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CrossCross--Cultural Perspectives onCultural Perspectives onPsychosocial Issues of HumanitarianPsychosocial Issues of HumanitarianStaff CareStaff Care
“SELECTION & ASSESSMENT IN A“SELECTION & ASSESSMENT IN ACROSS CULTURAL CONTEXT”CROSS CULTURAL CONTEXT”
1616thth –– 1717thth November, 2004November, 2004
SELECTION OF STAFF FOR CROSS-CULTURAL WORK
By D.FLORESBy D.FLORESR. VERBOONR. VERBOON
CAREER FOCUS Victoria Pty LtdCAREER FOCUS Victoria Pty Ltd
OUTLINEOUTLINE
ContextContextPurposePurposeThe Selection Model & ProcessThe Selection Model & ProcessJob AnalysisJob AnalysisLiterature ReviewLiterature ReviewCompetency ProfilingCompetency ProfilingSelection MethodsSelection MethodsPsychologists RolePsychologists RoleFinal ThoughtsFinal Thoughts
CONTEXTCONTEXTGlobalisation of work and worker movement has Globalisation of work and worker movement has placed new demands on selection procedures and placed new demands on selection procedures and measurement instruments measurement instruments
Many companies base their selection decisions Many companies base their selection decisions purely on technical competencepurely on technical competence ((AryeeAryee, 1997 , 1997 cited Hough & Oswald, 2000) and do not typically cited Hough & Oswald, 2000) and do not typically evaluate the crossevaluate the cross--cultural aspectscultural aspects
Selection and management practices impact upon Selection and management practices impact upon subsequent job performance, intercultural subsequent job performance, intercultural adjustment (Parker & adjustment (Parker & McEvoyMcEvoy, 1993) and , 1993) and psychological wellbeingpsychological wellbeing
PURPOSEPURPOSESelection and training based on competencies Selection and training based on competencies specific to cross cultural work to:specific to cross cultural work to:•• Identify candidates likely to meet Identify candidates likely to meet positionposition
requirementsrequirements in a crossin a cross--cultural setting cultural setting •• Reduce costsReduce costs of expatriate assignment failure of expatriate assignment failure
(Nicholls, Rothstein & Bourne, 1992)(Nicholls, Rothstein & Bourne, 1992)•• Minimise riskMinimise risk of adverse consequences for of adverse consequences for
employees in humanitarian work by assessing employees in humanitarian work by assessing psychological health, coping mechanisms and psychological health, coping mechanisms and motivations (motivations (EhrenreichEhrenreich, 2004) , 2004)
•• Reduce high expatriate failure rateReduce high expatriate failure rate of between of between 15% and 40% (15% and 40% (ShackletonShackleton & Newell, 1997 cited & Newell, 1997 cited in Hough & Oswald, 2000)in Hough & Oswald, 2000)
SELECTION MODEL & PROCESSSELECTION MODEL & PROCESS
EVALUATE THE SELECTION PROCESS
Further Psychometric Assessment & Behavioural Interviews
Cognitive Ability
Yes/No QuestionsQualitative Questions
Design Selection Methodology
Online Screening
Assessment Centre
Final Client Interview
Reference Checking
Hiring Decision
Online Psychometric Assessment
Strategic Job Analysis
JOB ANALYSISJOB ANALYSIS
Interview key job experts regarding tasks Interview key job experts regarding tasks and the knowledge, skills and abilities and the knowledge, skills and abilities required to perform themrequired to perform themObserve workers on the job (if possible)Observe workers on the job (if possible)Review current job descriptionReview current job descriptionExamine Industry StandardsExamine Industry StandardsComprehensive review of academic Comprehensive review of academic research literature and other industry research literature and other industry relevant informationrelevant information
Literature Review: Predictors Of Literature Review: Predictors Of CrossCross--cultural Success cultural Success
Global CriteriaGlobal CriteriaHough & Oswald (2000)Hough & Oswald (2000)•• Interpersonal skill Interpersonal skill •• OpenOpen--mindednessmindedness•• AdaptabilityAdaptability
Harvey, Harvey, NovicevicNovicevic & & KiesslingKiessling (2002)(2002)•• Empathy, respect, flexibility, tolerance, initiative, openEmpathy, respect, flexibility, tolerance, initiative, open--
mindedness, sociabilitymindedness, sociability•• Positive selfPositive self--imageimage•• Interest in local cultureInterest in local culture•• Cultural adaptabilityCultural adaptability•• Previous cultural assignments and extensive foreign Previous cultural assignments and extensive foreign
