Can we select for respect in academe?

Because the people make the place, we need to make “respect” a key criterion in new faculty selection. [...]we should drop the unstructured letter of recommendation and replace it with a structured reference check, not unlike those described by Taylor, Pajo, Cheung, and Stringfield (2004) and Hedric...

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Bibliographic Details
Published in:Industrial and organizational psychology 2019-12, Vol.12 (4), p.405-407
Main Authors: Walsh, Benjamin M., Kabat-Farr, Dana, Matthews, Russell A., Schulte, Benjamin D.
Format: Article
Language:English
Subjects:
Candidates
Writers
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Summary:Because the people make the place, we need to make “respect” a key criterion in new faculty selection. [...]we should drop the unstructured letter of recommendation and replace it with a structured reference check, not unlike those described by Taylor, Pajo, Cheung, and Stringfield (2004) and Hedricks, Robie, and Oswald (2013). [...]rather than the absolute frequency rating used in existing incivility measures, raters should be asked to provide a relative evaluation of the applicant’s incivility in comparison to others they have known in that position, because such relative ratings help combat rater leniency (Taylor et al., 2004).
ISSN:1754-9426
1754-9434
DOI:10.1017/iop.2019.77