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Does Selection Measure Scoring Influence Motivation: One size fits all?
Author(s) -
Roch Sylvia G.,
Mishra Vipanchi,
Trombini Eugene
Publication year - 2014
Publication title -
international journal of selection and assessment
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 0.812
H-Index - 61
eISSN - 1468-2389
pISSN - 0965-075X
DOI - 10.1111/ijsa.12054
Subject(s) - psychology , selection (genetic algorithm) , social psychology , test (biology) , cognition , procedural justice , measure (data warehouse) , economic justice , applied psychology , perception , paleontology , neoclassical economics , database , artificial intelligence , neuroscience , computer science , economics , biology
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.