Browsing by Author "de Kock, Francois"

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    Considering Broad vs. Narrow Personality Traits of Raters as Predictors of Rating Accuracy in Social Media Judgements of Personality
    (2022) Visser, Selene; de Kock, Francois
    Previous research has shown that the personality characteristics of raters seem to play a minor role in shaping the accuracy of their personality judgments of other people. However, as prior research studies relied largely on broad (i.e., dimension-level) trait measures to operationalise rater personality, it is unclear if raters' narrow (i.e., facet-level) trait measures may predict their rating accuracy. There are reasons to believe that narrow traits may relate more strongly to accuracy compared to broad traits, due to enhanced conceptual correspondence and improved fidelity (rather than bandwidth) relative to accuracy criteria. The aim of the present study was to determine whether narrow traits of raters predict accuracy, and if so, whether these narrow traits increment prediction of accuracy beyond broad traits. To this end, a secondary research design was used. Primary data from a previous study of 456 students' personality judgments of five target social media profiles were reanalysed. Personality traits of judges were operationalised at both broad vs. narrow traits and accuracy criteria were regressed against these predictors. In line with prior research on broad personality traits, the findings revealed that specific narrow traits were not generally predictive of personality rating accuracy from Facebook social media information. However, compared to broad traits, narrow traits were marginally better predictors of accuracy. Overall, results support the growing consensus that rater personality traits are not important to produce accurate ratings of personality, irrespective of the level at which we measure them (broad vs. narrow traits). The study adds to the growing momentum of research indicating raters can be accurate regardless of their personality traits. Therefore, organisations that wish to enhance their rating screening and training programmes might find more value in focusing on rater cognitive factors, rather than on their personality traits.
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    Designing Semi-Automated Video Interviews (SAVI): Does Stimulus Format (Video vs. Text) of Instructions and Interview Questions Affect Applicant Perceptions of Social Presence?
    (2022) Ebrahim, Farheen; de Kock, Francois
    A recent novel development in interview technologies is asynchronous video interviews (AVIs). Although AVIs differ in key design aspects, the effect of AVI design characteristics on applicant reactions is not well understood. The primary purpose of the present study was to determine how differences in AVI stimulus format, such as using either video vs. textual stimuli in instructions and interview questions, may influence applicant perceptions of social presence in interviews. Drawing on social presence theory, it was hypothesised that participants who experienced a video-stimuli based AVI will experience higher levels of social presence than those who experienced a text-stimulus based AVI. Furthermore, given a dearth of previous research on the role of individual differences in AVIs, a secondary purpose of the research was to test the potential moderating role of applicants' social presence preferences and their affinity for technology. To these ends, a pre-registered experiment was used in which participants were randomly assigned into an AVI with either video or text-based instructions and interview questions. Participants in both groups completed a mock digital interview, rated their own levels of perceived social presence, and completed the measures of individual preferences. The experiment was repeated in two independent national samples, including respondents from a South African (N = 58) sample and an American sample (N = 162). The findings revealed mixed results between the two samples. Participants in the SA sample who viewed a video based AVI perceived higher levels of social presence compared to those who viewed a text based AVI, suggesting that AVI stimulus format enhanced applicants' perceptions of social presence. However, these findings did not generalise to the USA sample, where video stimuli did not increase respondents' social presence perceptions. Further analyses showed that the study effects did not depend on applicants' preferences for social presence and their affinity for technology. The study contributes to literature on automated video interview design by showing novel insights into the effects of key design features of digital interviews on applicant reactions. Implications for theory are discussed and recommendations for practice and research are made.
