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Journal ArticleDOI: 10.1080/1359432X.2020.1746827

Gamified or traditional situational judgement test? A moderated mediation model of recommendation intentions via organizational attractiveness

04 Mar 2021-European Journal of Work and Organizational Psychology (Routledge)-Vol. 30, Iss: 2, pp 240-250
Abstract: Recently, gamification and gamified assessment methods have attracted increasing attention among both scholars and practitioners in recruitment and selection. However, little is known about the rol...

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6 results found

Open accessJournal ArticleDOI: 10.1017/SJP.2021.6
Ioannis Nikolaou1Institutions (1)
Abstract: We explore a number of new developments in the field of employee recruitment and selection with a focus on recent technological developments. We discuss examples of technological developments across the four stages of the recruitment and selection process. In the attraction stage we discuss how on-line/internet recruitment and especially social networking websites have changed dramatically the focus of attracting candidates effectively. In the next stage of screening, we discuss how cybervetting and applicant tracking systems offer opportunities but also threats for recruiters and candidates. In the third stage of employee selection, we focus especially on two new selection methods; the asynchronous/digital interview and gamification/games-based assessment, along with the critical role and impact applicant reactions have on the selection process. Finally, we briefly discuss the main technological developments in on-boarding and socialization, and we conclude with a few suggestions for future research in this field.

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4 Citations

Open accessProceedings ArticleDOI: 10.24251/HICSS.2021.161
05 Jan 2021-
Abstract: Human resources departments have embraced the use of technology to incorporate game-based approaches (GBA) to encourage potential applicants to apply for open positions and to select employees among qualified candidates. We examine the academic literature on the use of serious games, game-inspired design, game-like simulations, gamification, and other GBA used to support recruitment and selection activities. Based on our review of 35 articles, we describe the state of research related to GBA for recruitment and selection, including theoretical foundations, targeted outcomes, and game design elements examined or discussed within this literature. Based on our systematic review of the literature, we identify opportunities for future research related to GBA in recruitment and selection of employees.

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1 Citations

Proceedings ArticleDOI: 10.1109/ICOICT52021.2021.9527499
Mageswaran Sanmugam1Institutions (1)
03 Aug 2021-
Abstract: Sustaining the interest level of students in any form of technology-based learning poses a significant challenge. Infusion of any tech-based elements into learning may not be sufficient for Generation-Z students, whose lives revolve around technology. Although gamification, game elements in non-gaming contexts are more comfortable being implemented by ordinary people with no tech-based knowledge. Nevertheless, in the context of learning, the sustainability of the game elements needs to be identified. Therefore, mixed-method research was conducted on 28 students aged 13 years old from an urban school in Malaysia for 14 weeks. The students were introduced to a gamified learning method that infused gamification elements in the traditional classroom and the online classroom. The game elements tested were points, badges, and leader boards. Students were taught two separate topics in the Malaysian Science syllabus using gamified learning to ensure the students' continuity effects. Upon completion, the game elements' final tally was assessed and supported by the interview feedback from the top 3 students from each game element. Based on the findings, gamified learning with game elements helped reduced boredom and using technology made learning fun. Although some respondents shared the fear of complacency of using games in learning, the mixed response was reported to the preferred type of game elements or type of learning that suits the game elements.

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Topics: Learning environment (61%)


