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Attitudes Toward Holistic and Mechanical Judgment in Employee Selection: Role of Error Rate and False Positive and False Negative Error

Yankelevich, Maya
http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1269269662

Abstract Details

2010, Doctor of Philosophy (Ph.D.), Bowling Green State University, Psychology/Industrial-Organizational.
The overwhelming evidence in the literature favors mechanical judgment over holistic when making selection predictions. To date, no research has examined how the risk of error and the type of error in employee selection may impact attitudes toward holistic and mechanical judgment. Applying the principles of Error Management Theory (Haselton & Nettle, 2006), the goal of this research was to understand how the likelihood of specific types of selection errors (false positives versus false negatives) and the risk of these errors influence people’s attitudes toward holistic and mechanical judgment. Error rate (10% versus 40%) and type of error were investigated experimentally. A sample of 323 working adults took part in an experiment where they assumed the role of head of Human Resources for a large organization. Results of a fully crossed between-subjects design indicated an effect of error rate, but no effect of type of error on Perceived Usefulness of the selection procedure. There were also no interaction effects of judgment approach (holistic versus mechanical) and error rate or type of error. With the exploratory variable Perceived Legality, there was no effect of error rate, but there was an effect of type of error. The selection procedure was perceived to be less legal when false negative error was emphasized, as opposed to when false positive error was emphasized. Implications of these findings and future directions are discussed.
Scott Highhouse, PhD (Advisor)
Milton Hakel, PhD (Committee Member)
Devin McAuley, PhD (Committee Member)
Amelia Carr, PhD (Committee Member)
76 p.
Occupational Psychology; Organizational Behavior; Psychology
employee selection; mechanical judgment; holistic judgment; error rate; false positive error; false negative error; Error Management Theory

Recommended Citations

Citations

  • Yankelevich, M. (2010). Attitudes Toward Holistic and Mechanical Judgment in Employee Selection: Role of Error Rate and False Positive and False Negative Error [Doctoral dissertation, Bowling Green State University]. OhioLINK Electronic Theses and Dissertations Center. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1269269662

    APA Style (7th edition)

  • Yankelevich, Maya. Attitudes Toward Holistic and Mechanical Judgment in Employee Selection: Role of Error Rate and False Positive and False Negative Error. 2010. Bowling Green State University, Doctoral dissertation. OhioLINK Electronic Theses and Dissertations Center, http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1269269662.

    MLA Style (8th edition)

  • Yankelevich, Maya. "Attitudes Toward Holistic and Mechanical Judgment in Employee Selection: Role of Error Rate and False Positive and False Negative Error." Doctoral dissertation, Bowling Green State University, 2010. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1269269662

    Chicago Manual of Style (17th edition)

bgsu1269269662
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© 2010, all rights reserved.
This open access ETD is published by Bowling Green State University and OhioLINK.