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    Development and validation of an implicit test of the HEXACO honesty-humility scale
    (2019) Van Rensburg, Yolandi-Eloise Jansen; Derous, Eva; de Kock, Francois
    Honesty-humility, a personality trait in the self-report HEXACO personality inventory outperforms all the traits (also those in the traditional five-factor model) in predicting integrity-related behavior. However, concerns exist that self-report personality measures are vulnerable to socially desirable responding, self-report bias, faking and being prone to testtakers’ lack of introspective accuracy. Therefore, researchers have started using implicit tests to assess personality, as it is more difficult to fake responses. The main goal of this research was to develop and validate an implicit measure for honesty-humility (IAT-HH). Chapter 2 presents the findings of a literature overview, which determined which types of implicit measures can be distinguished, how implicit constructs are operationalized and how implicit tests could be applied in practice. Prior to validating a test, establishing how the construct (predictor) relates to outcomes (criteria) is essential. Therefore, an empirical study was conducted amongst students from a South African university (N = 308). Chapter 3 reports how explicit honesty-humility and the narrow facets it comprises, relate to academic dishonesty criteria (i.e., counter-academic criteria and collegiate cheating). Results found that fairness predicted counter-academic behavior, whilst greed avoidance predicted cheating. Chapter 4 presents the findings of how the IAT-HH was developed, and the results of a second empirical study, which investigated the construct validity of the IAT-HH. In this study, data were collected amongst students from a Flemish university (N = 178) and convergent and discriminant validity were investigated (with explicit honesty-humility, social desirability, ability to identify criteria and cognitive ability). Chapter 5 reports on the criterion-related validity of the IAT-HH. Overall, results showed limited construct validity and negligible criterion-related and incremental validity and, as such, the implicit measurement of honestyhumility remains an elusive goal. Chapter 6 summarizes the key findings and implications of the research. Finally, recommendations for researchers and practitioners, who wish to employ implicit measures of honesty-humility, are outlined.
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    Do Rater Personality Traits Moderate the Relationship Between Intelligence and Rating Accuracy in Interviews?
    (2021) Bassier, Laeeqa; de Kock, Francois
    Research on judgment accuracy in human resource management shows that various rater characteristics predict accuracy, but emerging findings suggest that these individual differences may interact with one another (rather than being direct effects). The present study aimed to add to this area of research by determining how rater personality traits may moderate the relationship between GMA and rating accuracy. Secondary data collected in a prior study of police managers undergoing a seven-week managerial training course in South Africa (N =146) were analysed. The findings supported that selected rater personality traits may moderate the relationship between intelligence and rating accuracy. For example, rater intelligence was a better predictor of accuracy when the judge was more agreeable. Intellectance and conscientiousness were found to have no significant moderating effect on the relationship between intelligence and rating accuracy. Only three out of the Big Five Personality traits were examined in this research study. Importantly, the study contributed to theory by expanding the Good Judge model (De Kock et al., 2020), analysing how individual differences in the ability and trait domains may potentially interact to influence accuracy. In addition to enhancing our understanding of how rater personality constructs may affect accuracy, the study discusses important implications for practices, such as rater training and selection.
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    Employee Perceptions of the Performance Appraisal Process in a Hospitality Organisation in Namibia
    (2022) Goliath, Marusca; de Kock, Francois
    Performance appraisal is an essential tool for employee development and organisational success. The goal of performance management and performance appraisal is to help employees improve their skills and to find and address gaps in performance in the organisation. Employee perceptions of the fairness of performance appraisal determine the success and sustainability of the performance management system. Generally, employees are more accepting of performance appraisals when they perceive the process to be fair and developmental. This study aimed to describe the different performance appraisal fairness perceptions of employees in a hospitality organisation in Namibia. Using the organisational justice approach, a structured performance appraisal questionnaire was used to survey employee perceptions. The electronic survey was sent to N = 94 employees who were undergoing appraisal and results were analysed and presented using descriptive statistics. The study found that 55% of respondents agreed that the performance review system was effective to indicate how an employee performed during the review period. Only 29% of the respondents disagreed that the review system provided a fair measure of an employee's performance. The study also found that 63% of employees agreed that their supervisors were reliable. Results suggested that generally employees perceived the performance appraisal system as fair, and that satisfaction with the appraisal is guided by perceptions of fairness. The managerial implications of these findings are that the management of the hospitality organization will need to invest resources – both financial and human – to ensure that the organization reaffirms the performance appraisal method used by the organization and that it remains favoured by the employees.
