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Predictors of self-efficacy for cognitive ability employment testing

机译：认知能力就业测试的自我效能预测

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This study examined predictors of initial levels and of changes in self-efficacy (S-E) for cognitive ability employment testing. The testing S-E of 287 job applicants at a utility company was measured before the test, immediately after, and again after pass/fail feedback. Being male, having been hired previously by cognitive ability tests, perceiving such tests as valid and fair, and general S-E were each positively related to initial levels of S-E (Time 1), but race was unrelated. From before- to after-test feedback, S-E increased for those who passed and decreased for those who failed. Failing had a greater negative effect on subsequent S-E for women and Whites (vs. men and minorities). Failing also had a smaller negative effect on S-E for those who had been hired previously by ability tests than for those who had never been hired by them before. Implications of these findings are discussed.
机译：这项研究检查了认知能力就业测试的初始水平和自我效能（S-E）变化的预测指标。在测试之前，通过之后/通过和失败反馈之后，对公用事业公司的287名求职者的测试S-E进行了测量。作为男性，先前已通过认知能力测试聘用，认为此类测试有效且公平，并且一​​般S-E均与S-E的初始水平（时间1）呈正相关，而种族则无关。从测试前反馈到测试后反馈，合格者的S-E增加，失败者的S-E减少。失败对女性和白人（与男性和少数民族相比）的后续S-E产生更大的负面影响。对于先前通过能力测试聘用的人员，失败对S-E的负面影响要比以前从未聘用的人员小。讨论了这些发现的含义。

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