80 results found

Open accessBook
Andrew F. Hayes1Institutions (1)
06 May 2013-
Abstract: I. FUNDAMENTAL CONCEPTS 1. Introduction 1.1. A Scientist in Training 1.2. Questions of Whether, If, How, and When 1.3. Conditional Process Analysis 1.4. Correlation, Causality, and Statistical Modeling 1.5. Statistical Software 1.6. Overview of this Book 1.7. Chapter Summary 2. Simple Linear Regression 2.1. Correlation and Prediction 2.2. The Simple Linear Regression Equation 2.3. Statistical Inference 2.4. Assumptions for Interpretation and Statistical Inference 2.5. Chapter Summary 3. Multiple Linear Regression 3.1. The Multiple Linear Regression Equation 3.2. Partial Association and Statistical Control 3.3. Statistical Inference in Multiple Regression 3.4. Statistical and Conceptual Diagrams 3.5. Chapter Summary II. MEDIATION ANALYSIS 4. The Simple Mediation Model 4.1. The Simple Mediation Model 4.2. Estimation of the Direct, Indirect, and Total Effects of X 4.3. Example with Dichotomous X: The Influence of Presumed Media Influence 4.4. Statistical Inference 4.5. An Example with Continuous X: Economic Stress among Small Business Owners 4.6. Chapter Summary 5. Multiple Mediator Models 5.1. The Parallel Multiple Mediator Model 5.2. Example Using the Presumed Media Influence Study 5.3. Statistical Inference 5.4. The Serial Multiple Mediator Model 5.5. Complementarity and Competition among Mediators 5.6. OLS Regression versus Structural Equation Modeling 5.7. Chapter Summary III. MODERATION ANALYSIS 6. Miscellaneous Topics in Mediation Analysis 6.1. What About Baron and Kenny? 6.2. Confounding and Causal Order 6.3. Effect Size 6.4. Multiple Xs or Ys: Analyze Separately or Simultaneously? 6.5. Reporting a Mediation Analysis 6.6. Chapter Summary 7. Fundamentals of Moderation Analysis 7.1. Conditional and Unconditional Effects 7.2. An Example: Sex Discrimination in the Workplace 7.3. Visualizing Moderation 7.4. Probing an Interaction 7.5. Chapter Summary 8. Extending Moderation Analysis Principles 8.1. Moderation Involving a Dichotomous Moderator 8.2. Interaction between Two Quantitative Variables 8.3. Hierarchical versus Simultaneous Variable Entry 8.4. The Equivalence between Moderated Regression Analysis and a 2 x 2 Factorial Analysis of Variance 8.5. Chapter Summary 9. Miscellaneous Topics in Moderation Analysis 9.1. Truths and Myths about Mean Centering 9.2. The Estimation and Interpretation of Standardized Regression Coefficients in a Moderation Analysis 9.3. Artificial Categorization and Subgroups Analysis 9.4. More Than One Moderator 9.5. Reporting a Moderation Analysis 9.6. Chapter Summary IV. CONDITIONAL PROCESS ANALYSIS 10. Conditional Process Analysis 10.1. Examples of Conditional Process Models in the Literature 10.2. Conditional Direct and Indirect Effects 10.3. Example: Hiding Your Feelings from Your Work Team 10.4. Statistical Inference 10.5. Conditional Process Analysis in PROCESS 10.6. Chapter Summary 11. Further Examples of Conditional Process Analysis 11.1. Revisiting the Sexual Discrimination Study 11.2. Moderation of the Direct and Indirect Effects in a Conditional Process Model 11.3. Visualizing the Direct and Indirect Effects 11.4. Mediated Moderation 11.5. Chapter Summary 12. Miscellaneous Topics in Conditional Process Analysis 12.1. A Strategy for Approaching Your Analysis 12.2. Can a Variable Simultaneously Mediate and Moderate Another Variable's Effect? 12.3. Comparing Conditional Indirect Effects and a Formal Test of Moderated Mediation 12.4. The Pitfalls of Subgroups Analysis 12.5. Writing about Conditional Process Modeling 12.6. Chapter Summary Appendix A. Using PROCESS Appendix B. Monte Carlo Confidence Intervals in SPSS and SAS

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Topics: Moderated mediation (62%), Regression analysis (57%), Mediation (statistics) (57%) ... show more

26,130 Citations

Journal ArticleDOI: 10.1057/JORS.1994.16
Abstract: (1994). Multiple Regression: Testing and Interpreting Interactions. Journal of the Operational Research Society: Vol. 45, No. 1, pp. 119-120.

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11,971 Citations

Journal ArticleDOI: 10.2307/1882010
Michael Spence1Institutions (1)
Abstract: Publisher Summary This chapter discusses job market signaling. The term market signaling is not exactly a part of the well-defined, technical vocabulary of the economist. The chapter presents a model in which signaling is implicitly defined and explains its usefulness. In most job markets, the employer is not sure of the productive capabilities of an individual at the time he hires him. The fact that it takes time to learn an individual's productive capabilities means that hiring is an investment decision. On the basis of previous experience in the market, the employer has conditional probability assessments over productive capacity with various combinations of signals and indices. This chapter presents an introduction to Spence's more extensive analysis of market signaling.

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Topics: Productive capacity (54%), Signaling game (52%)

10,838 Citations

Journal ArticleDOI: 10.1111/J.1744-6570.1996.TB01790.X
Amy L. Kristof1Institutions (1)
Abstract: This article presents a comprehensive definition and conceptual model of person-organization fit that incorporates supplementary as well as complementary perspectives on fit. To increase the precision of the construct's definition, it is also distinguished from other forms of environmental compatibility, silch as person-group and person-vocation fit. Once defined, commensurate measurement as it relates to supplementary and complementary fit is discussed and recommendations are offered regarding the necessity of its use. A distinction is made between the direct measurement of perceived fit and the indirect measurement of actual person-organization fit, using both cross- and individual-level techniques, and the debate regarding differences scores is reviewed. These definitional and measurement issues frame a review of the existing literature, as well as provide the basis for specific research propositions and suggestions for managerial applications.

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Topics: Person–environment fit (58%)

3,721 Citations