Sally A. Carless

A Short Measure of Transformational Leadership

This study reports the development of a short measure of transformational leadership: the Global Transformational Leadership scale (GTL). The study sample was 1,440 subordinates who assessed the leader behaviour of 695 branch managers in a large Australian financial organisation. Exploratory and confirmatory factor analysis showed that the GTL measured a single construct of leadership and had satisfactory reliability. Evidence for the convergent and discriminant validity is presented. We conclude that the GTL has a number of potential uses as an assessment and selection tool and in leadership research.

Person–job fit versus person–organization fit as predictors of organizational attraction and job acceptance intentions: A longitudinal study

This longitudinal field study examined the relationship between perceived person‐job (PJ) and person‐organization (PO) fit and organizational attraction, intentions to accept a job offer, and actual job offer decision. Data were collected from 193 graduate applicants prior to the selection process, during the selection process, at the end of the selection process, and after job acceptance decision. The findings showed support for the hypothesis that perceptions of PJ and PO fit influenced attraction at different stages of selection. The second hypothesis that the relationship between perceptions of PJ and PO fit and intentions to accept a job offer are mediated by organizational attraction was partially supported. Mid-selection, the relationship between PJ fit perceptions and intentions to accept a job offer was mediated by organizational attraction; in contrast, at the end of the selection process, there was a direct relationship between PJ fit perceptions and intentions. PO fit perceptions were unrelated to intentions to accept a job offer. PJ and PO fit perceptions (before and during the selection process) were unrelated to actual job acceptance decision. These findings highlight the importance of ensuring that applicants have sufficient information about the job during the recruitment and selection process.

A Global Self-Report Measure of Person-Job Fit

Summary: This study reports the development of a short, global measure of person-job fit (P-J fit). The P-J Fit scale provides an assessment of the degree to which an individuals knowledge, skills, abilities, needs and values match job requirements. After a pilot study, the scale was tested with two samples: Sample 1 consisted of 308 professionals from three occupational groups and Sample 2 consisted of 174 adults working in call centres and related administrative areas. Exploratory and confirmatory factor analyses indicated that the nine items assess a single, global construct of P-J fit. Construct and criterion-related validity were demonstrated by correlating the scale with empowerment, job satisfaction and organizational commitment.

Career Assessment: Holland's Vocational Interests, Personality Characteristics, and Abilities

A two-study design was used to examine the relationship between Hollands vocational interest types, personality characteristics, and abilities. Study 1 consisted of 139 individuals (48 men and 91 women) who participated in a vocational assessment exercise. They completed the Self-Directed Search, the revised NEO Personality Inventory, and the Wechsler Adult Intelligence Scale—Revised. Study 2 consisted of 669 men and 206 women employed in the finance industry who completed the SDS, the Myers-Briggs Type Inventory, and a measure of general abilities, the PL-PQ. In both studies conceptually similar vocational interests and personality were found to be empirically related. A weak to moderate relationship was observed between general abilities and Investigative interests and between general abilities and the personality characteristics of Openness to Experience and Intuition. It was concluded that assessment of all three domains of interests, abilities, and personality has several advantages for assisting clients seeking vocational counselling.

Antecedents of Intent to Change Careers Among Psychologists

The aim of this research was to examine the antecedents of intent to change careers among psychologists. Specifically, the research examined the importance of the following predictor variables: a multi-dimensional model of career commitment (career planning, career resilience, and career identity), job satisfaction, and conscientiousness. A self-report questionnaire was used to obtain data from a sample of Australian psychologists (N = 437). The findings showed that career planning, career resilience, and job satisfaction were significant predictors of intent to change careers. Career identity and conscientiousness were not significant predictors. Theoretical and practical implications of the research were discussed.