traveltravel•• Technical skillsTechnical skills
Literature Review Cont…Literature Review Cont…Specific CriteriaSpecific Criteria (Ones & (Ones & ViswesvaranViswesvaran, ,
1999)1999)•• CrossCross--cultural (or psychological) adjustment cultural (or psychological) adjustment
“[the ability to]“[the ability to] adjust behaviour to function adjust behaviour to function appropriately within a host culture” (Harrison, appropriately within a host culture” (Harrison, Chadwick & Scales, 1996)Chadwick & Scales, 1996)“the extent to which individuals are psychologically “the extent to which individuals are psychologically comfortable living outside their home country (Black, comfortable living outside their home country (Black, 1990; Black/Gregersen, 1991 cited in 1990; Black/Gregersen, 1991 cited in CaligiuriCaligiuri, 2000 , 2000 p. 63)p. 63)
•• Intercultural effectiveness/ interpersonal Intercultural effectiveness/ interpersonal relations with localsrelations with locals
•• Job performance/vocational effectivenessJob performance/vocational effectiveness•• Completion of serviceCompletion of service
Literature Review Cont…Literature Review Cont…CrossCross--cultural/Expatriate Adjustment cultural/Expatriate Adjustment •• SelfSelf--monitoring and selfmonitoring and self--efficacy (Harrison et al, efficacy (Harrison et al,
1996) 1996) •• Openness and sociability (Openness and sociability (CaligiuriCaligiuri, 2000), 2000)•• OpenOpen--mindedness, cultural empathy, creativity mindedness, cultural empathy, creativity
and sense of humour, integrity and sincerity, and sense of humour, integrity and sincerity, stress tolerance and selfstress tolerance and self--efficacy (review by efficacy (review by Parker & Parker & McEvoyMcEvoy, 1993), 1993)
•• Cognitive closure (comfort with ambiguity and Cognitive closure (comfort with ambiguity and uncertainty)uncertainty) ((Nicholls, Rothstein & Bourne, 1992)Nicholls, Rothstein & Bourne, 1992)
•• Emotional stability (Emotional stability (Ones & Ones & ViswesvaranViswesvaran, 1999) , 1999)
Literature Review Cont…Literature Review Cont…CrossCross--cultural/cultural/SocioculturalSociocultural AdaptationAdaptation
•• Interpersonal communication skills (empathy, Interpersonal communication skills (empathy, respect, role behaviour flexibility, orientation respect, role behaviour flexibility, orientation to knowledge, interaction posture, interaction to knowledge, interaction posture, interaction management and tolerance for ambiguity) management and tolerance for ambiguity) (Ruben & (Ruben & KealeyKealey, 1979), 1979)
•• Length of residence in the host culture, Length of residence in the host culture, cultural distance and identity, and cultural distance and identity, and psychological wellbeing (internal locus of psychological wellbeing (internal locus of control) (Ward, & Kennedy, 1992)control) (Ward, & Kennedy, 1992)
Literature Review Cont…Literature Review Cont…CrossCross--cultural/cultural/SocioculturalSociocultural AdaptationAdaptation•• Ability to cope with stress Ability to cope with stress (Redmond & (Redmond & BunyiBunyi, 1993), 1993)
Communication effectivenessCommunication effectivenessAdaptation Adaptation Social integrationSocial integration
•• Adaptability to environmental change as a function Adaptability to environmental change as a function of general intelligence (g)of general intelligence (g) (Harvey, (Harvey, NovicevicNovicevic, & , & KiesslingKiessling, 2002), 2002)
Higher level of abilities (problem solving and Higher level of abilities (problem solving and reasoning)reasoning)Higher speed of learningHigher speed of learningFaster capacity to understand what society Faster capacity to understand what society valuesvaluesCapacity to adapt in response to environmental Capacity to adapt in response to environmental demandsdemands
Literature Review Cont…Literature Review Cont…Intercultural Effectiveness Intercultural Effectiveness
•• Communication competence Communication competence ((Cui & Van Den Berg, Cui & Van Den Berg, 1991; Hammer, 1991; Hammer, GudykunstGudykunst & Wiseman, 1978)& Wiseman, 1978)
•• Cultural empathy Cultural empathy ((Cui & Van Den Berg, 1991)Cui & Van Den Berg, 1991)
•• Communication behaviour Communication behaviour ((Cui & Van Den Berg, Cui & Van Den Berg, 1991)1991)
•• Ability to deal with psychological stress Ability to deal with psychological stress ((Hammer, Hammer, GudykunstGudykunst & Wiseman, 1978)& Wiseman, 1978)
