Purpose–The purpose of this paper is to introduce practitioners to the appropriate use of measure... more Purpose–The purpose of this paper is to introduce practitioners to the appropriate use of measures of unethical behaviour, evaluate the use of integrity-related assessments for use in personnel selection, and determine the validity of the moral competency index (MCI) instrument using standard validation procedures. Design/methodology/approach–Content, construct, convergent and discriminant approaches are applied to establish the relative validity of the assessment tool.
“Comparable Worth” represents the concept that men, women, minorities, and whites should receive ... more “Comparable Worth” represents the concept that men, women, minorities, and whites should receive equal pay for work of equal value from their employer. Much research and many articles have been written in regards to overall pay inequities between men and women; however information regarding internal compensation strategies and perceived labor pools (percentage of minority applicants) has not been explored in depth.
Abstract: We developed two tacit driving knowledge scales to investigate whether safer drivers ca... more Abstract: We developed two tacit driving knowledge scales to investigate whether safer drivers can more accurately assess risks associated with a variety of driving conditions including road hazards and the driver's internal or emotional state. The tests were administered with a battery of conventional cognitive tests, personality instruments and situational variables chosen to predict accident involvement. The correlations between the tacit driving knowledge measures and the accident criteria ranged up to. 22 (p<.
Individual differences have been shown to impact whistle blowing (Miceli & Near, 1988; Mesmer-Mag... more Individual differences have been shown to impact whistle blowing (Miceli & Near, 1988; Mesmer-Magnus & Viswesvaran, 2005; Brinker, Dozier & Miceli, 1985). This study empirically examines previously unexplored effects on whistle blowing of a specific set of individual differences variables. These variables are religiosity, spirituality, integrity, and preference for social hierarchies. In addition, in that contextual variables can be expected to modify the impact of individual differences, we test the effects of our target independent variables in alternate organizational contexts (both academic and accounting). Analyses found weak positive relationships between whistle blowing and spirituality in an accounting scenario, with no relationship existing between religiosity and likelihood of whistle blowing in academic setting. Stronger positive relationships emerged between integrity and whistle blowing in both scenarios, with preference for maintenance of social hierarchies having a positive relationship with the accounting scenario being established. Considerations for future research and applications are offered.
Teaching MBA research methodology classes can be a challenge. Students lack previous exposure to ... more Teaching MBA research methodology classes can be a challenge. Students lack previous exposure to research methodology and statistics, and do not recognize growing labor needs for knowledge workers that the courses offer. Given industry demand for students prepared for high complexity positions and the growing demand for business professors to produce high-quality research, this article presents the results of a project-based pedagogy for graduate MBA research methods course that has been used to meet four goals; 1) provide high-quality instruction of research methods and statistics, 2) production of high-quality academic publications that provide options for students and professors to present the research for professional conferences and publication, 3) offering students the ability to answer intrinsically relevant (and interesting) research questions, and 4) giving students the required software to execute future research projects.
Five knowledge tests and one implicit-reasoning task were developed to be: (1) exceptionally shor... more Five knowledge tests and one implicit-reasoning task were developed to be: (1) exceptionally short, (2) correlated with general cognitive aptitude, (3) unobtrusive, i.e., appear similar to attitudinal survey items as opposed to maximal performance measures, and (4) without formally "correct" 23 answers. The intent was to design scales that could be administered in non-proctored environments to directly measure general cognitive aptitude while avoiding the possibility that participants could use references to provide "good"' answers. The five knowledge tests used a Likert format to assess knowledge in verbal and practical domains, and were scored by computing distances between examinee and reference ratings. The implicit-reasoning task appeared to be a series completion "game"' that required a dichotomous response. The scales were administered to 288 Air Force recruits and were validated against the Armed Services Vocational Aptitude Battery (ASVAB). Individual unobtrusive knowledge scales and ASVAB tests were substantially correlated with sample correlations ranging to .39 and population correlation estimates to .66 after correcting for range restriction. Two sets of factor scores, which were separately derived from the unobtrusive test battery and the ASVAB, were highly correlated in our sample, .54, yielding a population correlation of .80 after correcting for range restriction. This technology is important because few paper- or Internet-based surveys, and virtually no mail-based surveys accurately measure general cognitive aptitude, while many of these surveys address important social issues and commercial questions that could be better understood given an unobtrusive but accurate estimate of general cognitive aptitude.
