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Dr Stefan Mol, Dr Gábor Kismihók and, an EDUWORKS fellow, Sofija Pajic presented the work on job knowledge based personnel selection on the 28th International Congress of Applied Psychology (ICAP). The congress held in Paris from 8th until 13th of July, has gathered 4,500 participants from over 100 countries. The Center of Job Knowledge Research team presented their work within the session on innovative approaches in personnel selection.
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Job knowledge based personnel selectionStefan T. Mol, Gábor Kismihók , Sofija Pajic
Amsterdam Business School, UNIVERSITY OF AMSTERDAM, Amsterdam, Netherlands
a) The most conscientious colleague;
b) The most interested colleague;
c) The smartest one;
d) The most knowledgeable one;
Imagine…
Who would you hire?
Conceptual Framework
(Ones, Viswesvaran, & Dilchert, 2005; Schmidt & Hunter, 1998; Schmidt & Hunter, 2000)
General Mental Ability (GMA)
Job Performance?
GMA JOB KNOWLEDGE JOB PERFORMANCE
Conceptual Framework
Job knowledge is an important predictor of job performance, both in civilian and military jobs
e.g. .80 for civilian and .63 for military jobs. (Schmidt & Hunter, 2004)
The effect of general mental ability on job performance proved to be considerably stronger if job knowledge
is included in the model
e.g. .45 for civilian and .38 vs .31 for civilian and .15 for military jobs. (Schmidt & Hunter, 2004)
…facts, concepts, principles and other types of information (Dye, Reck & McDaniel, 1993) that have been recognized as crucial in order to perform successfully in a particular job (Schmidt, Hunter & Outerbridge, 1986; Hunter, 1986).“
”Explicit Declarative
Job Knowledge
Job Knowledge
CriterionRelatedValidity
…people who are more intelligent learn more job knowledge and learn it faster, the major determinant of job performance is not GMA but job knowledge” (Schmidt and Hunter, 2001).
GMA JOB KNOWLEDGE JOB PERFORMANCE
“”
Job Knowledge
Validity is nearly twice as high for job specific tests than for of the-shelf tests. In fact, the levels for locally developed tests appear to rival those of general ability tests.(Dye, Reck & McDaniel, 1993,p. 156).
ρ=.62, k =59, N=3965
CriterionRelatedValidity
GMA JOB KNOWLEDGE JOB PERFORMANCE
“”
“Content-related evidence of validity has traditionally involved … rational examination of the manner in which the performance domain is sampled by the predictor” (Binning & Barrett, 1989, p. 482).
CriterionRelatedValidity
ContentRelatedValidity
Job Knowledge
According to the APA publication manual which statistics do you need to report in a regression analysis table?
CriterionRelatedValidity
ContentRelatedValidity
Job Knowledge
Job Knowledge:
GMA: How smart do you need to be to publish an article?
Job Knowledge“construct validation and theory development imply the same basic process….” “If it can be shown that a test measures a specific construct … that has been determined to be critical for job performance…, then inferences about job performance from test scores are by logical implication justified” (Binning and Barrett, 1989, p.487, p. 480
CriterionRelatedValidity
ContentRelatedValidity
ConstructRelatedValidity
CriterionRelatedValidity
ContentRelatedValidity
ConstructRelatedValidity
Job Performance Specificity
1 2 43 65 87 9
Substantiation
Job Knowledge Specificity
124 36 58 79
Job Knowledge
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The Center of Job Knowledge Research is a multidisciplinary think-tank and research incubator that aims to engage stakeholders from
academia, industry, and government to elucidate how job knowledge may be used to facilitate individual, organization, and nation level
person-education-workplace matching processes.
jobknowledge.eu
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Because job knowledge…
Is among the most important yet least understood individual level drivers of the knowledge economyIs imperative to successfully match people to jobs but largely neglected in personnel selection researchIs an ultimate outcome against which both education and training must be evaluatedIs a means to ensure public spending on education enhances graduates’ opportunities, fit, and accomplishment on the labor market
Why?
A personnel selection and training platform that takes an individualized approach to the assessment and development of job knowledge of ICT Systems analystswww.ontohr.eu
Transfer of innovation: Development of job knowledge test and training platform for nurseswww.med-assess.eu
OntoTech
Extending portfolio of ICT Job Knowledge Tests for purposes of curriculum diagnostics and development
UvAInform
Learning analytics is “the measurement, collection, analysis, and reporting of data about learners and their contexts, for purposes of understanding and optimizing learning and the environments in which it occurs” (SOLAR 2012).
Internal UvA project aimed at the pan-university development of an educational data informed goal setting interface.
• GITP• Randstad Holding• ECORYS• Aristotle University of Thessaloniki (AUT)• Central European Labour Studies Institute (CELSI)• Corvinus University of Budapest (CUB)• Ericsson• European Distance and E-Learning Network (EDEN)• European Foundation for the Improvement of Living and Working Conditions (EUROFOUND)• Labour Asociados• Netpositive• University of Alicante (UAL)• Wageindicator
• Focus on idiosyncratic job knowledge requirements• Requires use of inductive, interpretive research methods or BIG data
• Implications for status and acceptance of such research within the personnel psychology community
Development of Job Knowledge Tests: Implications
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Thank you for your attention!