•• Ability to establish interpersonal relationships Ability to establish interpersonal relationships ((Hammer, Hammer, GudykunstGudykunst & Wiseman, 1978)& Wiseman, 1978)
Literature Review Cont…Literature Review Cont…Intercultural Effectiveness Cont…Intercultural Effectiveness Cont…
Intercultural Communication CompetenceIntercultural Communication Competence•• Effective crossEffective cross--cultural adaptation (cultural adaptation (ImahoriImahori & & LaniganLanigan, ,
1989)1989)•• Dyadic interactions in intercultural relationships (Dyadic interactions in intercultural relationships (ImahoriImahori
& & LaniganLanigan, 1989), 1989)•• Culture Culture -- specific and general understanding of other specific and general understanding of other
(Wiseman, Hammer & Nishida, 1989).(Wiseman, Hammer & Nishida, 1989).•• Positive regard for other (Wiseman, Hammer & Nishida, Positive regard for other (Wiseman, Hammer & Nishida,
1989).1989).CCrossross--cultural Communication and cultural Communication and InteractionInteraction•• Adapt to novel situations; interact with others different Adapt to novel situations; interact with others different
from self; tolerate ambiguity; maintain sense of self in from self; tolerate ambiguity; maintain sense of self in different surroundingsdifferent surroundings (Pearson Reid London House, (Pearson Reid London House, 2004)2004)
Literature Review Cont…Literature Review Cont…Job PerformanceJob Performance
Ambition and aspects of openness to experience Ambition and aspects of openness to experience were predictive of job performancewere predictive of job performanceIntercultural adjustment (Tucker, Intercultural adjustment (Tucker, BonialBonial & & LahtiLahti, , 2004)2004)
Completion Of ServiceCompletion Of ServiceWell adjusted employees are generally more Well adjusted employees are generally more effective and poorly adjusted employees often effective and poorly adjusted employees often return prematurely (Harrison et al., 1996)return prematurely (Harrison et al., 1996)
COMPETENCY PROFILINGCOMPETENCY PROFILING
Technical vocational Technical vocational competence competence •• Skills & knowledge Skills & knowledge
orientedoriented
CrossCross--cultural cultural competencecompetence•• Skills oriented Skills oriented
interactive interactive competencecompetence
•• Outcome oriented Outcome oriented cultural adjustment cultural adjustment competence (Todd)competence (Todd)
SUMMARY
Psychological wellbeing -ability to deal with ambiguity, uncertainty and psychological strain
Personal qualities –intelligence, adaptability and open-mindedness
Interpersonal relationship & communication skills -cultural empathy and understanding
Individual characteristics that have been shown to relate Individual characteristics that have been shown to relate to effective performance in a crossto effective performance in a cross--cultural contextcultural context
INTERCULTURAL INTERCULTURAL COMMUNICATION COMMUNICATION
COMPETENCECOMPETENCEIntegrates Integrates behaviourbehaviour (skill), (skill), motivationmotivation
(attitude) and (attitude) and knowledgeknowledge (cognition)(cognition)Adopts Adopts
AppropriatenessAppropriateness (skills oriented (skills oriented interactive competence) interactive competence)
EffectivenessEffectiveness (outcome oriented cultural (outcome oriented cultural adaption) adaption)
SELECTION METHODSSELECTION METHODS
Psychometric candidate assessment is “Psychometric candidate assessment is “a process for a process for measuring a person’s [abilities] and personal style to measuring a person’s [abilities] and personal style to evaluate characteristics and behaviour that are relevant evaluate characteristics and behaviour that are relevant to (predictive of) successful job performanceto (predictive of) successful job performance” ” ((JeanneretJeanneret & & SilzerSilzer, 1998, p.3), 1998, p.3)
•• Selection methods to be considered in terms of validity, Selection methods to be considered in terms of validity, fairness, applicability and cost as assessment toolsfairness, applicability and cost as assessment tools
•• Screening information and reference checking contains Screening information and reference checking contains some evidence of competence derived from application some evidence of competence derived from application process, however, process, however,
