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An Evaluation of Test-Taking Performance in a Selection Context Through Motivational Mechanisms and Job-Relatedness Perceptions

Wise, Shelby
http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1509628823852464

Abstract Details

2017, Master of Arts (MA), Bowling Green State University, Psychology/Industrial-Organizational.
Applicant reactions researchers have posited that perceptions of test fairness may have a direct affect on applicant motivation and test performance thus diminishing test validity as was proposed in the Justice Theory Framework Perspective. The Justice Theory Framework Perspective describes how situational characteristics inform perceptions of ten procedural justice rules which, in turn, contribute to fairness perceptions and more distally reactions during hiring, reactions after hiring, and applicant self-perceptions. Despite the commentary pertaining to this potential model, at this time, few researchers have empirically tested the aforementioned proposition regarding applicant reactions and test validity. To address this gap, this study investigated the relationship between the perceived job-relatedness of selection assessments and test performance through changes in test-taking self-efficacy and test motivation. Additionally, this model was tested while controlling for individual differences related to achievement (i.e. Conscientiousness and generalized self-efficacy). Results of this study indicate that perceptions of job-relatedness vary by selection test used (i.e. personality test, cognitive ability test, and situational judgment test) and that job-relatedness is significantly related to perceptions of overall process fairness. The model evaluated was also supported wherein job-relatedness predicted test performance through changes in self-efficacy and more distally test motivation. The findings suggest that the applicant reactions-performance relationship may be important in terms of testing proficiency and selection outcomes. Implications of these findings and recommendations for future research are further described.
Clare Barratt, PhD (Advisor)
Eric Dubow, PhD (Committee Member)
Scott Highhouse, PhD (Committee Member)
80 p.
Psychology
Applicant Reactions; Selection; Psychology

Recommended Citations

Citations

  • Wise, S. (2017). An Evaluation of Test-Taking Performance in a Selection Context Through Motivational Mechanisms and Job-Relatedness Perceptions [Master's thesis, Bowling Green State University]. OhioLINK Electronic Theses and Dissertations Center. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1509628823852464

    APA Style (7th edition)

  • Wise, Shelby. An Evaluation of Test-Taking Performance in a Selection Context Through Motivational Mechanisms and Job-Relatedness Perceptions. 2017. Bowling Green State University, Master's thesis. OhioLINK Electronic Theses and Dissertations Center, http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1509628823852464.

    MLA Style (8th edition)

  • Wise, Shelby. "An Evaluation of Test-Taking Performance in a Selection Context Through Motivational Mechanisms and Job-Relatedness Perceptions." Master's thesis, Bowling Green State University, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1509628823852464

    Chicago Manual of Style (17th edition)

bgsu1509628823852464
662
© 2017, some rights reserved.Creative Commons License An Evaluation of Test-Taking Performance in a Selection Context Through Motivational Mechanisms and Job-Relatedness Perceptions by Shelby Wise is licensed under a Creative Commons Attribution-NonCommercial-NoDerivs 3.0 Unported License. Based on a work at etd.ohiolink.edu.
This open access ETD is published by Bowling Green State University and OhioLINK.