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    Evaluating Applicant Reactions to a Gamified Assessment of Personal Values: Developing and Testing a Theoretical Model
    (2022) Blandin, De Chalain Megan; de Kock, Francois
    To address the limitations of traditional rating-scale assessment methods of psychological constructs in human resource management, game-based assessments and the gamification of existing pre-employment assessments have recently emerged as promising directions for applied measurement. Gamification, the process of applying gaming principles to non-game contexts, is being used increasingly in personnel selection and pre-employment assessments. However, scientific research is limited on the important questions of how job applicants react to these assessments and how these reactions develop. The present study developed and tested a theory of applicant reactions to a gamified pre-employment assessment of personal values. Given the novelty of gamified assessments, the elements of gamified assessments were first deconstructed using a modular framework of assessment types—a process that explained how these assessments differ from traditional inventory-based assessments. Next, drawing on theories of work gamification and applicant perceptions, a theoretical model of applicant reactions (composite of the subscales anxiety and perceived fairness) in the gamification context incorporating applicants' enjoyment, cognitive processing and perceived organisational attractiveness was developed. To test the model, an experimental design was used. Subjects (N = 159) were asked to complete either a gamified values assessment (n = 78) or a traditional values assessment (n = 81) followed by a measure of applicant reactions. Results of the data analysis showed that the use of a gamified assessment led to more favourable perceptions of the organisation than the traditional assessment. Moreover, levels of engagement and enjoyment were significantly more favourable when using a gamified assessment than a traditional assessment. Enhanced applicant reactions were found to elicit more favourable perceptions of the organisation, higher enjoyment and higher engagement. However, overall applicant reactions APPLICANT REACTIONS TO GAMIFIED ASSESSMENTS iv (low anxiety and favourable perceived fairness combined) across different test types (gamified versus traditional) elicited a non-significant relationship. Results suggested that gamified assessments are likely to heighten perceived organisational attractiveness through being a more enjoyable and engaging experience, but further research is needed to support the present study outcomes. The present study results can aid organisations in making more informed decisions about the use of gamified pre-employment assessments and provide empirical evidence regarding the applicant reactions and subsequent behavioural outcomes for both a traditional and a gamified values assessment. Furthermore, results contribute to gamification theory by developing a model from identified differences between modern tests and traditional tests that can be used to investigate applicant reactions and subsequent behavioural outcomes.
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    Firm Financial Performance in The Global 1000: Does Human Capital Effectiveness Matter?
    (2018) Raghubeer, Sandhia; de Kock, Francois
    Organisations worldwide spend a substantial proportion of revenue on salaries and benefits (compensation) as an investment in employees who are regarded as human capital. The justification behind this investment is the theoretical assertion that investments in human capital predict financial performance but empirical support for this relationship is limited. The present study contributes to the extant literature by examining the relationship between human capital effectiveness (HCE) and financial performance. A further contribution of the research is to consider alternative criteria of financial performance as findings may be dependent on operationalisation of the criterion. The relationships we tested were between Human Capital Return on Investment (HCROI) and (1) Return on Assets and (2) Return on Equity. Drawing on the Resource Based View theory, we conducted a study using 10 years of data from a sample that comprised the Global 1000 (highest revenue, listed firms domiciled across 45 countries). We used a retrospective correlational study. Spearman Correlation (rs) analysis revealed significant effects for the relationships we investigated in all years. Moreover, meta-analysis showed these effects to be significant on average across the 10 years, showing moderate strength and relative stability. A corollary of the study is that we established global benchmarks for HCROI and provided the first empirical evidence that supports a positive relationship between HCE and financial performance. These findings may be useful to investors who seek possible indicators of expected financial performance from HCE. In doing so, the study suggests we should expand financial reporting to include HCE indicators. Implications of findings and study limitations are noted.
