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Feedback is important, but writing high-information feedback for students can be unrewarding for educators, given the limited time and resources that they have. To address this issue, we propose a new student assessment methodology for unstructured and semi-structured assignments, such as essays and presentations, that aims to provide an efficient and effective approach to the creation of high-information feedback and fair assessment so as to optimize the positive impact of assessment on students' learning and development. The approach, which we termed Harmonized Appraisal (HAPP), uses the grader's input on a relatively detailed grading form to compute the student's scores on a conventional rubric and to aggregate a high- information feedback message by leveraging a comment bank. We test the key tenants of the approach in two undergraduate courses in Business Administration, and find that students consider feedback from HAPP to be of higher quality and fairer than feedback drawn from a conventional rubric, but we did not find a relationship with self-reported student learning. Looking at the effects for graders we find that HAPP provides greater consistency, while the time required to grade is comparable to grading with a rubric. Finally, we discuss how open questions can be addressed and how this study could inform future research on assessment. [ABSTRACT FROM AUTHOR]

The article discusses the bibliometric analysis on career studies which involves science mapping. It details how the study was conducted which developed local and global maps of the peer-reviewed periodicals on careers. The maps reportedly allows a synthetic taxonomy and structured overview of the condition of the career literature in management and social sciences as a whole. It concludes that the bibliometric analysis is a helpful tool for understanding career studies which can guide those who are interested in the topic in acquiring actionable knowledge on careers.

Learning as it relates to work is one of the most central and enduring topics in management research and practice. Few concepts have enjoyed as wide acceptance or provided as much leverage. The science on learning for, at and from work has expanded greatly and embraces a vast plurality of theories, units of analysis, and methodological and practical means. As a result, relevant research is embodied in a variety of academic disciplines and fragmented literatures. This paper thus identifies and visualizes the topic content and intellectual structure of work-related learning scholarship. We employ a supervised learning algorithm to derive a holistic corpus of 66,955 relevant articles, published between 1994 and 2019, and apply bibliometric techniques to derive a broader substantive picture. Our systematic synthesis distils 5 central themes about work-related learning: medical education, teaching and teacher education, organizational learning, employee learning, and professional education, counselling and mentoring. We also reveal trending topics in each cluster, using burst detection. We describe and review each topic cluster and illustrate examples of cross- fertilization for theory and research. Our discussion advances understanding about where we are today, and where to next with an eye toward identifying meaningful research opportunities." [ABSTRACT FROM AUTHOR]

It is valuable when making hiring decisions to be able to use objective biographical data from job applications to predict who will leave quickly -- i.e., to select for retention duration. However, such objective factors do not play a prominent role in most turnover research or theory. We address this issue by drawing on theories of job embeddedness and career scholarship to develop hypotheses about how retention duration is predicted by mobility frequency (also known as "physical career mobility"), coupledom, and their interaction. Based on a sample of 7,830 employees, we find that retention duration is predicted by mobility frequency (negatively), coupledom (positively), and their interaction. Retention duration is also predicted by a number of other objective biographical variables -- e.g., education, gender, and employment gap. Implications for research and practice are discussed. [ABSTRACT FROM AUTHOR]

Some people feel compelled to work at jobs that they are overqualified for, where much of their human capital is likely to be wasted. Some have suggested that this undesirable situation is particularly common for migrants. We address this possibility by asking the questions: a) Are migrants more likely to apply for jobs for which they would be overqualified? b) If so, under what conditions? We apply insights from social judgment theory to a large and unique dataset of migrants and non-migrants. We find that migrant applicants are more likely to apply for a job for which they would be overeducated and/or overskilled. We also find that this relationship is a) stronger when applying for gender segregated jobs, and b) weaker when applying for migrant intensive jobs. Finally, we provide evidence that home country wealth and cultural distance relative to the host country play a significant yet comparatively minor role in explaining migrants' overqualification. Our findings provide new insights into psychological mechanisms behind overqualification among migrants. [ABSTRACT FROM AUTHOR]

Hiring managers regularly encounter job applicants with different amounts of experience - i.e., different biological ages, different career ages, different levels of job qualifications, and different amounts of education. Surprisingly, few large-scale studies have revealed how hiring managers react to applicants with more and less experience than is typical for the position. As such, the primary goal of the current study is to examine the relationship between different facets of experience match and the likelihood that applicants will be interviewed and hired for a position. We theorize that human capital theory would predict an uncomplicatedly positive relationship between different facets of experience and applicant hiring - i.e., more experience is better. In contrast, we draw on attribution theory to introduce the concept of the "red flag", which we suggest would favor applicants with "normal" amounts of experience over those with either less or more than is typical. We compare these dueling predictions using biodata from 59,898 applicants' resumes applying in 42 organizations. Our results are broadly consistent with the red flag theory. Implications for future research and practice are discussed. [ABSTRACT FROM AUTHOR]

