Road safety performance rating through PSI-PRIDIT: A planning tool for designing policies and identifying best practices for EAS countries

Road traffic injuries are a leading cause of socio-economic loss in East Asia Summit (EAS) countries. A regular performance rating to monitor progress and calibrate interventions is crucial for road safety improvement, helping to save human lives and reducing economic losses. To this end, we propose a new and easy-to-adapt multi-criteria decision-making method for systematically rating the road safety performance of the EAS countries, the preference selection index with principal component analysis of RIDIT scores (PSI-PRIDIT) (scores of a distribution relative to an identified distribution integral transformation). Using the results from other classical methods as a reference, we rank the EAS countries robustly and place them into three groups over the last decade (2009–2019), based on the composite road safety development index. Our findings should be useful for EAS countries to detect underlying problems and identify best practices, as well as provide government officials, policymakers, and practitioners with meaningful guidelines on the adoption of successful road safety measures. Overall, the proposed rating framework should help to strengthen the institutional capacity for road safety management and addresses road safety issues.     

The need for documenting validation transactions: a qualitative component of the testing validation process

Validation is an argument for the interpretation of test scores. It is often the case that the validators do not formally consider how the various interactions that take place during the process of test item development, for example with the subject-matter experts (SMEs), may be influencing the results obtained. . . Every effort should be undertaken to more fully understand the impact the validator has on the validation process through the documentation of qualitative evidence regarding how the transactions between and among the validators and SMEs influence the data collection effort upon which interpretations of test scores are made.     

Funder's meaning making regarding complex,adaptive projects: Findings from a developmentally oriented feasibility study

Environmental non‐profit organizations need to raise billions of dollars in the coming years to support climate change initiatives. Many of these initiatives are complex in nature and markedly different from traditional environmental projects such as land conservation. These interventions are dependent on sufficient funding, and sufficient funding is dependent upon whether donors understand the problem and the intervention. Understanding the nature of complex problems is related to what developmental theorists call an individual's developmental level. Using a qualitative case study methodology, we conducted interviews with donors from one chapter of a large environmental organization, The Nature Conservancy, to (a) determine how high‐level donors react to capital campaign materials presenting systems‐oriented interventions and (b) test the utility of a developmentally informed feasibility study interview. The findings indicate that a developmental approach to feasibility study interviews is useful. Donors expressed interest about the idea of systemic change but are unclear as to how to measure the success of complex, adaptive initiatives. The developmentally informed interview process deepened the conversations between donors and staff and to provide what many interviewees described as a rare and much‐needed opportunity for reflection. Although the results from a single case study are not generalizable, the study nevertheless makes a theoretical contribution and has practical implications for fundraisers of organizations addressing climate change and, potentially, other complex issues.     

Perceived fairness of personality tests and the impact of explanations for their use

Utilizing a sample of 138 printing firm employees, this field experiment tested two hypotheses regarding the perceived fairness of using personality tests in employment contexts. The results largely supported Hypothesis 1, which proposed that a selection procedure utilizing both an employment interview and a personality test would receive significantly lower fairness ratings than an interview-only selection procedure. In contrast, the results provided only partial support for Hypothesis 2, which proposed that negative fairness perceptions of personality tests can be reduced via the use of explanations for the use of such tests. In total, these findings suggest that it may be difficult to overcome negative perceptions toward the use of personality tests in employment contexts.     

A Meta‐analytic Integration and Test of Psychological Climate Dimensionality

There is no consensus as to what constructs should be considered to be psychological climate. Further, there is no clear taxonomy of psychological climate, although the climate literature suggests that psychological climate perceptions should form higher‐order (i.e., abstract, broad) dimensions. Two meta‐analyses have been conducted to evaluate higher‐order frameworks, but neither study tested the psychometric structure of their hypothesized models. The current meta‐analysis estimated the intercorrelations and criterion‐related validity of 23 psychological climate constructs in order to test the theoretical frameworks proposed by prior meta‐analyses. Confirmatory factor analyses supplemented by a method analogous to item‐to‐scale correlations indicated little empirical support for the a priori frameworks. Results suggest that that psychological climate may be parsimoniously represented by two dimensions. Task climate was most strongly indicated by supervisor goal setting, innovation, and organizational responsiveness. Relational climate was most strongly indicated by work group warmth and social rewards. A path analysis was estimated to test whether job satisfaction partially mediated the association between psychological climate and the outcomes of job performance, turnover intentions, and psychological well‐being. Results provide guidance to researchers and practitioners interested in measuring perceptions of the work environment. © 2014 Wiley Periodicals, Inc.     

