TY - JOUR
T1 - Through the eyes of the assessor
T2 - Research into similar-to-me effects on Assessment Center scores of culturally diverse applicants
AU - de Meijer, Lonneke A. L.
AU - Born, Marise Ph.
AU - Jongerling, Joran J.
AU - van der Molen, Henk T.
PY - 2021/6
Y1 - 2021/6
N2 - Research by McCarthy et al. (2010) and Sacco et al. (2003) found no effect of demographic similarity between assessor and applicant on scores given on the employment interview. Both studies used hierarchical linear modeling (HLM). Using a similar HLM approach, the present study explored the effect of similarity on ratings given to native Dutch applicants and applicants with a migration background during police officer selection on another frequently used personnel selection instrument, namely the assessment center (AC). More specifically, we investigated the similar-to-me effect of demographic similarity (i.e., cultural similarity between assessor and applicant), and perceived similarity (i.e., similarity regarding specific cultural groups as considered by the assessor) on the AC ratings. Demographic similar-to-me was found to be related to Agency scores of native applicants and applicants with a migration background, but not to Communion scores. Perceived similar-to-me did not have an effect on ratings given on the AC (i.e., Agency and Communion). In general, the effect sizes were very small (R-2 < .015). Therefore, no evidence was found for (dis)similarity differentially affecting evaluations of culturally diverse applicants during the AC, which replicates and extends McCarthy et al.'s and Sacco et al.'s previous research.
AB - Research by McCarthy et al. (2010) and Sacco et al. (2003) found no effect of demographic similarity between assessor and applicant on scores given on the employment interview. Both studies used hierarchical linear modeling (HLM). Using a similar HLM approach, the present study explored the effect of similarity on ratings given to native Dutch applicants and applicants with a migration background during police officer selection on another frequently used personnel selection instrument, namely the assessment center (AC). More specifically, we investigated the similar-to-me effect of demographic similarity (i.e., cultural similarity between assessor and applicant), and perceived similarity (i.e., similarity regarding specific cultural groups as considered by the assessor) on the AC ratings. Demographic similar-to-me was found to be related to Agency scores of native applicants and applicants with a migration background, but not to Communion scores. Perceived similar-to-me did not have an effect on ratings given on the AC (i.e., Agency and Communion). In general, the effect sizes were very small (R-2 < .015). Therefore, no evidence was found for (dis)similarity differentially affecting evaluations of culturally diverse applicants during the AC, which replicates and extends McCarthy et al.'s and Sacco et al.'s previous research.
KW - Assessment center
KW - Cultural diversity
KW - Demographic similarity
KW - Perceived similarity
KW - Personnel selection
UR - https://www.webofscience.com/api/gateway?GWVersion=2&SrcApp=wosstart_imp_pure20230417&SrcAuth=WosAPI&KeyUT=WOS:000784494400005&DestLinkType=FullRecord&DestApp=WOS_CPL
U2 - 10.5117/G&O2021.2.005.MEIJ
DO - 10.5117/G&O2021.2.005.MEIJ
M3 - Article
SN - 0921-5077
VL - 34
SP - 270
EP - 296
JO - Gedrag en Organisatie
JF - Gedrag en Organisatie
IS - 2
ER -