In 1987, data were collected on 2,731 young men and their parents as part of the Army Communicati... more In 1987, data were collected on 2,731 young men and their parents as part of the Army Communications Objectives Measurement System (ACOMS) survey to understand factors associated with military enlistment and to evaluate military advertising. The ACOMS data are unique because parents and children are linked, which allows researchers to analyze the influence of parental attitudes and behaviors on the enlistment decision independently of youth reports of their parents’ attitudes. Results indicate that the youths’ perceptions of parental attitudes toward the military and reported parental attitudes correlate at a low level (.14 to .22) showing that youth perceptions of parental attitudes cannot function as a proxy for actual parental attitudes. This may reflect a failure of parents to communicate clearly their attitudes or a failure of children to interpret them accurately. Results also indicate that (a) youth perceptions of parental attitudes predict stated enlistment propensity, which predicts military enlistment, and (b) reported parental attitudes predict military enlistment independently of youth-stated enlistment propensity. The analyses suggest that military enlistment might be enhanced through (a) fostering youth perceptions that competent parents have positive views of the military, (b) fostering positive parental attitudes by educating parents about military benefits and lifestyle, (c) using reports of positive parental attitudes as an indicator of their child’s positive military enlistment propensity, and (d) actively involving parents in the enlistment process.
"Purpose – The purpose of this paper is to validate the unobtrusive knowledge test (UKT) in a min... more "Purpose – The purpose of this paper is to validate the unobtrusive knowledge test (UKT) in a minority population, and examine its potential for limiting stereotype threat.
Design/methodology/approach – Study One: (convergent validity): UKT and Wonderlic Personnel Test (WPT) scores were correlated for 131 students. Study Two: (stereotype threat) 202 minority students were placed into one of four groups based on whether or not they were given instructions to elicit stereotype threat, and whether they took the Excellence scale of the UKT or the WPT.
Findings – Correlations provided evidence of convergent validity between the Excellence subscale of the UKT and the WPT. The stereotype threat study was inconclusive, with no differences being seen in the threat/non-threat conditions for the WPT, and higher scores in the threat condition than the non-threat condition for the UKT.
Research limitations/implications – Unreliability of some scales and low correlations of others with the WPT, lessened the overall UKT's convergent validity.
Practical implications – The need to develop measures of intelligence not subject to adverse impact is clear, and the results of the current research provide justification for further research establishing the properties of the UKT as a selection tool.
Originality/value – This paper offers new evidence of the usefulness of the UKT as a measure of cognitive ability for minority populations, and raises questions about the impact of stereotype threat on the UKT test."
While employers recognize the utility, convenience, and efficiency of unproctored testing, implem... more While employers recognize the utility, convenience, and efficiency of unproctored testing, implementing unproctored high-stakes tests (such as an Internet-administered intelligence test used for selection) face multiple hurdles. As the percentage of high-complexity jobs continue to increase in the United States, intelligence measures will continue to be in demand for personnel selection purposes. This study further established the validity of a general intelligence measure, the Unobtrusive Knowledge Test (UKT) in support of unproctored and Internet-based personnel employee selection. UKT performance was significantly correlated to an established personnel selection test, the Wonderlic Personnel Test (WPT), while being perceived as survey, though participants had been told otherwise. Implications are discussed.
Plagiarism is increasingly evident in business and academia. While links between demographic, per... more Plagiarism is increasingly evident in business and academia. While links between demographic, personality, and situational factors have been found, previous research has not used actual plagiarism behavior as a criterion variable. Previous research on academic dishonesty has consistently used to self-report measures to establish prevalence of dishonest behavior. In this study we use actual plagiarism behavior to establish its prevalence, as well as relationships between integrity-related personal selection and workplace deviance measures. This research covers new ground in two respects: 1) That the academic dishonesty literature is subject to revision using criterion variables to avoid self bias and social desirability issues, 2) We establish the relationship between actual academic dishonesty and potential workplace deviance/white collar crime.