Explaining greater test use for selection: the role of HR professionals in a world of expanding regulation

In recent decades there has been a well‐documented increase in organisations' use of formal tests for selection purposes. This article investigates whether tests' technical qualities and predictive validity are the critical determinants of take‐up, or whether other organisational and contextual factors are more important. Case studies of organisations were used to identify the factors driving change and Workplace Employee Relations Survey data were analysed to determine the consistency of the findings with national data. The single most important factor appears to be the regulatory environment, with tests used as a precautionary measure to protect selection decisions from challenge. The growing formal professionalisation of HR departments is also important, and the influence of both factors is consistent with current theories of organisational decision‐making. Continued growth in test use is likely, but the implications for efficiency in selection are less clear.     

Are Catholic primary schools more effective than public primary schools?

This paper assesses the causal effects of Catholic primary schooling on student outcomes such as test scores, grade retention, and behavior. Catholic school students have substantially better average outcomes than do public school students throughout the primary years, but we present evidence that selection bias is entirely responsible for these advantages. Estimates based on several empirical strategies, including an approach developed by Altonji et al. (2005a) to use selection on observables to assess the bias arising from selection on unobservables, imply that Catholic schools do not appreciably boost test scores. All of the empirical strategies point to sizeable negative effects of Catholic schooling on mathematics achievement. Similarly, we find very little evidence that Catholic schooling improves behavioral and other non-cognitive outcomes once we account for selection on unobservables.     

Into the void: A conceptual model and research agenda for the design and use of asynchronous video interviews

Asynchronous video interviews (AVIs) are a form of one-way, technology-mediated, selection interviewing that continue to grow in popularity. An AVI is a broad method that varies substantially in design and execution. Despite being adopted by many organizations, human resources professionals, and hiring managers, research on AVIs is lagging far behind practice. Empirical evidence is scarce and conceptual work to guide research efforts and best practice recommendations is lacking. We propose a framework for examining the role and impact of specific design features of AVIs, building on theories of justice-based applicant reactions, social presence, interview anxiety, and impression management. More precisely, our framework highlights how pre-interview design decisions by organizations and completion decisions by applicants can influence reactions and behaviors during the interview, as well as post-interview outcomes. As such, we offer an agenda of the central topics that need to be addressed, and a set of testable propositions to guide future research.     

Breadth-of-impact frontier: How firm-level decisions and selection environment dynamics generate boundary-spanning inventions

In this paper, we provide an ex-ante explanation for why some technologies such as James Watt’s steam engine move successfully across broad technological fields, while other technologies do not. Using a sample of VC-backed biotechnology firms, we examine firm knowledge exploration choices along three dimensions—the decision to build from technologies across broad fields, the decision to explore application domains that are new to the firm, and the decision to mix these two options at the same time. We argue that firm-level invention decisions find differing responses when received by the selection environment. We find evidence of a “breadth-of-impact frontier” for technologies, wherein the choice of whether a firm should enter into a new application domain than those of the past should be informed by the degree to which the technology is citing prior work narrowly or broadly. The findings suggest that the belief that broad sourcing diversity will always result in greater citation diversity requires some caveats. The results contribute to the understanding of not only how entrepreneurial firms evolve but also how individual firms contribute to collective progress.     

Researching expatriate types: the quest for rigorous methodological approaches

International talent flow is critical to meeting the needs for skilled human capital in global and multinational organisations and in developed and developing countries. Recent decades have witnessed a boom in research into long‐term skilled international mobility, especially the traditional category of international assignees, but also skilled immigrants and a relatively new expatriate type: self‐initiated expatriates. The upsurge in empirical interest has highlighted a number of issues relating to the way the research has been conducted. This article examines methodological issues associated with research into the three expatriate types and seeks to advise researchers on how future research can be conducted to improve the robustness of results. In this way, practitioners and policy makers may be able to make more use of the empirical evidence.     

