Ivan T Robertson
Biographic Data
| ID | 1607196 |
|---|---|
| NAME | Ivan T Robertson |
| GIVEN NAMES | Ivan T |
| FAMILY NAME | Robertson |
| SIGNATURE | ROBERTSON I T |
| AFFILIATIONS | University of Manchester |
| VERIFIED | No |
| TOTAL WORKS | 16 |
| TOTAL CITATIONS | 38 |
| WORKS AS AUTHOR | 15 |
| WORKS AS EDITOR | 1 |
| FIRST PUBLICATION YEAR | 1978 |
| LATEST PUBLICATION YEAR | 2015 |
| H-INDEX | 4 |
Halo Effect
This is said to occur when people are assigned the same or similar ratings on different characteristics, (i.e., the ratings between the different characteristics are correlated).
Resilience training in the workplace from 2003 to 2014
Organizational Effectiveness
Older people's well-being as a function of employment, retirement, environmental characteristics and role preference
The life satisfaction and affective well-being of employed, unemployed and retired men and women aged between 50 and 74 were examined as a function of characteristics of their environment and the degree to which their current role was personally preferred. Early-retired and late-employed individuals had particularly high affective well-being. Role preference (e.g. to be in a job) was significantly associated with both indicators, with better well…
On the relationship between time management and time estimation
The study explores the relationship between people's self-report of the use of time management practices and estimates of task duration. The hypothesis is that those who are good time managers will be good at estimating how long a future task will take (expected); how long a previously executed task has taken (retrospective); and how long a task is taking while in process (prospective). In the expected setting results indicate that those who perc…
Time-Related Individual Differences
Postmodernism has brought about changing demands with respect to time in work organizations. While the impact of this has been given some attention at both the organizational and individual levels, far less has been given to a consideration of the extent to which individual differences might moderate the impact of such changes. In order to proceed with this line of enquiry it is necessary first to be able to measure individual differences related…
The Impact of Personnel Selection and Assessment Methods on Candidates
Evidence will be presented of the impact of the assessment and selection techniques used in a management development program in a major UK financial services organization. The assessment techniques involved are situational interviews and two different assessment centers. Drawing on a questionnaire study of 141 managers, data are presented concerning the impact of such techniques on organizational commitment and job and career withdrawal cognition…
The validity of situational interviews for administrative jobs
This study was conducted to determine the validity of situational interviews for making predictions of ratings of job performance and potential. The validation sample consisted of 63 candidates. The correlations of potential and performance with situational interview scores were statistically significant and both predictor and criterion measures showed acceptable levels of reliability. The study provides additional evidence on the validity of sit…
The psychometric properties and design of managerial assessment centres
Traditional assessment centre design involves the identification of a set of performance‐related traits (dimensions). These dimensions are used as a basis for the design of exercises and are used by assessors to rate candidates' performance. This paper examines the psychometric properties of four UK‐based assessment centres and, in particular, the extent to which the ratings produced by assessors demonstrate both convergent and discriminant valid…
Management selection in Britain
The results of a survey of the techniques used for managerial selection from 108 organizations in Great Britain are presented. The results reveal that, whilst the usage by large organizations of assessment centre type exercises and biodata is increasing, most organizations still select managers on the basis of interviews and references. It is argued that psychological research and theory should have a bigger impact on selection practice. The limi…
Work sample tests
Work sample tests are assigned to one of four categories: (i) psychomotor, (ii) individual, situational decision making, (iii) job‐related information and (iv) group discussion/decision making. Validity data drawn from over 60 studies are presented and show that psychomotor work sample tests and group discussions predict job performance relatively well when compared with more conventional forms of psychological testing, such as intelligence or pe…
Managing personnel and performance
Cognitive Complexity Neuroticism and Research Ability
S ummary . Students undertaking a particular form of postgraduate (PhD) research which involves collaboration between a university and an external organisation were given a small battery of psychological tests. Test scores were related to ratings of students provided by academic tutors. Students with better ratings displayed low to moderate complexity and low neuroticism. Rudimentary explanations of the results are suggested
An investigation of the constructs used by tutors to assess postgraduate students