•• More objective toolsMore objective tools-- intelligence assessment, structured intelligence assessment, structured behavioural interviews, personality inventories and behavioural interviews, personality inventories and work samples are essentialwork samples are essential
SELECTION ISSUESSELECTION ISSUES
•• Validity and reliability of selection tools Validity and reliability of selection tools measuring expatriate characteristicsmeasuring expatriate characteristics
•• Measurement of the impact of external factors Measurement of the impact of external factors on expatriate success e.g. “reality shock”, job, on expatriate success e.g. “reality shock”, job, company and cultural change, spouse and company and cultural change, spouse and family etc. family etc.
•• Lack of standardised candidate preparation Lack of standardised candidate preparation processesprocesses
•• Ambiguity regarding the prediction of Ambiguity regarding the prediction of adjustment competence and vocational adjustment competence and vocational effectivenesseffectiveness
(Harvey et al., 2002)(Harvey et al., 2002)
INSTRUMENTSINSTRUMENTSStructured Behavioural InterviewsStructured Behavioural InterviewsCognitive Abilities Assessment (online and Cognitive Abilities Assessment (online and pencil and paper tests)pencil and paper tests)Emotional Intelligence AssessmentEmotional Intelligence AssessmentPersonality AssessmentPersonality AssessmentSimulations and Role PlaysSimulations and Role PlaysCase StudiesCase StudiesInIn--basket Exercisesbasket ExercisesGroup DiscussionsGroup Discussions
The Selection MatrixThe Selection Matrix--competence assessment competence assessment across multiple evaluation methodsacross multiple evaluation methods
Selection MethodCognitive Ability Work Sample/Exercise
Innate Ability
Verbal Reasoning Simulation In-Tray Test
Communication skills
Interpersonal skills
Adaptability
Openness
Coping mechanisms
Conscientiousness
Intelligence
Technical Job Skills and Knowledge
Reference Check
Behavioural Interview
PersonalityInventory
PERSONALITY PERSONALITY
The NEO PIThe NEO PI--R (Costa & McCrae, 1997) is a R (Costa & McCrae, 1997) is a systematic assessment of emotional, systematic assessment of emotional, interpersonal, experimental, attitudinal, interpersonal, experimental, attitudinal, and motivational styles (reference).and motivational styles (reference).Provide a measure of:Provide a measure of:•• NeuroticismNeuroticism•• ExtroversionExtroversion•• OpennessOpenness•• AgreeablenessAgreeableness•• ConscientiousnessConscientiousness
PERSONALITYPERSONALITYThe NEOThe NEO--PIPI--R strength and limitations in R strength and limitations in four major areas: four major areas: •• ProblemProblem--solving skills (organise thought, solve solving skills (organise thought, solve
problems, make decisions) problems, make decisions) •• Planning, Planning, organisingorganising and implementation skills and implementation skills
(action oriented, conscientiousness, openness (action oriented, conscientiousness, openness to new ideas, leadership behaviour) to new ideas, leadership behaviour)
•• Style of relating to others (accommodation, Style of relating to others (accommodation, openness, ability to trust), and openness, ability to trust), and
•• Personality style (primary values and approach Personality style (primary values and approach to life, temperament, degree of emotional selfto life, temperament, degree of emotional self--control) control)
PERSONALITYPERSONALITY
The Personality Assessment Scale The Personality Assessment Scale (PAS) (Ref) and provides a measure (PAS) (Ref) and provides a measure of :of :•• Emotional intelligenceEmotional intelligence
Emotional managementEmotional managementEmotional control Emotional control
•• ConscientiousnessConscientiousness
ABILITIESABILITIES
An online testing suite called An online testing suite called ee--bilitiesbilities®®, , (Lewis Cadman Group) assesses a range (Lewis Cadman Group) assesses a range of cognitive abilities as described by the of cognitive abilities as described by the theory of fluid and crystallized intelligence. theory of fluid and crystallized intelligence. •• Fluid intelligence Fluid intelligence -- ability to reason and solve ability to reason and solve
problems in novel, unfamiliar situations that is problems in novel, unfamiliar situations that is not dependent on culture, education or not dependent on culture, education or experience. experience.