Due to factors that include self-selection and recruitment, job applicant pools can be more homogeneous than the general working population. Using GMA data based on the Wonderlic Personnel Test, we examined applicant pools, finding them on average substantively more homogeneous than Sackett and Ostgaard's (1994) early investigation. This indicates a major impact on range restriction corrections as using broader population norms instead of job applicant pool estimates typically overestimates variance accounted for by 26%. Consequently, the common practice of using population norms during range restriction helps explain why many of our field's core or fundamental validity coefficients are implausibly high, at times indicating perfect prediction. Using a synthetic validity driven simulation of the U.S. labor market, this applicant pool homogeneity can be retraced to emergent or naturally occurring selection (i.e., where job candidates are appropriately matched to occupations prior to more formal selection procedures) that accounts for 2% to 3.5% of the performance variance. The simulation, showing a high degree of construct validity, supports several core theories of occupational choice, with educational requirements as the primary mechanism of applicant pool homogeneity for GMA. [ABSTRACT FROM AUTHOR]

On what basis do hiring professional decide whom to invite for a job interview? In order to address this fundamental but understudied question we draw on applicant tracking data from 48 companies (N = 441,769 applicants). We use synthetic validity and relative weight analysis to identify the relative importance across occupations and industries of 18 factors including demographics (i.e., age, gender, nationality, distance from hiring company), biodata (i.e., experience, level of education), the application (i.e., internal or external candidate, applied before deadline) and the applicant pool (i.e., applicant count, average percentage invited, occupation vacancy rate). We correctly predict invitation outcomes on a holdout sample for 2,539 of the 3,656 applicants that got invited (sensitivity of 69.45%) and 27,876 of the 40,531 that did not get invited (specificity of 68.78%) for the overall sample and 151 out of 183 invited (82.51%) and 2,832 out of 3,528 not invited (80.27%) for those vacancies that did not seem to require a cover letter. Age and experience had the highest average relative importance in applicant prescreening. Results further suggest that hiring professionals are inconsistent in how they adjust their evaluations with respect to demographics and biodata to the occupation and industry. [ABSTRACT FROM AUTHOR]

This article examines the "topic gap" between the interests of practitioners and the topics being researched in Organizational Behavior (OB) scholarship. In particular, we systematically compare the degree of attention various topics receive in a practitioner-oriented outlet with the amount of attention those same topics have received in OB scholarship. We then identify 100 topics and seven topic themes that are emphasized to a much greater degree in practitioner-oriented OB as compared to the academic OB literature. These topics offer interesting opportunities for future research in their own right, and future research on these themes may help to narrow the topic gap between OB science and the interests of practitioners. [ABSTRACT FROM AUTHOR]

This article provides a structural review of the Human Resource Management (HRM) field from articles published between 1992 and 2013, through the utilization of bibliometric mapping and clustering techniques. By applying a transparent, replicable, and inductive approach to the analysis of the HRM literature, this paper presents a rigorously developed field classification system in the form of a scientometric term map (bit.ly/HRMMap). This classification system visualizes five key prevailing subfields of HRM research - i.e., Functional HRM, International HRM, Strategic HRM, Industrial Relations, and the HRM Process Approach - and reveals associations between these topics. We briefly review each of these five clusters, providing a bird's eye view of the HRM field. In addition, we describe how the HRM Map can be used as a "theory creation tool", allowing HRM academics to go beyond their specialization and engage in research that bridges subfields. Implications for future research are discussed. [ABSTRACT FROM AUTHOR]

While Organizational Behavior scholarship has produced insights on a vast array of Management phenomena, the size and complexity of this literature can be daunting for students, scholars, and instructors. Here, we introduce a searchable, visual map of the field's key terms derived from 24,232 OB research articles published from 1991 - 2014. The map provides a systematic analysis of the OB literature that reveals a) the major areas of OB research, b) key search words that can be used to find relevant articles on a topic, c) the amount of research on various topics, and d) helps convey how topics are related in the literature. As such, the map file can 1) be shared with students to provide a user-friendly introduction to the OB research literature, 2) help acquaint students with the topics and structure of the field, and 3) help instructors to select and organize OB topics to discuss in class. A review of the key terms for each major OB topic area is provided, along with a short User Guide to the map for students. Applications of the map for instructors, students, scholars, and teaching Evidence Based Management are discussed. [ABSTRACT FROM AUTHOR]