Papers by Donald M. Truxillo
Setting Cutoff Scores for Personnel Selection Tests: issues. Illustrations, and Recommendations
Human Performance, 1996
... Lisa M. Donahue Civil Service Department City of New Orleans ... Although the Standards cwent... more ... Lisa M. Donahue Civil Service Department City of New Orleans ... Although the Standards cwently provide little guidance as to how to estaMish cutoff scores, Camara (1994) suggested that the revision may include additional guidance in this area. ...
The effects of purpose of appraisal and individual differences in stereotypes of women on sex differences in performance ratings: A laboratory and field study
Journal of Applied Psychology, 1988
Page 1. Journal of Applied Psychology 1988, Vol. 73, No. 3,551-558 Copyright 1988 by the American... more Page 1. Journal of Applied Psychology 1988, Vol. 73, No. 3,551-558 Copyright 1988 by the American Psychological Association, Inc. 0021-9010/88/$00.75 The Effects of Purpose of Appraisal and Individual Differences in Stereotypes ...
Effects of Ratee Sex and Purpose of Appraisal on the Accuracy of Performance Evaluations
Basic and Applied Social Psychology, 1986
... They were instructed 'All vignettes and true scores are available from the first aut... more ... They were instructed 'All vignettes and true scores are available from the first author Page 8. 232 DOBBINS, CARDY, TRUXILLO that their ratings "will be used by the professor as feedback to aid in the im-provement of his (her) teaching. ...
Journal of Applied Psychology, 2002
Although laboratory studies have found that selection information can affect applicant perception... more Although laboratory studies have found that selection information can affect applicant perceptions, this has not been tested in the field. The authors followed 2 cohorts of police applicants (N ϭ 274) in a longitudinal study to examine the relationship between information, applicant perceptions, and behavior (e.g., turnover). Information was related to perceived fairness measured at the time of testing and 1 month later when applicants received their results. Information moderated the relationship between outcome favorability and test-taking self-efficacy among African Americans but not among Whites. Information was not related to the behavioral measures. The discussion focuses on why certain findings from previous studies were not replicated and on the use of information when applicants have an investment in getting a job.
Organizations that focus on ensuring a high-quality candidate experience are more likely to attra... more Organizations that focus on ensuring a high-quality candidate experience are more likely to attract, engage, and connect with top talent. They are also able to bring more visibility to their brand. This is because when individuals feel connected to an organization, their attitudes and behaviors are more positive. As such, it is critical to ensure that the selection process candidates experience is a positive one. Indeed, a 2017 review of the applicant reactions literature was conducted by McCarthy and colleagues, and findings indicated that when candidates have a negative reaction to the selection process they are likely to report lower levels of organizational attractiveness, reduced intentions to recommend the company to others, and decreased propensity to accept a job offer. This can have very significant implications, as demonstrated by the following statistics: In [2014], Virgin Mobile estimates that they lose approximately $5.4 million every year as a result of job candidates ...
Journal of Applied Psychology
Employers have increasingly turned to virtual interviews to facilitate online, socially distanced... more Employers have increasingly turned to virtual interviews to facilitate online, socially distanced selection processes in the face of the COVID-19 pandemic. However, there is little understanding about the experience of job candidates in these virtual interview contexts. We draw from Event System Theory (Morgeson et al., 2015) to advance and test a conceptual model that focuses on a high-stress, high-stakes setting and integrates literatures on workplace stress with literatures on applicant reactions. We predict that when applicants ruminate about COVID-19 during an interview and have higher levels of COVID-19 exhaustion, they will have higher levels of anxiety during virtual interviews, which in turn relates to reduced interview performance, lower perceptions of fairness, and reduced intentions to recommend the organization. Further, we predict that three factors capturing COVID-19 as an enduring and impactful event (COVID-19 duration, COVID-19 cases, COVID-19 deaths) will be positively related to COVID-19 exhaustion. We tested our propositions with 8,343 job applicants across 373 companies and 93 countries/regions. Consistent with predictions, we found a positive relationship between COVID-19 rumination and interview anxiety, and this relationship was stronger for applicants who experienced higher (vs. lower) levels of COVID-19 exhaustion. In turn, interview anxiety was negatively related to interview performance, fairness perceptions, and recommendation intentions. Moreover, using a relevant subset of the data (n = 6,136), we found that COVID-19 duration and deaths were positively related to COVID-19 exhaustion. This research offers several insights for understanding the virtual interview experience embedded in the pandemic and advances the literature on applicant reactions.