The use of biodata for employee selection: Past research and future directions

Although biodata has been shown to be one of the best predictors of employee performance and turnover, a number of important issues remain unresolved (e.g., how broadly or narrowly should biodata be defined?). This paper has three main objectives. The first objective is to provide a selective but representative review of the research that has been conducted on the use of biodata for employee selection. The second objective is to constructively critique this research. This critique is intended to highlight deficiencies of this research that may limit the conclusions that should be drawn. The paper's third objective is to stimulate important future research on biodata that avoids the limitations of past research.     

Evaluating the effectiveness of Washington state repeated job search services on the employment rate of prime-age female welfare recipients

This paper uses an unbalanced panel dataset to evaluate how repeated job search services (JSS) and personal characteristics affect the employment rate of the prime-age female welfare recipients in the State of Washington. We propose a transition probability model to take into account issues of sample attrition, sample refreshment and duration dependence. We also generalize Honoré and Kyriazidou’s [Honoré, B.E., Kyriazidou, E., 2000. Panel data discrete choice models with lagged dependent variables. Econometrica 68 (4), 839–874] conditional maximum likelihood estimator to allow for the presence of individual-specific effects. A limited information test is suggested to test for selection issues in non-experimental data. The specification tests indicate that the (conditional on the set of the confounding variables considered) assumptions of no selection due to unobservables and/or no unobserved individual-specific effects are not violated. Our findings indicate that the first job search service does have positive and significant impacts on the employment rate. However, providing repeated JSS to the same client has no significant impact. Further, we find that there are significant experience-enhancing effects. These findings suggest that providing one job search services training to individuals may have a lasting impact on raising their employment rates.     

The Character of American Workers: Psychological Predictors of Union Interest as Tools for American Union Practitioners

To aid American union practitioners in the selection of winnable worksites in unionization elections, we identified predictors of union interest from psychological perspectives that bear on the character of American workers. Using perceived union instrumentality as a standard to determine the prediction status of new psychological predictors of union interest, a cognitive version of self-enhancement (overconfidence in rating one??s skills and abilities) was found to predict interest above and beyond perceived instrumentality in a sample of American nonunion employees (N?=?452), controlling for social desirability, demographic and structural predictors, and other hypothesized predictors in a six-step hierarchical regression equation. Implications for selecting winnable election worksites and for predicting psychological aspects of union interest are discussed.     

Emerging issues and challenges in global staffing: a North American perspective

Multinational enterprises (MNEs) recognize that human resources play an important role in gaining a competitive advantage in today's highly competitive global business environment. While all aspects of managing human resources are important, staffing, continues to be an essential IHRM activity that helps MNEs in their need for coordination and control across widely dispersed units. As such, researchers and practitioners alike are interested in addressing the key issues and challenges in staffing the several types of employees that comprise the global or multinational workforce. We focus on three issues that have emerged in recent years regarding how MNEs staff their multinational workforce including: 1) managing different types of employee groups; 2) selection and management of employees posted to international assignments; and, 3) receptivity to international careers among early career individuals. We review these and then describe an empirical study conducted on the third issue.     

Implications of variant efficiency measures for policy evaluations in UK higher education

Policy goals in UK higher education encourage the publicly funded universities to become more-specialised and larger in size without compromising output quality. Efficiency gains are expected to flow from this increased specialisation in accordance with universities’ comparative research and teaching strengths. Mergers to reap further gains from economies of scale are also being actively encouraged. Given this scenario, the paper investigates whether best-practice efficiency measurement based on data envelopment analysis (DEA) provides empirical support for the current policy goals. It also assesses whether such support is dependent on the specific type of efficiency measure used in the DEA modelling. This assessment finds that a selection of (nine) commonly used, variant efficiency measures generally support the current policy goals. The paper also uses the principal-agent framework to explore the issues involved in using computed DEA-based efficiency scores for policy evaluations and possible funding guidance in UK higher education. This highlights empirically how policy-makers and universities can have very different preferences about which efficiency measure is to be used for policy evaluations and possible funding guidance.     

