<?xml version="1.0" encoding="ISO-8859-1"?><article xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink" xmlns:xsi="http://www.w3.org/2001/XMLSchema-instance">
<front>
<journal-meta>
<journal-id>1576-5962</journal-id>
<journal-title><![CDATA[Revista de Psicología del Trabajo y de las Organizaciones]]></journal-title>
<abbrev-journal-title><![CDATA[Rev. psicol. trab. organ.]]></abbrev-journal-title>
<issn>1576-5962</issn>
<publisher>
<publisher-name><![CDATA[Colegio Oficial de la Psicología de Madrid]]></publisher-name>
</publisher>
</journal-meta>
<article-meta>
<article-id>S1576-59622020000300006</article-id>
<article-id pub-id-type="doi">10.5093/jwop2020a22</article-id>
<title-group>
<article-title xml:lang="en"><![CDATA[Developing biodata for public manager selection purposes: a comparison between fuzzy logic and traditional methods]]></article-title>
<article-title xml:lang="es"><![CDATA[El desarrollo de biodata para la selección de personal en puestos directivos de la Administración Pública: una comparación entre la lógica difusa y los métodos tradicionales]]></article-title>
</title-group>
<contrib-group>
<contrib contrib-type="author">
<name>
<surname><![CDATA[García-Izquierdo]]></surname>
<given-names><![CDATA[Antonio L]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Ramos-Villagrasa]]></surname>
<given-names><![CDATA[Pedro J]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Lubiano]]></surname>
<given-names><![CDATA[María A]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
</contrib-group>
<aff id="A01">
<institution><![CDATA[,Universidad de Oviedo  ]]></institution>
<addr-line><![CDATA[Oviedo ]]></addr-line>
<country>Spain</country>
</aff>
<aff id="A02">
<institution><![CDATA[,Universidad de Zaragoza  ]]></institution>
<addr-line><![CDATA[Zaragoza ]]></addr-line>
<country>Spain</country>
</aff>
<pub-date pub-type="pub">
<day>00</day>
<month>00</month>
<year>2020</year>
</pub-date>
<pub-date pub-type="epub">
<day>00</day>
<month>00</month>
<year>2020</year>
</pub-date>
<volume>36</volume>
<numero>3</numero>
<fpage>231</fpage>
<lpage>242</lpage>
<copyright-statement/>
<copyright-year/>
<self-uri xlink:href="http://scielo.isciii.es/scielo.php?script=sci_arttext&amp;pid=S1576-59622020000300006&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://scielo.isciii.es/scielo.php?script=sci_abstract&amp;pid=S1576-59622020000300006&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://scielo.isciii.es/scielo.php?script=sci_pdf&amp;pid=S1576-59622020000300006&amp;lng=en&amp;nrm=iso"></self-uri><abstract abstract-type="short" xml:lang="en"><p><![CDATA[ABSTRACT Biodata have been widely used in personnel selection for a long time, mainly due to their predictive validity in different contexts, low faking, and positive applicant reactions. At the same time, some disadvantages need to be highlighted, with discriminatory content representing a major concern. In order to shed light on these issues, the objectives of the present research are twofold: firstly, we aim to develop biodata items for personnel selection for the provision of managerial positions in Public Administration and, secondly, we aim to test the fuzzy logic method as a valid approach for the development of biodata scales, with a view to choosing the best biodata items in terms of job performance, fairness, and privacy, according with manager and applicant perspectives. Participants assessed 26 items according to traditional and fuzzy rules, resulting in 8 highly effective items. Then, both approaches were compared: fuzzy logic turned out to have similar results as the traditional approach. Finnally, future developments in research an practical implications in the field are suggested.]]></p></abstract>
<abstract abstract-type="short" xml:lang="es"><p><![CDATA[RESUMEN Los datos biográficos (biodata) se han utilizado en la selección de personal durante mucho tiempo debido, principalmente, a su buena validez predictiva en diferentes contextos, a su bajo falseamiento y a las reacciones positivas de los solicitantes de empleo. No obstante, podemos destacar el posible contenido discriminatorio como su principal desventaja. Por tanto, los objetivos de la presente investigación son, en primer lugar, desarrollar empíricamente ítems válidos y justos para la selección de puestos directivos en la Administración Pública y, en segundo lugar, comprobar la utilidad de la lógica difusa en el desarrollo de escalas con biodata para elegir los mejores ítems en términos de desempeño laboral, equidad y privacidad, de acuerdo con las perspectivas de directivos y de solicitantes de empleo. Los participantes en el estudio evaluaron 26 ítems según reglas tradicionales y difusas, y se obtuvieron 8 ítems altamente efectivos. Posteriormente se compararon ambos enfoques: aunque la lógica difusa demostró cierta eficacia, logró resultados similares a los del enfoque tradicional. Finalmente, se proponen futuros desarrollos de investigación e implicaciones prácticas en esta materia.]]></p></abstract>
<kwd-group>
<kwd lng="en"><![CDATA[Biodata]]></kwd>
<kwd lng="en"><![CDATA[Fairness]]></kwd>
<kwd lng="en"><![CDATA[Personnel selection]]></kwd>
<kwd lng="en"><![CDATA[Fuzzy logic]]></kwd>
<kwd lng="en"><![CDATA[Public managers]]></kwd>
<kwd lng="en"><![CDATA[Validation]]></kwd>
<kwd lng="es"><![CDATA[Biodata]]></kwd>
<kwd lng="es"><![CDATA[Justicia organizacional]]></kwd>
<kwd lng="es"><![CDATA[Selección de personal]]></kwd>
<kwd lng="es"><![CDATA[Lógica difusa]]></kwd>
<kwd lng="es"><![CDATA[Directivos públicos]]></kwd>
<kwd lng="es"><![CDATA[Validación]]></kwd>
</kwd-group>
</article-meta>
</front><back>
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