by Wera Aretz
Over the last ten years, personnel-psychological questions have continuously gained on importance in research and in practice. The key reasons for this have been the changing demands on employees as part of a globalized economy, demographic transformations and the resulting consequences for organizations (e.g., Achouri, 2010; Kühlmann & Stahl, 2001; Roth, Wegge & Schmidt, 2007) as well as technological innovations and advancements in professional practice (e.g., Steiner, 2009). Current demands on I/O psychologists mainly consist in examining the impact of changing conditions on individuals and in assessing risks and opportunities, arising from the utilization of new technologies (e.g. Bürg & Mandl, 2005; Göritz & Moser, 2002 ; Wegge & Bipp, 2004).
This issue of Personnel Psychology Journal of Business and Media Psychology addresses the classic issues of aptitude assessment and possible distortions in diagnostic processes as well as the effect of new media in Personnel Psychology. Contributions deal with classic areas of the discipline: personnel selection using digital and analog procedures, choice of profession and career development as well as productive work behavior and performance.
The first study by Udo Konrad, Sebastian Syperek, and Guido Hertel focuses on the issue of “faking” (i.e., distortion of diagnostic findings) in web-based methods. The authors investigate to what extent internet-based personality surveys can be ”faked” by prospective job candidates.
The second article by Stefan Krumm, Joachim Hüffmeier, Frank Dietz, André Findeisen, and Christian Dries takes a closer look at performance-based instruments in personnel selection. To bridge the gap between diagnostic utility and the low acceptance of IQ tests in practice, the research group developed and validated a performance test with the aim of producing content more closely related to the work context.
In the third article, Nikolay Kolev and Uwe Peter Kanning turn their attention to ?the influence of visual, nonverbal information in assessing the personality of a dialog partner. The relevance of the results is discussed for external recruitment as well as for staff development.
The study by Simon Hahnzog deals with the personnel-psychological topic of career choice and development in employees. The study employs a qualitative design to examine the influence of changes in professional status and roles on the development of personality in young workers.
The study by Claudia Gerhardt, Abeku Annan beaver, Karolin Burmann, Johanna Gundlach and Svenja Fiedler takes an introspective look at the interface between staff and company. Specifically, this working group examines the psychological conditions of voluntary work commitments and discusses possible consequences for personnel selection.
Finally, we want to point out a new change in the Journal of Business and Media Psychology In the future, we would like to offer young scientists a forum for publishing excellent pieces of scientific work (bachelor or master theses). For the first time, starting with this issue, we are debuting a thesis, authored by Jennifer Pommerein. Her study sheds light on the topic of e-recruiting and examines predisposing personality characteristics and attitudes of candidates that can lead to an increased willingness to use electronic application processes such as e-mail and online application forms.
Achouri, C. (2010). Recruiting und Placement. Methoden und Instrumente der Personalauswahl und –platzierung (2. Aufl.). Wiesbaden: Gabler.
Bürg, O. & Mandl, H. (2005). Akzeptanz von E-Learning in Unternehmen. Zeitschrift für Personalpsychologie, 4, 75-85.
Göritz, A. S. & Moser, K. (2002). Personalmarketing im Internet – Eine Untersuchung des Auftritts der 100 größten deutschen Unternehmen. Zeitschrift für Personalpsychologie, 1, 141-148.
Kühlmann, T. M. & Stahl, G. K. (2001). Problemfelder des internationalen Personaleinsatzes. In H. Schuler (Hrsg.). Lehrbuch der Personalpsychologie (S. 533-557). Göttingen: Hogrefe.
Roth, C., Wegge, J. & Schmidt, K.-H. (2007). Konsequenzen des demographischen Wandels für das Management von Humanressourcen. Zeitschrift für Personalpsychologie, 6, 99-116.
Steiner, H. (2009). Online-Assessment. Grundlagen und Anwendung von Online-Tests in der Unternehmenspraxis. Berlin: Springer.
Wegge, J. & Bipp, T. (2004). Videokonferenzen in Organisationen: Chancen, Risiken und personalpsychologisch relevante Anwendungsfelder. Zeitschrift für Personalpsychologie, 3, 95-111.