Can group identity explain the gender gap in the recruitment process?

Despite evidence that the gender gap in the labour market favours men, aggregate findings from correspondence studies show that women are more likely than men to be invited for a job interview. We hypothesize that the predominance of women among recruiters may explain this somewhat puzzling finding; recruiters may favour applicants of their own gender. We use the data from a large-scale correspondence study to test this hypothesis. As expected, we find that female applicants are more likely to receive callbacks for interview. We also see that in our sample the majority of contact persons responsible for the recruitment process are female. More importantly, we find that if recruiter and applicant are of the same gender, then the likelihood that the applicant will be invited for an interview increases. These findings reveal the gender favouritism at the selection stage in the labour market.     

Buyer–supplier interaction in business-to-business services: A typology test using case research

We empirically test a theory specifying distinct ideal interaction patterns for four business-to-business service types, which differ with regard to how they are used by the buying company. The ideal interaction patterns are conceptualised as configurations of five different interaction dimensions: the key objectives in the interaction, the critical capabilities on either side of the relationship, the type of functional involvement from the buying firm and the key issues in the buyer–seller dialogue. Using a combination of quantitative and qualitative data from 23 cases of service exchange at six buying organisations we test whether similarity between the ideal interaction pattern and an actual, observed interaction pattern is a continuous necessary condition for successful ongoing service exchange. The findings suggest for each of the four service types that, in order for a service exchange to be successful, buying companies should design their interactions with their service providers to closely resemble the specified ideal pattern for that specific service type. Besides contributing to the knowledge on how to effectively structure buyer–supplier interactions across the heterogeneous spectrum of services bought, a methodological contribution is made by showing how case research can be used for theory-testing purposes. As this study is the first real test of the typology, further replications with new data, preferably obtained from both sides of the buyer–supplier dyad, are necessary.     

Late Payments and Leery Applicants: Credit Checks as a Selection Test

The use of pre-employment credit checks has grown dramatically in the U.S. in recent years, but there has been almost no research on their validity from a selection standpoint and none on how applicants respond to them. We examine the use of credit checks as a selection test, reviewing evidence for their validity and legal considerations. The theoretical part of the article highlights how credit checks are distinct in key respects from more commonly studied selection tests and how they are likely to violate many applicants’ expectations of privacy and procedural justice. The empirical section presents the results of a study of business undergraduates. Consistent with hypotheses, results indicate negative reactions to the use of credit reports in hiring, moderated by job and individual characteristics, and substantial misunderstanding of what credit reports contain. Implications for practice are discussed.     

Convergence of Prices and Rates of Inflation*

We consider how unit‐root and stationarity tests can be used to study the convergence of prices and rates of inflation. We show how the joint use of these tests in levels and first differences allows the researcher to distinguish between series that are converging and series that have already converged, and we set out a strategy to establish whether convergence occurs in relative prices or just in rates of inflation. Special attention is paid to the issue of whether a mean should be extracted in carrying out tests in first differences and whether there is an advantage to adopting a (Dickey–Fuller) unit‐root test based on deviations from the last observation. The asymptotic distribution of this last test statistic is given and Monte Carlo simulation experiments show that the test yields considerable power gains for highly persistent autoregressive processes with ‘relatively large’ initial conditions. The tests are applied to the monthly series of the consumer price index in the Italian regional capitals over the period 1970–2003.     

Simple tests for sample selection bias in censored and discrete choice models

This paper presents two simple tests of sample selection bias for models where the primary equation of interest has a censored or discrete dependent variable. The first test is derived as a conditional moment test and can be implemented in a regression-based framework. The second test is an extension of the testing procedures proposed by Heckman (1979) and Vella (1993) and is a t-test on a constructed variable in an auxiliary equation. The utility of the tests is illustrated in a model determining the receipt of work conditioned nonwage labour income over a subsample of working women.