number of items
Barrick and Zimmerman (2005) and O‟Connell et al. (2002) used < 10 items
To further use of biodata and research 3 issues need to be addressed
1. Agreement on what biodata is
2. Greater reliance on predictive validity designs
3. Greater attention given to the specific biodata items used in studies
Editor's Notes
Given the substantial evidence documenting its value as a predictor, when many HR managers in the US, europe, and australia were surveyed concerning their organizations use of biodata,
Distributional properties of the scores on the Web-based measure were more desirable than the scores on the paper-and-pencil measure
Until a general agreement can be reached concerning how broadly or narrowly biodata should be defined, advances in research will be limited.Unlikely that rigorously designed empirical biodata studies will result in a consensus, rather, it is more likely that cogent arguments offered by experts on the topic will be needed to persuade the research community.Validity coefficients from studies that used current employees may overestimate the validity coefficients for job applicants.Stokes et al. - different items may be predictive for current employees and job applicantsQuiones, Ford, and Teachout 1995- the number of times a person has completed a task (r = .36) may be more important than how long a person has been on the job ( r = . 22)Schmidt et al. 2005- Although requiring elaboration showed to lower biodata scores, data are lacking with regard to whether such elaboration increases validity.Use of computer technology allows for customizing the items administered to the job applicant based on certain characteristics (age –have you ever held a full time position-answer may differ depending on the age of the applicant-, different background may mean diferent scoring key needed, computers allow adaptation)Mael 1991 called for a 'clearinghouse for documentation of objective biodata items, complete with previous results and optimal scoring keys'.-drawback is possible compromising of the scale)Correlation between a biodata item and the criterion not often reportedHow can we make a good scale if the previous research does not allow us to use the best possible predictors?Varimax rotation is questionable- It is likely that the constructs underlying the biodata items are correlated. This may explain why many factor analytically-derived solutions are hard to interpret and/or account for little variance in the biodata items used.The biodata scales used involve a large number of items, frequently researchers lack the sample size needed to justify the use of pca OR pfa.Assuming some thought has been given to the selection of biodata items (what underlying variables they tap) confirmatory factor analysis likely represents a more appropriate analytic technique.The use of a factorial strategy can result in valid biodata items being dropped from the final biodata scale.