Research article
Does Selection Measure Scoring Influence Motivation: One size fits all?
Sylvia G. Roch; Vipanchi Mishra; Eugene Trombini
International Journal of Selection and Assessment • 2014
Abstract
Current theories of applicant motivation do not take the scoring of the selection measure into account. We propose that selection measures scored objectively versus using ratings have different motivational antecedents and consequences than selection measures scored using performance ratings. Results from two studies indicated differences between a cognitive ability test (scored objectively) and both an interview and written role-play (scored using ratings) regarding the amount of self-reported motivation, factors related to motivation (i.e., procedural justice, perceived performance, and perceived influence), and the relationship between motivation and performance. Both perceived performance and procedural justice were related to motivation across selection measures but only procedural justice was equally important. Perceived influence was only related to motivation regarding the interview. Motivation predicted performance only on the cognitive ability test. Thus, it appears that how a selection measure will be scored should be taken into account when investigating applicant motivation.
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Extracted by meta-factory
Models (3)
Basic Test Perceptions Model
evidence: MediumMotivation • Performance
Primary factors
Test PerceptionsMotivationAnxietyField domains
I-O PsychologyUpdated Model of Applicant Reactions
evidence: MediumMotivation • Performance
Primary factors
Applicant ReactionsMotivationField domains
I-O PsychologyVIE Theory
evidence: HighMotivation • Performance
Primary factors
ValenceInstrumentalityExpectancyField domains
I-O Psychology
Instruments (4)
Rater Motivation Measure
format: likertdeveloper: Hedge and Teachout
Constructs
Participant Motivationreliability: Cronbach's alpha for cognitive ability = .81; written role-play = .85; interview = .87
Procedural Justice Measure
format: likertdeveloper: Colquitt
Constructs
Procedural Justicereliability: Cronbach's alpha for cognitive ability = .86; written role-play = .83; interview = .81
Perceived Influence Measure
format: likertdeveloper: Authors
Constructs
Perceived InfluenceSelf-assessed Performance Measure
format: likertdeveloper: Adapted from Sanchez et al.
Constructs
Self-assessed Performance
Constructs (4)
Applicant Motivation
MOT_001The level of effort and enthusiasm an applicant is willing to exert in the context of selection measures.
Domains
MotivationPerformance ManagementLinked models
VIE TheoryBasic Test Perceptions ModelMotivation levels differ based on the type of selection measure, with less objectively scored measures being more motivating.
Procedural Justice
JUS_002The perceived fairness of the procedures used to arrive at decisions, such as hiring or promotion.
Domains
Ethics & ValuesDecision-Making & JudgmentLinked models
Leventhal's Criteria for Procedural JusticeProcedural justice perceptions are influenced by the objectivity of the selection measure.
Perceived Influence
INF_003The extent to which applicants believe they can affect the outcome of a selection measure.
Domains
MotivationDecision-Making & JudgmentLinked models
VIE TheoryPerceived influence is higher for selection measures scored using ratings than for those scored objectively.
Self-Assessed Performance
PER_004An individual's own evaluation of how well they performed on a selection measure.
Domains
Performance ManagementMotivationLinked models
VIE TheorySelf-assessed performance is higher on selection measures scored using ratings than on those perceived to be more objectively scored.
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