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    How audio-visual stimuli in automated asynchronous video interviews affect applicant reactions: social presence, fairness and organisational attractiveness
    (2022) Patel, Ahmed; de Kock, Francois
    Over the past decade, the use of asynchronous video interviews (AVIs) has increased exponentially, largely spurred by ongoing technological progress and shifts to remote work. Although prior research shows interview design can influence applicant reactions, the effect of video interview design factors on interviewee reactions remains unclear. The present study determines the influence of AVI stimulus format (text-based vs. audio-visual questions) on applicant perceptions of social presence, fairness and organisational attractiveness. To this end, a between-subjects posttest-only experimental design was used in two separate samples (South African sample, N = 58; USA sample, N = 169, Combined samples, N = 227). Participants were randomly assigned to either the control or experimental group. Participants completed a mock interview on a commercially available AVI platform and then answered a questionnaire measuring perceptions of social presence, fairness, and organisational attractiveness. Bootstrapped independent sample t-tests and serial mediation were used to test the hypotheses. Within Sample 1, applicant perceptions of social presence, fairness and organisational attractiveness were higher for the audio-visual and text-based AVIs, thereby supporting the proposition that audio-visual stimuli lead to higher perceptions of social presence, fairness and organisational attractiveness. Conversely, Sample 2's findings were non-significant (p > .05). While there were mixed results, the findings of this study provide preliminary evidence which suggests that within the South African context, audio-visual stimuli can be used in AVIs. Organisations in the American context should pay close attention to the effects of AVI stimulus format on applicant reactions as the findings from the American sample were not conclusive. Future research should investigate applicant reactions to different forms of AVI stimulus during a multi-stage selection process
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    How Does Frame-of-Reference Training Increase Rater Accuracy? A Test of Potential Explanatory Mechanisms.
    (2018) Baret, Natasha; de Kock, Francois
    In the job interview literature, the positive effect of Frame-of-Reference (FOR) training on interviewer rating accuracy is well documented. However, how this training method increases rating accuracy is not well understood. The present study focused on rater individual difference characteristics as potential explanatory mechanisms for the effects of FOR training on accuracy. The researcher hypothesised that FOR training would enhance raters’ dispositional reasoning, rating motivation and self-efficacy, which, in turn, would increase their rating accuracy. A post-test only experimental research design was used in a sample of 32 students from a South African university. Participants were randomly assigned to the FOR training intervention or the no-training condition. Participants were required to rate three videotaped candidates on an interview competency and completed various individual difference measures. The FOR training intervention positively affected rating accuracy and findings suggest this effect may occur because of the influence of FOR training on dispositional reasoning, rather than FOR training enhancing rater motivation or self-efficacy. Study limitations and recommendations for future research are noted.
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    Incremental validity of assessment centre exercise ratings over and above general mental ability and personality traits in predicting financial intermediaries regulatory examination success and sales performance
    (2018) Hesqua, Rene; de Kock, Francois
    The present study explored the optimal selection of financial intermediaries in the South African insurance services industry. We examined the potential predictive value of competency-based selection assessment centre (AC) exercises, when used in combination with other traditional measures (e.g., interviews, work style interest questionnaire, general mental ability and personality traits) in an incremental validity study. Moreover, the study expanded the criterion domain by considering prediction models for multiple outcome measures, including examination success of intermediaries and their objective sales performance. The sample consisted of 425 intermediaries in the middle and affluent market segments in South Africa. We reduced the large number of potential predictors through principle component analysis and subsequently conducted hierarchical regression analysis. Results showed that when the independent variables were restricted to correlating predictors as part of the further analysis, assessment centre exercises, especially the role-play, had a significant incremental effect (ΔR²=.07, ��<.05) over general mental ability (GMA) in predicting examination marks. Personality traits (e.g., emotional stability) and assessment centre ratings contributed significantly to examination success. To predict sales performance, the personality measure incremented GMA and AC exercises (ΔR²=.08, p < .05). GMA and AC exercises did not contribute in predicting sales performance and could not add incremental validity (ΔR² = .01, p > .05). The work style questionnaire (ΔR² = .03, p < .05) and interview (ΔR² = .012, p < .05) selection measures incremented both AC exercises and personality traits in predicting sales performance. The study contributes to our understanding of predictor combinations when academic and objective performance criteria are considered in a specific applied setting (e.g., a niche industry). The practical implications of the findings are that the validity of the assessment centre exercises together with other measures could be enhanced since it can predict different aspects of performance.