This criterion study examined the impact of the cultural dimensions of individualism and collecti... more This criterion study examined the impact of the cultural dimensions of individualism and collectivism on actual plagiarism in working business students. Given globalization of business and recent business scandals, furthering our understanding of international ethics remains critical. Business students are the potential employees, managers and leaders of organizations in the future. In this study we focus on one form of unethical conduct by business students, i.e. actual plagiarism, and seek to determine the link between this behavior and cultural values of individualism/collectivism and associated stereotypes of Asian/Caucasian students. Our findings suggest that individualists plagiarize more than collectivists, and that no significant differences in plagiarism exist between Asian and Caucasian students, contrary to popular beliefs. The implications of these findings for scholars and managers are discussed.
Purpose–The purpose of this paper is to introduce practitioners to the appropriate use of measure... more Purpose–The purpose of this paper is to introduce practitioners to the appropriate use of measures of unethical behaviour, evaluate the use of integrity-related assessments for use in personnel selection, and determine the validity of the moral competency index (MCI) instrument using standard validation procedures. Design/methodology/approach–Content, construct, convergent and discriminant approaches are applied to establish the relative validity of the assessment tool.
“Comparable Worth” represents the concept that men, women, minorities, and whites should receive ... more “Comparable Worth” represents the concept that men, women, minorities, and whites should receive equal pay for work of equal value from their employer. Much research and many articles have been written in regards to overall pay inequities between men and women; however information regarding internal compensation strategies and perceived labor pools (percentage of minority applicants) has not been explored in depth.
Abstract: We developed two tacit driving knowledge scales to investigate whether safer drivers ca... more Abstract: We developed two tacit driving knowledge scales to investigate whether safer drivers can more accurately assess risks associated with a variety of driving conditions including road hazards and the driver's internal or emotional state. The tests were administered with a battery of conventional cognitive tests, personality instruments and situational variables chosen to predict accident involvement. The correlations between the tacit driving knowledge measures and the accident criteria ranged up to. 22 (p<.
Individual differences have been shown to impact whistle blowing (Miceli & Near, 1988; Mesmer-Mag... more Individual differences have been shown to impact whistle blowing (Miceli & Near, 1988; Mesmer-Magnus & Viswesvaran, 2005; Brinker, Dozier & Miceli, 1985). This study empirically examines previously unexplored effects on whistle blowing of a specific set of individual differences variables. These variables are religiosity, spirituality, integrity, and preference for social hierarchies. In addition, in that contextual variables can be expected to modify the impact of individual differences, we test the effects of our target independent variables in alternate organizational contexts (both academic and accounting). Analyses found weak positive relationships between whistle blowing and spirituality in an accounting scenario, with no relationship existing between religiosity and likelihood of whistle blowing in academic setting. Stronger positive relationships emerged between integrity and whistle blowing in both scenarios, with preference for maintenance of social hierarchies having a positive relationship with the accounting scenario being established. Considerations for future research and applications are offered.
Teaching MBA research methodology classes can be a challenge. Students lack previous exposure to ... more Teaching MBA research methodology classes can be a challenge. Students lack previous exposure to research methodology and statistics, and do not recognize growing labor needs for knowledge workers that the courses offer. Given industry demand for students prepared for high complexity positions and the growing demand for business professors to produce high-quality research, this article presents the results of a project-based pedagogy for graduate MBA research methods course that has been used to meet four goals; 1) provide high-quality instruction of research methods and statistics, 2) production of high-quality academic publications that provide options for students and professors to present the research for professional conferences and publication, 3) offering students the ability to answer intrinsically relevant (and interesting) research questions, and 4) giving students the required software to execute future research projects.
