Byron G. Adams, University of Amsterdam

Michael Bender, Tilburg University

Personnel selection research remains heavily concentrated in Western populations despite the journal's international scope. Geographic imbalances persist in authorship and samples, with Europe and North America dominating while Africa, South America, and other regions remain underrepresented. Although many papers reference culture, explicit cross-national research with formal measurement equivalence testing is rare, creating methodological concerns about the validity and fairness of selection tools applied globally.

Selection instruments developed in Western contexts are routinely applied internationally without verifying they function equivalently across different cultural, linguistic, and national boundaries. This risks producing biased assessments, inequitable hiring outcomes, and systematically misrepresenting human diversity. Without rigorous equivalence testing, observed differences between groups may reflect measurement artifacts rather than genuine psychological differences.

Appel publié par International Journal of Selection and Assessment. Lire l'appel complet sur le site de l'éditeur. Fiche de l'appel sur kerostig.

Potential topics

• Cultural context and its influence on the meaning, fairness, and effectiveness of selection and assessment tools in diverse and heterogeneous settings
• Challenging the generalizability of Western-derived selection findings and actively including underrepresented geographic regions and populations
• Measurement equivalence testing and test adaptation methods, including invariance testing and differential item functioning analysis
• Factor structure and criterion-related validity equivalence across national and cultural contexts
• Cultural moderators of selection tool performance and theoretical frameworks explaining cultural variation
• Configural, metric, and scalar invariance in psychometric instruments across groups
• Subgroup differences in selection tool scores and fairness implications across cultures
• Best practices for adapting and translating selection measures for new cultural contexts
• Evidence base for selection tool validity in underrepresented regions such as Africa, MENA, Latin America, and Southeast Asia
• Cross-cultural differences in impression management, self-presentation, and response styles affecting validity and fairness
• Prevalence and practical implications of differential item functioning in cross-cultural selection applications
• Role of national culture, institutional context, and legal frameworks in selection system design and adoption
• Applicant reactions to selection procedures and their consistency or variation across cultural contexts

Timeline

• Invalid DateTime: Publication of special issue
• July 1, 2026: Call for Papers and Invitation to Workshop released
• October 1, 2026: Workshops delivered and recorded
• February 1, 2027: Letter of Intent (LOI) window opens
• August 31, 2027: Initial manuscript submission deadline
• September 1, 2027: First round of reviews
• November 1, 2027: Revision and resubmission period
• February 1, 2028: Second round of reviews
• April 1, 2028: Final acceptances