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Through varying personnel selection methods, corporations have obtained suitable employees. In the public, corporations use numerological ways to select employees can not to announce. This paper is to collect opinions of numerologists and corporations who have had the experience of use numerological ways to select employees, and to understand that selection by using numerological ways whether effects or not. The examination is done by analyzing tests materials collected from numerologists and corporations who have had the experience of use numerological ways to select employees. This research finds potential interviewers by leave messages at numerological websites. During interview, there is no job seeker has experience of numerological ways selection be find. Opinions of numerologists and corporations who have had the experience of use numerological ways to select employees are classified into two categories. Numerologists and corporations who have had the experience of use numerological ways to select employees think select employees by numerological way can be used. They think can screening job seeker¡¦s resume by Zewei numerology, Horoscope and blood type, and using Face reading in interview.

This study examined variables that may influence managers’ perceptions of the need for and benefits of training and promoting older workers. Age conceptualization, worker gender, tender-mindedness, openness to values, and emotional intelligence were predicted to affect the relationship between worker age and the probability and perceived benefits of training and promoting older workers. Approximately 500 working professionals read one of four training and promotion vignettes and provided training probability ratings, training benefits ratings, promotion probability ratings, and promotion benefits ratings in order to test twenty-four hypotheses. Results provided evidence that both worker age and the way in which age was conceptualized affected the extent to which workers were recommended for training as well as the perceived benefits of training workers. It was also found that worker age and the way in which age was conceptualized affected the extent to which workers were recommended for promotions and the perceived benefits of doing so. Of the individual characteristics studied, openness to values was found to act as a moderator of the relationship between age conceptualization and the extent to which older workers were recommended for a promotion and the relationship between age conceptualization and the perceived benefits of promoting older workers. Findings from this study suggest that organizations that wish to protect older workers from discrimination should make decision-makers aware of the influence of age conceptualizations on the salience of older worker stereotypes. By being cognizant of individual raters’ levels of the personality characteristics examined in this study, organizations can create decision-making teams that are not only representative in terms of demographic characteristics (i.e. race, gender, age, etc.) but also diverse in terms of personality composition. Additionally, organizations that wish to decrease discrimination against older workers should take care to create guidelines and procedures for training and promotion decisions that systematically reduce the opportunities for older worker stereotypes to influence outcomes.

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Master of Science / Department of Psychological Sciences / Christopher Lake / While hiring decisions are a frequent organizational occurrence that can substantially impact the decision maker, the organization, and/or society as a whole, employees do not always make optimal hiring decisions. This failure to make optimal decisions may occur because employees do not utilize deliberative processes (e.g., systematically gathering information, evaluating choice alternatives, taking time to decide etc.). Accordingly, the goal of the present study was to propose an integrative model of some antecedents and consequences of deliberative decision making within personnel selection. Data gathered from 322 hiring managers indicated that when managers felt accountable for their hiring decisions and possessed a deliberative decision making style, they were more likely to report making hiring decisions in a deliberative manner. This use of deliberation was, in turn, associated with high quality decisions (i.e., low regret, high satisfaction, and high performance ratings of the person that was hired). The results also indicated the relationship between accountability and decision quality was mediated by deliberative processes. These findings were consistent across multiple hiring decisions. Importantly, these results did not emerge when intuitive processes/style were examined. Collectively, these results help establish the ecological validity of various theories of decision making and specify that deliberative processes are associated with high quality selection decisions. These results can be leveraged by organizations who are interested in encouraging employees to utilize deliberative processes. Given the benefits of deliberative processes, these results may also be leveraged by workers who are interested in achieving higher task performance in their jobs.

More than 80 years ago, researchers and practitioners first recognized that applicants may be motivated to fake their responses to pre-employment personality tests to improve their chances of securing employment (Zickar & Gibby, 2006). Although we have learned much about faking over the ensuing decades, we still know very little about the situational or individual factors that influence applicants’ motivation to fake. In this dissertation, I evaluated several situational and individual variables to determine the degree to which they work independently and jointly to influence responses to a personality test. Study 1 examined the impact of 12 situational variables on faking intentions. The desirability of the job, warning applicants that their responses would be verified, warning applicants that faking will result in their removal from the applicant pool, and the number of other available job opportunities were found to have strong effects on faking intentions. In Studies 2 and 3, these variables were examined in experiments with a sample of undergraduate students and a sample of job seekers to determine if, and how, these variables interact to influence faking. In both studies, significant higher-order interactions were found among the variables in predicting intentions to fake. It appeared that test takers did take into account the desirability of the job, warnings against faking and the number of other job opportunities in deciding whether faking would be a prudent test-taking strategy, although the results were not entirely consistent across the two studies. Study 3 also utilized expectancy theory to attempt to explain the effects of the situational and individual difference variables on intentions to fake. Expectancy, instrumentality and valence perceptions were significant predictors of intentions to fake, however, job desirability, the perception of negative consequences for faking and the number of job opportunities were not strongly related to expectancy, instrumentality and valence. Studies 2 and 3 also demonstrated that the trait of honesty-humility was negatively related to test takers’ intentions to fake. These three studies provide some empirical support for existing models of faking and enhance the understanding of the antecedents of the motivation to fake on pre-employment personality assessments.