The research reported here involved an attempt to explore the constructs that academics employ when making judgements about postgraduate students. Repertory grid techniques were used to elicit the constructs used by two experienced tutors who deal with large numbers of postgraduate research students in a variety of academic disciplines. A range of constructs was produced by each tutor and these are presented. Analysis revealed clusters of constru…
A study of trainability testing
Trainability testing is examined in the context of more general research on work‐sampling. Links between trainability testing and theoretical issues concerning point‐to‐point correspondence between predictor and criterion are discussed. Results of an experiment examining the value of trainability tests in six craft trades are presented. They indicate that, in general, the tests used exhibit acceptable levels of predictive validity over a 3 week f…
Relationships Between Learning Strategy, Attention Deployment and Personality
S ummary — The work reported involved detailed study of 14 students learning a large and complex body of subject matter. A specific aspect of learning strategy (the extent to which students developed their understanding on a broad or narrow front) was examined. In general the results support hypotheses predicting positive relationships between a broad strategy in learning, wide attention deployment, a flexible approach to problem‐solving and cogn…
Time-Related Individual Differences
Postmodernism has brought about changing demands with respect to time in work organizations. While the impact of this has been given some attention at both the organizational and individual levels, far less has been given to a consideration of the extent to which individual differences might moderate the impact of such changes. In order to proceed with this line of enquiry it is necessary first to be able to measure individual differences related…
Older people's well-being as a function of employment, retirement, environmental characteristics and role preference
The life satisfaction and affective well-being of employed, unemployed and retired men and women aged between 50 and 74 were examined as a function of characteristics of their environment and the degree to which their current role was personally preferred. Early-retired and late-employed individuals had particularly high affective well-being. Role preference (e.g. to be in a job) was significantly associated with both indicators, with better well…
On the relationship between time management and time estimation
The study explores the relationship between people's self-report of the use of time management practices and estimates of task duration. The hypothesis is that those who are good time managers will be good at estimating how long a future task will take (expected); how long a previously executed task has taken (retrospective); and how long a task is taking while in process (prospective). In the expected setting results indicate that those who perc…
The Impact of Personnel Selection and Assessment Methods on Candidates
Evidence will be presented of the impact of the assessment and selection techniques used in a management development program in a major UK financial services organization. The assessment techniques involved are situational interviews and two different assessment centers. Drawing on a questionnaire study of 141 managers, data are presented concerning the impact of such techniques on organizational commitment and job and career withdrawal cognition…
The validity of situational interviews for administrative jobs
This study was conducted to determine the validity of situational interviews for making predictions of ratings of job performance and potential. The validation sample consisted of 63 candidates. The correlations of potential and performance with situational interview scores were statistically significant and both predictor and criterion measures showed acceptable levels of reliability. The study provides additional evidence on the validity of sit…
Relationships Between Learning Strategy, Attention Deployment and Personality
S ummary — The work reported involved detailed study of 14 students learning a large and complex body of subject matter. A specific aspect of learning strategy (the extent to which students developed their understanding on a broad or narrow front) was examined. In general the results support hypotheses predicting positive relationships between a broad strategy in learning, wide attention deployment, a flexible approach to problem‐solving and cogn…
A study of trainability testing
Trainability testing is examined in the context of more general research on work‐sampling. Links between trainability testing and theoretical issues concerning point‐to‐point correspondence between predictor and criterion are discussed. Results of an experiment examining the value of trainability tests in six craft trades are presented. They indicate that, in general, the tests used exhibit acceptable levels of predictive validity over a 3 week f…
An investigation of the constructs used by tutors to assess postgraduate students
The research reported here involved an attempt to explore the constructs that academics employ when making judgements about postgraduate students. Repertory grid techniques were used to elicit the constructs used by two experienced tutors who deal with large numbers of postgraduate research students in a variety of academic disciplines. A range of constructs was produced by each tutor and these are presented. Analysis revealed clusters of constru…