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    Predicting work-related behaviour from personality traits and situational characteristics
    (2022) Wertheimer, Demi; de Kock, Francois
    The dual influence of person characteristics and situational contexts on behaviour has long been debated on by personality and social psychologists alike. Traditionally, personality traits have been emphasised, whilst the assessment of situational influences has received limited attention. As a result, there has been little progress in understanding how situational contexts impact individuals' daily organisational behaviour – a key imperative of organisational psychology. This study leverages recent developments in situation assessment to investigate the extent to which personality traits and situational characteristics independently, and in combination, predict workrelevant behaviour. Survey response data from 256 South African participants within the International Situations Project (ISP; Baranski et al., 2017) were analysed. Sets of multiple regression analyses were conducted with each of seven work-related behaviours as criteria, using the Big Five personality traits and DIAMONDS situational characteristics as predictors. Next, barebones meta-analysis (Hunter & Schmidt, 1990) of the resulting multiple correlation coefficients was conducted to estimate the relative predictive power of traits vs. situations, averaged across target behaviours. The results revealed that the combination of personality traits and situational characteristics explained more variance in work-related behaviour than their independent effects. Although situational characteristics independently predicted all work-related behaviours, personality traits were not strong predictors of particular behaviours. These findings highlight the importance of integrating knowledge of both traits and situations to enhance our understanding of why people behave the way they do. Practically, results further suggest that organisations may increase the ability to predict employee behaviour on the job by incorporating measures of situations, in combination with traits, into human resource management applications (e.g., personnel selection and assessment).
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    Predicting work-related behaviour from personality traits and situational characteristics
    (2022) Wertheimer, Demi; de Kock, Francois
    The dual influence of person characteristics and situational contexts on behaviour has long been debated on by personality and social psychologists alike. Traditionally, personality traits have been emphasised, whilst the assessment of situational influences has received limited attention. As a result, there has been little progress in understanding how situational contexts impact individuals' daily organisational behaviour – a key imperative of organisational psychology. This study leverages recent developments in situation assessment to investigate the extent to which personality traits and situational characteristics independently, and in combination, predict workrelevant behaviour. Survey response data from 256 South African participants within the International Situations Project (ISP; Baranski et al., 2017) were analysed. Sets of multiple regression analyses were conducted with each of seven work-related behaviours as criteria, using the Big Five personality traits and DIAMONDS situational characteristics as predictors. Next, barebones meta-analysis (Hunter & Schmidt, 1990) of the resulting multiple correlation coefficients was conducted to estimate the relative predictive power of traits vs. situations, averaged across target behaviours. The results revealed that the combination of personality traits and situational characteristics explained more variance in work-related behaviour than their independent effects. Although situational characteristics independently predicted all work-related behaviours, personality traits were not strong predictors of particular behaviours. These findings highlight the importance of integrating knowledge of both traits and situations to enhance our understanding of why people behave the way they do. Practically, results further suggest that organisations may increase the ability to predict employee behaviour on the job by incorporating measures of situations, in combination with traits, into human resource management applications (e.g., personnel selection and assessment).