The Influence of Perceived Interviewer and Job and Organizational Characteristics on Applicant Attraction and Job Choice Intentions: The Role of Applicant Anxiety

This study examined whether interviewer characteristics have (a) a direct influence on applicant attraction and job choice intentions, (b) an indirect influence via job and organizational characteristics, and (c) direct influence on applicant anxiety. A sample of graduate applicants (N=450) was surveyed before a selection interview (Time 1) and after the employment interview (Time 2). Structural equation modeling was used to examine the hypothesized model. The results showed that interviewer characteristics (warmth, unfriendliness, job knowledge, general competence and humor) had both a direct and indirect effect on applicant attraction and job choice intentions. In addition, interviewer characteristics had a significant positive impact on applicant anxiety. Theoretical and practical implications of the findings are discussed.

Psychological testing for selection purposes: a guide to evidence-based practice for human resource professionals

In order to be effective, HR practitioners need to be informed of best practice in a wide array of activities (Pfeffer 1994; Griffeth and Hom 2001). A key activity that is crucial to firm performance is recruitment and selection, yet many practitioners are poorly informed of the latest findings. In this review, evidence on the use of psychological testing for selection purposes was examined. Specifically, the focus of this paper is evidence that can be applied to ensure that psychological tests (ability and personality tests) are used in a way that ensures their effectiveness is maximized. A review of the extant literature identified five broad issues that relate to the use of psychological tests for selection purposes. These are: (1) how constructs for a particular job should be identified for selection purposes; (2) how test scores should be reported to a manager; (3) whether test information should be previewed prior to the interview;, (4) how psychological test scores and interview data should be combined; and, (5) whether a hiring recommendation should be given by the provider of candidate psychological test scores. The evidence on each of these issues is summarized and recommendations are made for effective HRM practices.

The Impact of Practicum Training on Career and Job Search Attitudes of Postgraduate Psychology Students

This quasi-experimental study examined the impact of practicum training on clarity of vocational preference, career commitment, self-efficacy and job attainment confidence. The sample consisted of fifth and sixth year Australian psychology students who were enrolled in either a masters, DPsych, or PhD degree. Based on their practicum training two groups were formed: those with no practicum experience (n = 61) and those with extensive training experience (n = 68). ANCOVA was used to analyse the data. The findings indicated that those who had extensive practicum training experience had greater clarity of vocational preference compared to those with no practicum training. No significant differences between the two groups were found for career commitment, self-efficacy and job attainment confidence. The implications and limitations of the study are discussed.

The Validity of Scores on the Multidimensional Aptitude Battery

The purpose of the present study was to examine the factor structure of the Multidimensional Aptitude Battery (MAB) and also the extent of overlap between the MAB and the Wechsler Adult Intelligence Scales–Revised (WAIS-R). The sample consisted of 55 men and 30 women who were administered the WAIS-R and the MAB. Factor analysis showed that the MAB assesses two distinct aspects of intelligence: verbal and performance abilities. The validity coefficients indicated there was substantial overlap between the WAIS-R and MAB Verbal, Performance, and Total scale scores. However, 4 of the 10 MAB subtests did not correlate with the WAIS-R subscales they were designed to represent. It was concluded that the MAB is a suitable alternative to the WAIS-R when an indication of verbal, performance, or general abilities is required; however, the MAB should not be used when detailed information is required on specific abilities.

Self‐ratings in Training Programs: An Examination of Level of Performance and the Effects of Feedback

The level of agreement (mean differences and correlations) between self, peer and training staff ratings were examined in this study. The sample consisted of 545 participants who were undertaking a Royal Australian Airforce officer training program. Consistent with previous research there was strong agreement between training staff and peers and weak agreement between self-ratings and ratings by others (training staff and peers). Accuracy of ratings was examined by (a) comparing the mean ratings of outstanding, average and below-average performers; and (b) correlating difference scores with a measure of performance. The findings showed that below-average performers have a less accurate view of themselves compared to outstanding performers. Finally, we examined the effects of negative feedback on self-perceptions. The analyses indicated that after receiving negative feedback, average performers adjusted their self-ratings. Various explanations were proposed together with practical implications for training.