Self-report personality questionnaires, traditionally offered in a graded-scale format, are widely used in high-stakes contexts such as job selection. However, job applicants may intentionally distort their answers when filling in these questionnaires, undermining the validity of the test results. Forced-choice questionnaires are allegedly more resistant to intentional distortion compared to gr...

While existing research has documented persistent barriers facing African-American job seekers, far less research has questioned how job seekers respond to this reality. Do minorities self-select into particular segments of the labor market to avoid discrimination? Such questions have remained unanswered due to the lack of data available on the positions to which job seekers apply. Drawing on t...

To date, many of existing Grid resource brokers make their decisions concerning selection of the best resources for computational jobs using basic resource parameters such as, for instance, load. This approach may often be insufficient. Estimations of job start and execution times are needed in order to make more adequate decisions and to provide better quality of service for endusers. Neverthe...

Unemployment arises from frictions in the matching of job-seekers and employers. The level of resources that employers devote to evaluating applicants for jobs is a key factor in the magnitude of the frictions. Unemployment will be low if employers can review applicants cheaply. The cost of evaluation per hire depends on the fraction of applicants who are qualified for the job. Applicants may b...

Artificial intelligence (AI) is increasingly used in personnel selection to automate decision-making. Initial evidence points negative effects of automating these procedures on applicant experiences. However, the effect prospect automated job-seekers’ pre-process perceptions (e.g., organizational attractiveness) and intentions (to apply for advertised job) still unclear. We conducted three expe...

Social norms are central to theoretical accounts of longitudinal person-environment transactions. On the one hand, individuals are thought to select themselves into social roles that fit their personality. On the other hand, it is assumed that individuals' personality is transformed by the socializing pressure of norm demands. These 2 transactional directions were investigated in a large and he...

The problem of Grid-middleware interoperability is addressed by the design and analysis of a feature-rich, standards-based framework for all-to-all cross-middleware job submission. The architecture is designed with focus on generality and flexibility and builds on extensive use, internally and externally, of (proposed) Web and Grid services standards such as WSRF, JSDL, GLUE, and WS-Agreement. ...

We develop a simple dynamic model of a worker’s transitions between employment and non-employment. Our model implies that a worker finds a job at an optimal stopping time, when a Brownian motion with drift hits a barrier. The model has structural duration dependence in the job finding rate, in the sense that the hazard rate of finding a job changes during a non-employment spell for a given work...