•• CrystalisedCrystalised intelligence intelligence -- reflects knowledge of reflects knowledge of facts and procedures acquired through facts and procedures acquired through education, training and experience.education, training and experience.
ABILITIESABILITIES
General Intelligence tests provide a General Intelligence tests provide a combined measure of both combined measure of both crystalisedcrystalised and fluid intelligenceand fluid intelligenceOther specific intelligence tests Other specific intelligence tests include measures such asinclude measures such as•• Verbal reasoningVerbal reasoning•• Abstract reasoningAbstract reasoning•• Quantitative reasoningQuantitative reasoning•• Critical thinkingCritical thinking
PSYCHOLOGIST’S ROLEPSYCHOLOGIST’S ROLEEstablish criteria based on the Establish criteria based on the competencies required for effective job competencies required for effective job performanceperformanceSelect the methods/instruments required Select the methods/instruments required for valid and reliable measurement of the for valid and reliable measurement of the criteriacriteriaInterpret and evaluate the resultsInterpret and evaluate the resultsIntegrate the data derived from the Integrate the data derived from the assessments and application processassessments and application processProvide client and candidate feedbackProvide client and candidate feedbackEvaluate the processEvaluate the process
THANK YOUTHANK YOU
Career Focus Vic Pty Ltd ABN 31 090 993 776
www.careerfocus.com.auTel: (03) 9868 1678
REFERENCESREFERENCESCui, G., & Van Den Berg, S. (1991). Testing the construct Cui, G., & Van Den Berg, S. (1991). Testing the construct validity of intercultural effectiveness. validity of intercultural effectiveness. International Journal International Journal of Intercultural Relationsof Intercultural Relations, 15, 2, 227, 15, 2, 227--240.240.Hammer, M.R., Hammer, M.R., GudykunstGudykunst, W.B., & Wiseman, R.L. (1978). , W.B., & Wiseman, R.L. (1978). Dimensions of intercultural effectiveness: An exploratory Dimensions of intercultural effectiveness: An exploratory study. study. International Journal of Intercultural RelationsInternational Journal of Intercultural Relations, 2, 4, , 2, 4, 382382--393.393.Harrison, K.J., Chadwick, M., & Scales, M. (1996). The Harrison, K.J., Chadwick, M., & Scales, M. (1996). The relationship between crossrelationship between cross--cultural adjustment and the cultural adjustment and the personality variables of selfpersonality variables of self--efficacy and selfefficacy and self--monitoring. monitoring. International Journal of Intercultural RelationsInternational Journal of Intercultural Relations, 20, 2, 167, 20, 2, 167--188.188.Harvey, M., Harvey, M., NovicevicNovicevic, M.N., & , M.N., & KiesslingKiessling, T. (2002). , T. (2002). Development of multiple IQ maps for use in the selection of Development of multiple IQ maps for use in the selection of inpatriateinpatriate managers: A practical theorymanagers: A practical theory. International . International Journal of Intercultural RelationsJournal of Intercultural Relations, 26, 493, 26, 493--524. 524.
