THE PRACTICE OF COMPETENCY MODELING SHIPPMANN, JEFFERY S.; ASH, RONALD A.; BATJTSTA, MARIANGELA ...
Personnel psychology,
September 2000, Volume:
53, Issue:
3
Journal Article
Peer reviewed
The purpose of this article is to define and explain a trend that has caused a great deal of confusion among HR researchers, practitioners, and consumers of HR‐related services: competency modeling. ...The Job Analysis and Competency Modeling Task Force, a work group jointly sponsored by the Professional Practice Committee and the Scientific Affairs Committee of the Society For Industrial and Organizational Psychology, has recently concluded a 2‐year investigation into the antecedents of competency modeling and an examination of the current range of practice. Competency modeling is compared and contrasted to job analysis using a conceptual framework (reflected in a 10‐dimension Level of Rigor Scale) that practitioners and researchers may use to guide future work efforts, and which could be used as a basis for developing standards for practice. The strengths and weaknesses of both competency modeling and job analysis are identified and, where appropriate, recommendations are made for leveraging strengths in one camp to shore‐up weaknesses in the other.
Despite increases in female labor force participation, women remain substantially under represented in most scientific and technical fields. The small number of women in engineering, physics, ...chemistry, computer science and other similar fields has variously been attributed to discrimination, differences in ability or choice. This paper uses a unique data set containing information on vocational interests to examine the determinants of entry in to Information Technology occupations. We show that men and women differ systematically in their interests, and that these differences can account for an economically and statistically large fraction of the occupational gender gap.
Linkages between a global measure of mentoring experiences, gender, and four outcome variables were investigated. Also, the moderating effects of gender were examined to determine whether mentoring ...is differentially associated with career outcomes for men and women. Business school graduates (147 women and 173 men) provided information about their backgrounds, companies, positions, mentoring practices, compensation, and compensation satisfaction. Individuals experiencing extensive mentoring relationships reported receiving more promotions, had higher incomes, and were more satisfied with their pay and benefits than individuals experiencing less extensive mentoring relationships. There were no gender differences with regard to the frequency of mentoring activities, and gender did not moderate mentoring-outcome relationships. The results are discussed within the context of a $7,990 income difference between men and women.
This article describes the results of a survey of professional workers that was designed to explore the underlying reasons for the widely documented underrepresentation of women in information ...technology (IT) jobs. Our analysis suggests that it is different occupational personalities between men and women rather than the demanding nature of IT work that is largely responsible for the relatively few women in IT occupations. We discuss the implications these results have for policies that are designed to create greater gender equity in the rapidly growing IT industries. (JEL J08, J24, J70)
Are women “better” than men? Guthrie, James P; Ash, Ronald A; Stevens, Charles D
Journal of managerial psychology,
2003, Volume:
18, Issue:
3
Journal Article
Peer reviewed
Using data from 1,080 study participants, this study simulates a hiring scenario in which personality measures are used to screen candidates for a hypothetical expatriate (expat) position. On the ...basis of recent research indicating that selected “big five” personality variables are related to expat assignment success, an expatriate composite score was computed‐based on NEO personality inventory and Hogan personality inventory scale scores. Across these two personality instruments, four samples, and eight selection ratios, a greater proportion of women versus men are consistently “selected”. Statistical tests confirm that the use of personality criteria results in gender being significantly associated with selection outcomes. These results are consistent with arguments that women are dispositionally advantaged with respect to international assignments. These findings contrast sharply with extant evidence indicating that women hold relatively few expat positions.
