http://repub.eur.nl/res/aut/18920/ List of Publications en http://repub.eur.nl/static-eur/img/logo.png http://repub.eur.nl http://repub.eur.nl/res/pub/31443/ 2011-06-24T00:00:00Z Advances in computer technology have created opportunities for the development of a multimedia situational test in which responses are filmed with a webcam. This paper examined the relationship of a so-called webcam test with personality, cognitive ability, job experience, and academic performance. Data were collected among 153 psychology students. In line with our expectations, scores on the webcam test, intended to measure interpersonally oriented leadership, were related to extraversion, conscientiousness, emotional stability, and job experience. Furthermore, the webcam tests significantly predicted students' learning activities during group meetings over and above a cognitive ability test and a personality questionnaire. Overall, this study demonstrates that webcam tests can be a valid complement to traditional predictors in selection contexts. http://repub.eur.nl/res/pub/22697/ 2010-12-01T00:00:00Z Abstract: Although there is a growing number of publications concerning applicant reactions to different selection instruments, the relationships between individual differences and applicant reactions have largely remained unexplored. The aim of the present study was to examine the effects of several testing-related and general individual differences (anxiety, self-evaluations, and personality) on the most commonly studied dimension of applicant reactions, namely the perceived job relatedness of selection instruments. Participants were 153 psychology students, who completed a cognitive ability test and a multimedia situational judgment test as part of their educational program. Our results indicated that computer anxiety negatively affected perceived job relatedness and core self-evaluations, subjective well-being, agreeableness, emotional stability, and openness to experience positively affected perceived job relatedness. Openness to experience was the most consistent predictor of perceived job relatedness. The results of our study suggest that certain individuals may bemore predisposed to react positively to selection instruments. Therefore, we concluded that the nature of the applicant pool should be carefully considered when designing interventions to improve applicant reactions. http://repub.eur.nl/res/pub/20866/ 2010-10-01T00:00:00Z The advances in technology of the last fifty years, specifically the advent of the computer, its continuous improvements in functionality and capacity, and the growth of the internet, have affected almost every aspect of psychological testing in personnel selection practices. Since the 1960s, traditional psychological tests with paperand- pencil formats are already being converted to computerized formats (Bartram, 1994). Yet, new technology provides more possibilities than simply changing the test medium. For instance, it also provides the opportunity to dynamically select the items to be presented and to use a variety of stimulus materials (Olson-Buchanan & Drasgow, 1999). Recently, researchers and practitioners are using new technology for the delivery of so-called multimedia tests, which include audio and video fragments (Lievens, Van Dam, & Anderson, 2002). The present dissertation presents five empirical studies on multimedia tests and is aimed to address both theoretical and practical questions concerning their validity and acceptability. In this introductory chapter, first, a short overview of the history of computerized testing is given. Second, past research regarding multimedia testing within the domain of personnel selection is discussed. Finally, the research aims of the following five chapters of this dissertation are presented. http://repub.eur.nl/res/pub/22696/ 2010-01-01T00:00:00Z Abstract Although there is a growing number of publications concerning applicant reactions to different selection instruments, the relationships between individual differences and applicant reactions have largely remained unexplored. The aim of the present study was to examine the effects of several testing-related and general individual differences (anxiety, self-evaluations, and personality) on the most commonly studied dimension of applicant reactions, namely the perceived job relatedness of selection instruments. Participants were 153 psychology students, who completed a cognitive ability test and a multimedia SJT as part of their educational program. Our results indicated that computer anxiety negatively affected perceived job relatedness and core self-evaluations, subjective well-being, agreeableness, emotional stability, and openness to experience positively affected perceived job relatedness. Openness to experience was the most consistent predictor of perceived job relatedness. The results of our study suggest that certain individuals may be more predisposed to react positively to selection instruments. Therefore, we concluded that the nature of the applicant pool should be carefully considered when designing interventions to improve applicant reactions. http://repub.eur.nl/res/pub/22760/ 2010-01-01T00:00:00Z Abstract: A modern test that takes advantage of the opportunities provided by advancements in computer technology is the multimedia test. The purpose of this study was to investigate the criterion-related validity of a specific open-ended multimedia test, namely a webcam test, by means of a concurrent validity study. In a webcam test a number of work-related situations are presented and participants have to respond as if these were real work situations. The responses are recorded with a webcam. The aim of the webcam test which we investigated is to measure the effectiveness of social work behavior. This first field study on a webcam test was conducted in an employment agency in The Netherlands. The sample consisted of 188 consultants who participated in a certification process. For the webcam test, good inter-rater reliabilities and internal consistencies were found. The results showed the webcam test to be significantly correlated with job placement success. The webcam test scores were also found to be related to job knowledge. Hierarchical regression analysis demonstrated that the webcam test has incremental validity up and above job knowledge in predicting job placement success. The webcam test, therefore, seems a promising type of instrument for personnel selection. http://repub.eur.nl/res/pub/15985/ 2008-08-01T00:00:00Z Workplace violence is a major occupational hazard for healthcare workers, generating a need for effective intervention programs. The purpose of this study was to evaluate the effectiveness of an aggression management training program. The evaluation design was based on the internal referencing strategy, an unobtrusive and applicable evaluation method that rules out some major threats to internal validity without the need for a control group. On three occasions, training participants completed a questionnaire containing experimental and control variables. As hypothesized, there was a significant improvement in the experimental variables that was larger than the non-significant change in the control variable. We conclude that aggression management training may be an effective instrument in the fight against workplace violence. http://repub.eur.nl/res/pub/22756/ 2008-01-01T00:00:00Z Abstract Workplace violence is a major occupational hazard for healthcare workers, generating a need for effective intervention programs. The purpose of this study was to evaluate the effectiveness of an aggression management training program. The evaluation design was based on the internal referencing strategy, an unobtrusive and applicable evaluation method that rules out some major threats to internal validity without the need for a control group. On three occasions, training participants completed a questionnaire containing experimental and control variables. As hypothesized, there was a significant improvement in the experimental variables that was larger than the non-significant change in the control variable. We conclude that aggression management training may be an effective instrument in the fight against workplace violence. http://repub.eur.nl/res/pub/22757/ 2008-01-01T00:00:00Z Abstract: Workplace violence is a major occupational hazard for healthcare workers, generating a need for effective intervention programs. The purpose of this study was to evaluate the effectiveness of an aggression management training program. The evaluation design was based on the internal referencing strategy, an unobtrusive and applicable evaluation method that rules out some major threats to internal validity without the need for a control group. On three occasions, training participants completed a questionnaire containing experimental and control variables. As hypothesized, there was a significant improvement in the experimental variables that was larger than the non-significant change in the control variable. We conclude that aggression management training may be an effective instrument in the fight against workplace violence.