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Friday Seminar 1 – The Use of "Mobile" Devices in Employment-Related Testing and Assessment

Friday, April 28, 2017
8:00am – 11:00am
Northern Hemisphere A1


Winfred Arthur, Jr., Texas A&M University


Silke McCance, Procter & Gamble


The seminar will provide an overview of the empirical employment-related unproctored internet-based testing (UIT) device-type literature, and present a conceptual framework for understanding and predicting when, how, and why UIT device types should and should not affect assessment and test scores. The implications for practice and research will be discussed.

Full Description:

The widespread use of unproctored internet-based testing (UIT) in employment-related assessments has resulted in a burgeoning use of mobile devices to complete these assessments.  UIT device-type effects (e.g., score differences between assessments completed on "mobile" vs. "nonmobile" devices) have been observed, but there is limited theoretical or conceptual work to explain the effects of UIT device-type on test scores. This seminar will present a detailed review of the empirical literature, and present a framework for conceptualizing the impact of UIT device-types (i.e., when, how, and why) on test and assessment scores. The implications for practice and research will be discussed.

Intended Audience:

The session is intended for a general audience at a post-graduate level; no specific content knowledge is required.

Learning Objectives:

  • Explain the current state of the empirical literature on the effects of unproctored internet-based testing (UIT) device-types on employment-related test and assessment scores.
  • Discuss when UIT device types (a) may and should affect employment-related test and assessment scores, (b) how, and (c) why.
  • Identify research-based best practices concerning the use of UIT device types for employment-related testing and assessment.

Presenter Biography:

Winfred Arthur, Jr. is a professor of psychology and management at Texas A&M University in the department of psychology and the Mays Business School. He is a fellow of the Society for Industrial and Organizational Psychology, the Association of Psychological Science, and the American Psychological Association. He is currently an associate editor of Human Performance, is a past associate editor of Journal of Applied Psychology, and currently serves on the editorial boards of Journal of Applied Psychology, Personnel Psychology, Industrial and Organizational Psychology: Perspectives on Science and Practice, and Journal of Business and Psychology. His current research is broadly in the areas of (1) personnel psychology with an emphasis on testing, assessment, selection, validation, and associated methodological issues including but not limited to meta-analysis; (2) individual and team training with a focus on complex skill acquisition and factors related to minimizing skill decay and enhancing retention. This line of research also focuses on training design features and their relationship to the effectiveness of organizational training; and (3) the identification and examination of individual difference variables related to complex information processing tasks such as driving behaviors and vehicle crash involvement. He has been active in human resource consulting since 1984 and has been the principal of Winfred Arthur, Jr. Consulting since 1989. He received his PhD in industrial/organizational psychology from the University of Akron.

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