Work sample tests
Work sample tests are assigned to one of four categories: (i) psychomotor, (ii) individual, situational decision making, (iii) job‐related information and (iv) group discussion/decision making. Validity data drawn from over 60 studies are presented and show that psychomotor work sample tests and group discussions predict job performance relatively well when compared with more conventional forms of psychological testing, such as intelligence or pe…
Managing personnel and performance
Cognitive Complexity Neuroticism and Research Ability
S ummary . Students undertaking a particular form of postgraduate (PhD) research which involves collaboration between a university and an external organisation were given a small battery of psychological tests. Test scores were related to ratings of students provided by academic tutors. Students with better ratings displayed low to moderate complexity and low neuroticism. Rudimentary explanations of the results are suggested
Management selection in Britain
The results of a survey of the techniques used for managerial selection from 108 organizations in Great Britain are presented. The results reveal that, whilst the usage by large organizations of assessment centre type exercises and biodata is increasing, most organizations still select managers on the basis of interviews and references. It is argued that psychological research and theory should have a bigger impact on selection practice. The limi…
The psychometric properties and design of managerial assessment centres
Traditional assessment centre design involves the identification of a set of performance‐related traits (dimensions). These dimensions are used as a basis for the design of exercises and are used by assessors to rate candidates' performance. This paper examines the psychometric properties of four UK‐based assessment centres and, in particular, the extent to which the ratings produced by assessors demonstrate both convergent and discriminant valid…
The validity of situational interviews for administrative jobs
This study was conducted to determine the validity of situational interviews for making predictions of ratings of job performance and potential. The validation sample consisted of 63 candidates. The correlations of potential and performance with situational interview scores were statistically significant and both predictor and criterion measures showed acceptable levels of reliability. The study provides additional evidence on the validity of sit…
The Impact of Personnel Selection and Assessment Methods on Candidates
Evidence will be presented of the impact of the assessment and selection techniques used in a management development program in a major UK financial services organization. The assessment techniques involved are situational interviews and two different assessment centers. Drawing on a questionnaire study of 141 managers, data are presented concerning the impact of such techniques on organizational commitment and job and career withdrawal cognition…
On the relationship between time management and time estimation
The study explores the relationship between people's self-report of the use of time management practices and estimates of task duration. The hypothesis is that those who are good time managers will be good at estimating how long a future task will take (expected); how long a previously executed task has taken (retrospective); and how long a task is taking while in process (prospective). In the expected setting results indicate that those who perc…
Time-Related Individual Differences
Postmodernism has brought about changing demands with respect to time in work organizations. While the impact of this has been given some attention at both the organizational and individual levels, far less has been given to a consideration of the extent to which individual differences might moderate the impact of such changes. In order to proceed with this line of enquiry it is necessary first to be able to measure individual differences related…
Older people's well-being as a function of employment, retirement, environmental characteristics and role preference
The life satisfaction and affective well-being of employed, unemployed and retired men and women aged between 50 and 74 were examined as a function of characteristics of their environment and the degree to which their current role was personally preferred. Early-retired and late-employed individuals had particularly high affective well-being. Role preference (e.g. to be in a job) was significantly associated with both indicators, with better well…
Organizational Effectiveness
Halo Effect
This is said to occur when people are assigned the same or similar ratings on different characteristics, (i.e., the ratings between the different characteristics are correlated).
Resilience training in the workplace from 2003 to 2014
Psychology (12 works) · Social Psychology (11 works) · Computer Science (8 works) · Applied Psychology (6 works) · Cognition (4 works) · Personality (4 works) · Developmental psychology (3 works) · Job Satisfaction and Organizational Behavior (3 works) · Situational ethics (3 works) · Social Psychology (3 works)