REFERENCESREFERENCESHough, L.M., & Oswald, F.L. (2000) Personnel selection: Hough, L.M., & Oswald, F.L. (2000) Personnel selection: Looking toward the futureLooking toward the future--remembering the past. remembering the past. Annual Annual Review of PsychologyReview of Psychology, 51, 631, 51, 631--664.664.ImahoriImahori, T.T., & , T.T., & LaniganLanigan, M.L. (1989). Relational model of , M.L. (1989). Relational model of intercultural communication competence. intercultural communication competence. International International Journal of Intercultural RelationsJournal of Intercultural Relations, 13, 3, 269, 13, 3, 269--286.286.Nicholls, C.E., Rothstein, M.G., & Bourne, A. (1992). Nicholls, C.E., Rothstein, M.G., & Bourne, A. (1992). Predicting expatriate work attitudes: the impact of cognitive Predicting expatriate work attitudes: the impact of cognitive closure and adjustment competencies. closure and adjustment competencies. International Journal International Journal of Cross Cultural Managementof Cross Cultural Management, 2, 3, 297, 2, 3, 297--320. 320. Parker, B., & Parker, B., & McEvoyMcEvoy, G.M. (1993). Initial examination of a , G.M. (1993). Initial examination of a model of intercultural adjustment. model of intercultural adjustment. International Journal of International Journal of Intercultural RelationsIntercultural Relations, 17, 3, 355, 17, 3, 355--379.379.
REFERENCESREFERENCESPearson Reid London House (2004) Pearson Reid London House (2004) http//: wwwhttp//: wwwRedmond, M.V., & Redmond, M.V., & BunyiBunyi, J.M. (1993). The relationship of , J.M. (1993). The relationship of intercultural communication competence with stress and intercultural communication competence with stress and the handling of stress as reported by international students. the handling of stress as reported by international students. International Journal of Intercultural RelationsInternational Journal of Intercultural Relations, 17, 2, 235, 17, 2, 235--254.254.Ruben, B.D. & Ruben, B.D. & KealeyKealey, D.J. (1979). , D.J. (1979). BehavioralBehavioral assessment assessment of communication competency and the prediction of crossof communication competency and the prediction of cross--cultural adaptation. cultural adaptation. International Journal of Intercultural International Journal of Intercultural RelationsRelations, 3, 1, 15, 3, 1, 15--47. 47. Tucker, M.F., Tucker, M.F., BonialBonial, R., & , R., & LahtiLahti, K. (2004). The definition, , K. (2004). The definition, measurement and prediction of intercultural adjustment measurement and prediction of intercultural adjustment and job performance among corporate expatriates. and job performance among corporate expatriates. International Journal of Intercultural RelationsInternational Journal of Intercultural Relations, 28, 221, 28, 221--251.251.
REFERENCESREFERENCESWard, C., & Kennedy, A. (1992) Locus of control, mood Ward, C., & Kennedy, A. (1992) Locus of control, mood disturbance, and social difficulty during crossdisturbance, and social difficulty during cross--cultural cultural transitions. transitions. International Journal of Intercultural RelationsInternational Journal of Intercultural Relations, , 16, 2, 17516, 2, 175--194. 194. Wiseman, R.L., Hammer, M.R., Nishida, H. (1989). Wiseman, R.L., Hammer, M.R., Nishida, H. (1989). Predictors of intercultural communication competence. Predictors of intercultural communication competence. International Journal of Intercultural RelationsInternational Journal of Intercultural Relations, 13, 3, 349, 13, 3, 349--370.370.Further information about the Further information about the ee--bilitiesbilities®® testing system is testing system is available on request at available on request at www.ebilities.comwww.ebilities.com or by contacting or by contacting Lewis Cadman Consulting Pty Ltd, Level 31, 88 Phillip Lewis Cadman Consulting Pty Ltd, Level 31, 88 Phillip Street, Sydney, 2000. Street, Sydney, 2000.