Five knowledge tests and one implicit-reasoning task were developed to be: (1) exceptionally shor... more Five knowledge tests and one implicit-reasoning task were developed to be: (1) exceptionally short, (2) correlated with general cognitive aptitude, (3) unobtrusive, i.e., appear similar to attitudinal survey items as opposed to maximal performance measures, and (4) without formally "correct" 23 answers. The intent was to design scales that could be administered in non-proctored environments to directly measure general cognitive aptitude while avoiding the possibility that participants could use references to provide "good"' answers. The five knowledge tests used a Likert format to assess knowledge in verbal and practical domains, and were scored by computing distances between examinee and reference ratings. The implicit-reasoning task appeared to be a series completion "game"' that required a dichotomous response. The scales were administered to 288 Air Force recruits and were validated against the Armed Services Vocational Aptitude Battery (ASVAB). Individual unobtrusive knowledge scales and ASVAB tests were substantially correlated with sample correlations ranging to .39 and population correlation estimates to .66 after correcting for range restriction. Two sets of factor scores, which were separately derived from the unobtrusive test battery and the ASVAB, were highly correlated in our sample, .54, yielding a population correlation of .80 after correcting for range restriction. This technology is important because few paper- or Internet-based surveys, and virtually no mail-based surveys accurately measure general cognitive aptitude, while many of these surveys address important social issues and commercial questions that could be better understood given an unobtrusive but accurate estimate of general cognitive aptitude.
In 1987, data were collected on 2,731 young men and their parents as part of the Army Communicati... more In 1987, data were collected on 2,731 young men and their parents as part of the Army Communications Objectives Measurement System (ACOMS) survey to understand factors associated with military enlistment and to evaluate military advertising. The ACOMS data are unique because parents and children are linked, which allows researchers to analyze the influence of parental attitudes and behaviors on the enlistment decision independently of youth reports of their parents’ attitudes. Results indicate that the youths’ perceptions of parental attitudes toward the military and reported parental attitudes correlate at a low level (.14 to .22) showing that youth perceptions of parental attitudes cannot function as a proxy for actual parental attitudes. This may reflect a failure of parents to communicate clearly their attitudes or a failure of children to interpret them accurately. Results also indicate that (a) youth perceptions of parental attitudes predict stated enlistment propensity, which predicts military enlistment, and (b) reported parental attitudes predict military enlistment independently of youth-stated enlistment propensity. The analyses suggest that military enlistment might be enhanced through (a) fostering youth perceptions that competent parents have positive views of the military, (b) fostering positive parental attitudes by educating parents about military benefits and lifestyle, (c) using reports of positive parental attitudes as an indicator of their child’s positive military enlistment propensity, and (d) actively involving parents in the enlistment process.
"Purpose – The purpose of this paper is to validate the unobtrusive knowledge test (UKT) in a min... more "Purpose – The purpose of this paper is to validate the unobtrusive knowledge test (UKT) in a minority population, and examine its potential for limiting stereotype threat.
Design/methodology/approach – Study One: (convergent validity): UKT and Wonderlic Personnel Test (WPT) scores were correlated for 131 students. Study Two: (stereotype threat) 202 minority students were placed into one of four groups based on whether or not they were given instructions to elicit stereotype threat, and whether they took the Excellence scale of the UKT or the WPT.
Findings – Correlations provided evidence of convergent validity between the Excellence subscale of the UKT and the WPT. The stereotype threat study was inconclusive, with no differences being seen in the threat/non-threat conditions for the WPT, and higher scores in the threat condition than the non-threat condition for the UKT.
Research limitations/implications – Unreliability of some scales and low correlations of others with the WPT, lessened the overall UKT's convergent validity.
Practical implications – The need to develop measures of intelligence not subject to adverse impact is clear, and the results of the current research provide justification for further research establishing the properties of the UKT as a selection tool.
Originality/value – This paper offers new evidence of the usefulness of the UKT as a measure of cognitive ability for minority populations, and raises questions about the impact of stereotype threat on the UKT test."
While employers recognize the utility, convenience, and efficiency of unproctored testing, implem... more While employers recognize the utility, convenience, and efficiency of unproctored testing, implementing unproctored high-stakes tests (such as an Internet-administered intelligence test used for selection) face multiple hurdles. As the percentage of high-complexity jobs continue to increase in the United States, intelligence measures will continue to be in demand for personnel selection purposes. This study further established the validity of a general intelligence measure, the Unobtrusive Knowledge Test (UKT) in support of unproctored and Internet-based personnel employee selection. UKT performance was significantly correlated to an established personnel selection test, the Wonderlic Personnel Test (WPT), while being perceived as survey, though participants had been told otherwise. Implications are discussed.