It is estimated that by 2050, the population of older workers (55-64) in Europe will grow up to 6... more It is estimated that by 2050, the population of older workers (55-64) in Europe will grow up to 60% (Carone & Costello, 2006). It is estimated that by 2018, approximately one quarter of the U.S. workforce will be age 55 or older (Tossi, 2009). This older, more age diverse workforce is raising new research questions. Researchers are examining how age affects a range of important work outcomes such as job performance (e.g.
Work, Aging and Retirement, 2018
Industrial and Organizational Psychology, 2018
Although academics can receive considerable training in selecting appropriate research designs, t... more Although academics can receive considerable training in selecting appropriate research designs, types of data to collect, and methods for analyzing data, as well as guidance on preparing scholarly manuscripts, there is a dearth of information on how to initiate and manage partnerships with organizations in order to conduct high-quality applied research, particularly when the research is quantitative in nature. In this article, we provide our own experience-based insights and recommendations to help academics more easily (a) initiate a research relationship with senior organizational leadership, (b) decide early whether to pursue or end a research collaboration with an organization, (c) keep the organization engaged during the study, and (d) maintain the relationship with the organization after data collection is complete. This information is proposed as a complement to traditional organizational research methods and as instrumental in the pursuit of research salient to the interests...
Journal of Occupational Health Psychology, 2018
Healthy employee sleep has critical implications for occupational safety, but the mechanisms that... more Healthy employee sleep has critical implications for occupational safety, but the mechanisms that explain the relationships among sleep and safety-related behaviors remain unknown. We draw from Crain, Brossoit, and Fisher's (in press) work, nonwork, and sleep (WNS) framework and Barnes' (2012) model of sleep and self-regulation in organizations to investigate the influence of construction workers' self-reported sleep quantity (i.e., duration) and quality (i.e., feeling well-rest upon awakening, ability to fall asleep and remain asleep) on workplace cognitive failures (i.e., lapses in attention, memory, and action at work) and subsequent workplace safety behaviors (i.e., safety compliance and safety participation) and reports of minor injuries. Construction workers from two public works agencies completed surveys at baseline, 6-months, and 12-months. Our results suggest that workers with more insomnia symptoms on average reported engaging in fewer required and voluntary safety behaviors and were at a greater risk for workplace injuries. These effects were mediated by workplace cognitive failures. In addition, workers with greater sleep insufficiency on average reported lower safety compliance, but this effect was not mediated by workplace cognitive failures. These results have implications for future workplace interventions, suggesting that organizations striving to improve safety should prioritize interventions that will reduce workers' insomnia symptoms and improve their ability to quickly fall asleep and stay asleep throughout the night.
Organizational Behavior and Human Decision Processes, 2017
Human Resource Management Review, 2017
The proportion of workers in their 50s, 60s, and 70s is larger than ever before. Current workforc... more The proportion of workers in their 50s, 60s, and 70s is larger than ever before. Current workforce trends indicate global increases in retirement ages and that many individuals are working until later ages than in decades past, and older people are applying for jobs and at later ages. Research to date on age discrimination in selection has focused primarily on disparate treatment or intentional discrimination. However, based on accumulated knowledge about age-related changes in cognitive and physical abilities as well as changes in personality and work motivation across the life course, we suggest that more attention be paid to the possibility of age-based subgroup differences on selection procedures, manifested as adverse impact and differential prediction. We provide recommendations to guide future human resource management research and practice.
