000121007 001__ 121007
000121007 005__ 20240319081023.0
000121007 0247_ $$2doi$$a10.3389/fpsyg.2022.952002
000121007 0248_ $$2sideral$$a131466
000121007 037__ $$aART-2022-131466
000121007 041__ $$aeng
000121007 100__ $$0(orcid)0000-0001-8640-4097$$aRamos-Villagrasa, Pedro J.$$uUniversidad de Zaragoza
000121007 245__ $$aGame-related assessments for personnel selection: A systematic review
000121007 260__ $$c2022
000121007 5060_ $$aAccess copy available to the general public$$fUnrestricted
000121007 5203_ $$aIndustrial development in recent decades has led to using information and communication technologies (ICT) to support personnel selection processes. One of the most notable examples is game-related assessments (GRA), supposedly as accurate as conventional tests but which generate better applicant reactions and reduce the likelihood of adverse impact and faking. However, such claims still lack scientific support. Given practitioners’ increasing use of GRA, this article reviews the scientific literature on gamification applied to personnel selection to determine whether the current state of the art supports their use in professional practice and identify specific aspects on which future research should focus. Following the PRISMA model, a search was carried out in the Web of Science and Scopus databases, identifying 34 valid articles, of which 85.3% are empirical studies that analyze five areas: (1) validity; (2) applicant reactions; (3) design of GRA; (4) personal characteristics and GRA; and (5) adverse impact and faking. Together, these studies show that GRA can be used in personnel selection but that the supposed advantages of GRA over conventional tests are fewer than imagined. The results also suggest several aspects on which research should focus (e.g., construct validity, differences depending on the type of game, prediction of different job performance dimensions), which could help define the situations in which the use of GRA may be recommended.
000121007 536__ $$9info:eu-repo/grantAgreement/ES/DGA/S31-20D$$9info:eu-repo/grantAgreement/ES/MICINN/PID2021-122867NA-I00
000121007 540__ $$9info:eu-repo/semantics/openAccess$$aby$$uhttp://creativecommons.org/licenses/by/3.0/es/
000121007 590__ $$a3.8$$b2022
000121007 592__ $$a0.891$$b2022
000121007 591__ $$aPSYCHOLOGY, MULTIDISCIPLINARY$$b34 / 147 = 0.231$$c2022$$dQ1$$eT1
000121007 593__ $$aPsychology (miscellaneous)$$c2022$$dQ2
000121007 594__ $$a4.5$$b2022
000121007 655_4 $$ainfo:eu-repo/semantics/article$$vinfo:eu-repo/semantics/publishedVersion
000121007 700__ $$0(orcid)0000-0002-9645-8109$$aFernández-del-Río, Elena$$uUniversidad de Zaragoza
000121007 700__ $$0(orcid)0000-0002-9813-9507$$aCastro, Ángel$$uUniversidad de Zaragoza
000121007 7102_ $$14009$$2740$$aUniversidad de Zaragoza$$bDpto. Psicología y Sociología$$cÁrea Psicología Social
000121007 773__ $$g13 (2022), 952002 [14 pp.]$$pFront. psychol.$$tFrontiers in Psychology$$x1664-1078
000121007 8564_ $$s1680208$$uhttps://zaguan.unizar.es/record/121007/files/texto_completo.pdf$$yVersión publicada
000121007 8564_ $$s2136510$$uhttps://zaguan.unizar.es/record/121007/files/texto_completo.jpg?subformat=icon$$xicon$$yVersión publicada
000121007 909CO $$ooai:zaguan.unizar.es:121007$$particulos$$pdriver
000121007 951__ $$a2024-03-18-16:23:52
000121007 980__ $$aARTICLE