Plagiarism is increasingly evident in business and academia. While links between demographic, per... more Plagiarism is increasingly evident in business and academia. While links between demographic, personality, and situational factors have been found, previous research has not used actual plagiarism behavior as a criterion variable. Previous research on academic dishonesty has consistently used to self-report measures to establish prevalence of dishonest behavior. In this study we use actual plagiarism behavior to establish its prevalence, as well as relationships between integrity-related personal selection and workplace deviance measures. This research covers new ground in two respects: 1) That the academic dishonesty literature is subject to revision using criterion variables to avoid self bias and social desirability issues, 2) We establish the relationship between actual academic dishonesty and potential workplace deviance/white collar crime.
This criterion study examined the impact of the cultural dimensions of individualism and collecti... more This criterion study examined the impact of the cultural dimensions of individualism and collectivism on actual plagiarism in working business students. Given globalization of business and recent business scandals, furthering our understanding of international ethics remains critical. Business students are the potential employees, managers and leaders of organizations in the future. In this study we focus on one form of unethical conduct by business students, i.e. actual plagiarism, and seek to determine the link between this behavior and cultural values of individualism/collectivism and associated stereotypes of Asian/Caucasian students. Our findings suggest that individualists plagiarize more than collectivists, and that no significant differences in plagiarism exist between Asian and Caucasian students, contrary to popular beliefs. The implications of these findings for scholars and managers are discussed.
"About TEDx
In the spirit of ideas worth spreading, TEDx is a program of local, self-organized... more "About TEDx
In the spirit of ideas worth spreading, TEDx is a program of local, self-organized events that bring people together to share a TED-like experience. At a TEDx event, TEDTalks video and live speakers combine to spark deep discussion and connection in a small group. These local, self-organized events are branded TEDx, where x = independently organized TED event. The TED Conference provides general guidance for the TEDx program, but individual TEDx events are self-organized.* (*Subject to certain rules and regulations)"
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Papers by Daniel Martin
Design/methodology/approach – Study One: (convergent validity): UKT and Wonderlic Personnel Test (WPT) scores were correlated for 131 students. Study Two: (stereotype threat) 202 minority students were placed into one of four groups based on whether or not they were given instructions to elicit stereotype threat, and whether they took the Excellence scale of the UKT or the WPT.
Findings – Correlations provided evidence of convergent validity between the Excellence subscale of the UKT and the WPT. The stereotype threat study was inconclusive, with no differences being seen in the threat/non-threat conditions for the WPT, and higher scores in the threat condition than the non-threat condition for the UKT.
Research limitations/implications – Unreliability of some scales and low correlations of others with the WPT, lessened the overall UKT's convergent validity.
Practical implications – The need to develop measures of intelligence not subject to adverse impact is clear, and the results of the current research provide justification for further research establishing the properties of the UKT as a selection tool.
Originality/value – This paper offers new evidence of the usefulness of the UKT as a measure of cognitive ability for minority populations, and raises questions about the impact of stereotype threat on the UKT test."
Design/methodology/approach – Study One: (convergent validity): UKT and Wonderlic Personnel Test (WPT) scores were correlated for 131 students. Study Two: (stereotype threat) 202 minority students were placed into one of four groups based on whether or not they were given instructions to elicit stereotype threat, and whether they took the Excellence scale of the UKT or the WPT.
Findings – Correlations provided evidence of convergent validity between the Excellence subscale of the UKT and the WPT. The stereotype threat study was inconclusive, with no differences being seen in the threat/non-threat conditions for the WPT, and higher scores in the threat condition than the non-threat condition for the UKT.
Research limitations/implications – Unreliability of some scales and low correlations of others with the WPT, lessened the overall UKT's convergent validity.
Practical implications – The need to develop measures of intelligence not subject to adverse impact is clear, and the results of the current research provide justification for further research establishing the properties of the UKT as a selection tool.
Originality/value – This paper offers new evidence of the usefulness of the UKT as a measure of cognitive ability for minority populations, and raises questions about the impact of stereotype threat on the UKT test."
In the spirit of ideas worth spreading, TEDx is a program of local, self-organized events that bring people together to share a TED-like experience. At a TEDx event, TEDTalks video and live speakers combine to spark deep discussion and connection in a small group. These local, self-organized events are branded TEDx, where x = independently organized TED event. The TED Conference provides general guidance for the TEDx program, but individual TEDx events are self-organized.* (*Subject to certain rules and regulations)"