This open access handbook provides a comprehensive overview of the growing field of positive education, featuring a broad range of theoretical, applied, and practice-focused chapters from leading ...international experts. It demonstrates how positive education offers an approach to understanding learning that blends academic study with life skills such as self-awareness, emotion regulation, healthy mindsets, mindfulness, and positive habits, grounded in the science of wellbeing, to promote character development, optimal functioning, engagement in learning, and resilience. The handbook offers an in-depth understanding and critical consideration of the relevance of positive psychology to education, which encompasses its theoretical foundations, the empirical findings, and the existing educational applications and interventions. The contributors situate wellbeing science within the broader framework of education, considering its implications for teacher training, education and developmental psychology, school administration, policy making, pedagogy and curriculum studies. This landmark collection will appeal to researchers and practitioners working in positive psychology, educational and school psychology, developmental psychology, education, counselling, social work and public policy.
This study tests the hypotheses that (1) congruence between internal need states and external environments drives the organizational‐choice process and (2) those attracted to particular organizations ...are more homogeneous than the applicant pool in general. Subjects were evaluated on 14 needs using the Jackson Personality Research Form. They then viewed two video‐taped segments of simulated campus interviews to gain information about two distinct types of organizational reward systems. The interview segments entered the discussion in progress to avoid any reference to a particular job that might introduce an occupational confound. Subjects received job offers from both organizations and were asked to indicate which of the two organizations they found more attractive by accepting one of the offers. Analysis of variance results indicated only weak support for the congruency hypothesis. Differences were observed in nAch between the groups of subjects attracted to each organization. No differences were found for any of the other need strength measures. This suggests that the subjects attracted to the different organizations were substantially similar. Hierarchial factor analysis of the PRF has suggested a six‐factor structure that appears consistent with the second‐order factors from other respectable personality measures. This suggests that the second‐order solution may be a parsimonious mapping of the personality domain and may therefore be more relevant in testing these hypotheses. The analysis was repeated using these dimensions. The results suggest that work force homogeneity may be more complex than originally considered. Implications for the homogeneity hypothesis are discussed, and suggestions for further study of this concept are offered.
Morningness
refers to a preference for morning versus evening activities. This study assessed the predictive validity of an instrument developed by
C. S. Smith, C. Reilly, and K. Midkiff (1989)
to ...measure the morningness construct. Morningness data were collected from university students (
N
= 454) at the beginning of a semester to examine the relationship between morningness and student behavior (i.e., sleeping, studying, and class scheduling) and performance. Results indicate that morningness was predictive of patterns of sleeping, studying, and class scheduling. Morningness also interacted with the time at which classes met to affect performance.
Are women "better" than men? Guthrie, James P; Ash, Ronald A; Stevens, Charles D
Journal of managerial psychology,
05/2003, Volume:
18, Issue:
3
Journal Article
Peer reviewed
Using data from 1,080 study participants, this study simulates a hiring scenario in which personality measures are used to screen candidates for a hypothetical expatriate (expat) position. On the ...basis of recent research indicating that selected "big five" personality variables are related to expat assignment success, an expatriate composite score was computed-based on NEO personality inventory and Hogan personality inventory scale scores. Across these two personality instruments, four samples, and eight selection ratios, a greater proportion of women versus men are consistently "selected". Statistical tests confirm that the use of personality criteria results in gender being significantly associated with selection outcomes. These results are consistent with arguments that women are dispositionally advantaged with respect to international assignments. These findings contrast sharply with extant evidence indicating that women hold relatively few expat positions.
In contrast with more traditional command and control organizations, recent years have witnessed a trend toward more participative managerial structures, where direct supervision is de‐emphasized and ...front‐line workers plan and think for themselves. As suggested by the person‐organization fit literature, research is needed which identifies individuals whose characteristics represent a good match with alternative manager‐subordinate relationship structures. This study investigates whether differences in personality are systematically associated with preferences for first‐line management jobs requiring alternative supervisory approaches. Using participants drawn from New Zealand and the United States (n = 200), results generally indicate that individuals who prefer more participative managerial styles also exhibit higher levels of agreeableness and openness to experience. Two components of extraversion (sociability and ambition), display significant and opposing relationships with preferences for more participative styles of management. While individuals preferring more participative styles of management exhibit higher levels of sociability, they also exhibit lower levels of ambition.
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