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    Sex and gender differences in job attribute preferences: Exploring the role of gender self-schemas
    (2021) Southey, Olivia Cara; de Kock, Francois
    Recruitment strategies to promote gender diversity and equality seek to attract job applicants based on their sex. Individuals differ in terms of what they find attractive in jobs, called job attribute preferences (JAPs), and these preferences may vary according to sex. Job attribute preferences can include, for example, pay, type of work or flexible hours. Previous studies investigating differences in JAPs using biological sex as comparison variable have, however, provided contradictory findings. The focal research question of this study therefore investigates whether men and women, according to their biological sex, express different JAPs. Furthermore, this study interrogates the use of biological sex as the measured variable to differentiate applicants. Using gender self-schema theory, this study incorporates gender self identification as an additional operationalisation for sex. Gender self-identification is used to determine firstly, whether an individual's biological sex and gender self-identification align (measured using Bem's Sex Role Inventory (BSRI)). Secondly, this study investigates differences in JAPs using gender self-identification rather than biological sex to compare and contrast findings. In this cross-sectional study, a non-probability convenience sampling approach was used to survey 413 respondents across both a student and a field sample. Findings indicate that there were few significant differences in JAPs between men and women using biological sex. Moreover, interestingly, participants' gender self-identification (as per the BSRI) only partially aligned with their biological sex. Finally, JAPs found to be significantly different between males and females increased when gender self-identification was used as the variable to measure sex. These findings are useful for recruitment and selection as they reveal that job attributes could be more gender specific than found in past studies. The finding that gender self-identification did not align with biological sex is important as it challenges the conceptualisation of biological sex as a demographic variable. Furthermore, the results challenge findings from past studies on the link between JAPs and sex. The results suggest that gender, rather than biological sex, should be used – or at least interrogated further - in future research.
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    Tell me about your (Facebook) self: recruiter personality traits and accuracy of personality judgement of candidate Facebook profiles
    (2018) Rauch, Philippa; de Kock, Francois
    The use of social networking sites, such as Facebook, in the job application screening process has changed the recruitment landscape. Many human resource (HR) professionals and recruiters have begun to use social networking sites as a tool to attract, source and screen potential candidates. When screening candidates’ Facebook profiles, recruiters make personality judgements that have important consequences for hiring decisions. However, little is known about what makes a good judge of personality in the world of online screening for recruitment. This study investigated the relationship between recruiters’ Big Five personality traits (extraversion, agreeableness, conscientiousness, openness to experience and neuroticism) and their ability to judge accurately candidates’ personality traits from their Facebook profiles. In particular, distinctive accuracy measures were employed which account for personality profile normativeness, or the degree to which applicants being rated are generally alike – an important limitation of earlier profile accuracy measures. Results from 456 university students who judged five actual Facebook profiles for which ‘true score’ estimates on personality traits were possible, revealed that recruiters were generally able to infer applicants’ personality traits from their Facebook profiles. However, recruiter personality was not an important factor in their judgement accuracy, neither when accuracy was operationalised as traditional profile accuracy measures, nor as distinctive accuracy.
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    When more is not better: understanding the potential nonlinear relationship between intelligence and rating accuracy
    (2022) Schade, Marizanne; de Kock, Francois
    Employers rely on judges or raters to accurately rate the potential or performance of candidates through interviews or assessment centre evaluations. As the judgment process places heavy demands on information processing, cognitive ability (of raters) is important to detect and interpret behavioural cues presented by those being rated. A consistent empirical finding is that intelligence is the strongest predictor of rating accuracy, but prior research has largely been based on linear models. However, researchers have yet to investigate whether these variables could be nonlinearly related. By studying nonlinear models in judgment and accuracy, we can not only deepen our understanding of the ‘good judge' in HRM, but we may further enhance methods to select and train raters in applied practice. This secondary research study re-analysed data from a prior published study to evaluate the relationship between rater intelligence and accuracy of interview ratings provided by 146 South African managers. The predictiveness of an ordinary least squares (OLS) linear regression model was compared to two nonlinear models (quadratic and cubic) to determine which statistical approach explained the most variance in rating accuracy scores. Findings provided further support of a linear relationship between intelligence and rating accuracy suggesting no quadratic or cubic interactions. Judges, therefore, produced more accurate ratings at higher levels of intelligence. Possible explanations of the findings include the sample size and task complexity. Study limitations and recommendations for future research are discussed in detail