BioMed Research International, 2015
The goal of this study was to test the effectiveness of a workplace intervention targeting work-l... more The goal of this study was to test the effectiveness of a workplace intervention targeting work-life stress and safety-related psychosocial risk factors on health and safety outcomes. Data were collected over time using a randomized control trial design with 264 construction workers employed in an urban municipal department. The intervention involved family- and safety-supportive supervisor behavior training (computer-based), followed by two weeks of behavior tracking and a four-hour, facilitated team effectiveness session including supervisors and employees. A significant positive intervention effect was found for an objective measure of blood pressure at the 12-month follow-up. However, no significant intervention results were found for self-reported general health, safety participation, or safety compliance. These findings suggest that an intervention focused on supervisor support training and a team effectiveness process for planning and problem solving should be further refined...
Journal of Applied Psychology, 2016
To remain viable in today's highly competitive business environments, it is crucial for organizat... more To remain viable in today's highly competitive business environments, it is crucial for organizations to attract and retain top candidates. Hence, interviewers have the goal not only of identifying promising applicants but also of representing their organization. Although it has been proposed that interviewers' deliberate signaling behaviors are a key factor for attracting applicants and thus for ensuring organizations' success, no conceptual model about impression management (IM) exists from the viewpoint of the interviewer as separate from the applicant. To develop such a conceptual model on how and why interviewers use IM, our qualitative study elaborates signaling theory in the interview context by identifying the broad range of impressions that interviewers intend to create on applicants, what kinds of signals interviewers deliberately use to create their intended impressions, and what outcomes they pursue. Following a grounded theory approach, multiple raters analyzed in-depth interviews with interviewers and applicants. We also observed actual employment interviews and analyzed memos and image brochures to generate a conceptual model of interviewer IM. Results showed that the spectrum of interviewers' IM intentions goes well beyond what has been proposed in past research. Furthermore, interviewers apply a broad range of IM behaviors, including verbal and nonverbal as well as paraverbal, artifactual, and administrative behaviors. An extensive taxonomy of interviewer IM intentions, behaviors, and intended outcomes is developed, interrelationships between these elements are presented, and avenues for future research are derived.
How interviewers try to make favorable impressions: A qualitative study
Journal of Applied Psychology
To remain viable in today’s highly competitive business environments, it is crucial for organizat... more To remain viable in today’s highly competitive business environments, it is crucial for organizations to attract and retain top candidates. Hence, interviewers have the goal not only of identifying promising applicants, but also of representing their organization. Although it has been proposed that interviewers’ deliberate signaling behaviors are a key factor for attracting applicants and thus for ensuring organizations’ success, no conceptual model about impression management (IM) exists from the viewpoint of the interviewer as separate from the applicant. To develop such a conceptual model on how and why interviewers use IM, our qualitative study elaborates signaling theory in the interview context by identifying the broad range of impressions that interviewers intend to create for applicants, what kinds of signals interviewers deliberately use to create their intended impressions, and what outcomes they pursue. Following a grounded theory approach, multiple raters analyzed indept...
Oxford Handbooks Online, 2015
People are working longer, with the result that workplaces are becoming older and more age-divers... more People are working longer, with the result that workplaces are becoming older and more age-diverse. For these reasons, workplace age discrimination is of increasing importance. This chapter describes a number of mechanisms that may explain age stereotyping and may lead to workplace age discrimination in the areas of hiring, training, performance appraisal, layoffs and reemployment, and interpersonal treatment. Noting that the growing interest in age at work among researchers and practitioners has led to a number of recent developments, the chapter reviews more recent advances in the field of workplace age discrimination and recommends a number of pathways for future research.
Perceptions of age in the workplace: U.S. and EU perspectives
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Papers by Donald M. Truxillo