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Articles 1 - 21 of 21
Full-Text Articles in Business
Human Capital In The Human Resource Function: The Positioning And Impact Of The Chief Human Resource Officer, Richard Raymond Smith
Human Capital In The Human Resource Function: The Positioning And Impact Of The Chief Human Resource Officer, Richard Raymond Smith
Dissertations and Theses Collection (Open Access)
In recent years, interest in human capital as a strategic resource of the firm has created new streams of research oriented on the value of strategic human resource management, high performance work systems, and human capital as resource of the firm for competitive advantage. The Chief Human Resource Officer (CHRO) serves as the steward of human capital of the firm, yet little is known about the nature and impact of this critical role that is charged with building strategic advantage with the human capital resources of the firm. Over the past decade the CHRO has risen to take a prominent …
Incremental Validity Of Leaderless Group Discussion Ratings Over And Above General Mental Ability And Personality In Predicting Promotion, Xavier Borteyrou, Filip Lievens, Marilou Bruchon-Schweitzer, Anne Congard, Nicole Rascle
Incremental Validity Of Leaderless Group Discussion Ratings Over And Above General Mental Ability And Personality In Predicting Promotion, Xavier Borteyrou, Filip Lievens, Marilou Bruchon-Schweitzer, Anne Congard, Nicole Rascle
Research Collection Lee Kong Chian School Of Business
Leaderless group discussions (LGDs) constitute one of the oldest assessment center exercises. In recent times, their added value has sometimes been questioned in light of trends to streamline assessment centers. The purpose of the present study is to examine the incremental validity of LGD ratings over cognitive ability scores and personality ratings for the prediction of extrinsic career success (i.e., promotion speed and number of promotions). We investigated this issue in the context of the promotion of French naval officers (N=93) in an academy for high-level executive positions over a 10-year period. Results indicated that LGD ratings accounted for incremental …
A State-Stewardship View On Executive Compensation, Hao Liang, Luc Renneboog, Sunny Li Sun
A State-Stewardship View On Executive Compensation, Hao Liang, Luc Renneboog, Sunny Li Sun
Research Collection Lee Kong Chian School Of Business
We take a state-stewardship view on corporate governance and executive compensation in economies with strong political involvement, where state-appointed managers act as responsible ‘stewards’ rather than ‘agents’ of the state. We test this view on China and find that Chinese managers are remunerated not for maximizing equity value but for increasing the value of state-owned assets. Managerial compensation depends on political connections and prestige, and on the firms’ contribution to political goals. These effects were attenuated since the market-oriented governance reform. In a social welfare perspective, such compensation stimulates not the maximization of shareholder value but the preservation of the …
Situational Judgment Test, Britt De Soete, Filip Lievens
Situational Judgment Test, Britt De Soete, Filip Lievens
Research Collection Lee Kong Chian School Of Business
In this article, we give an overview of situational judgment tests (SJTs) as selection instruments. Their history, basic characteristics, and development are presented. The available research evidence regarding their reliability, construct-related validity, criterion-related validity, incremental validity, subgroup differences, and test-taker perceptions is also reviewed. As a general conclusion, the increasing popularity of SJTs in personnel selection seems to be accredited to their potential to capture a variety of constructs and for different purposes. Additionally, SJTs are able to predict several job-related and/or academic criteria while at the same time offering prospects permitting to select for diversity.
Hr Of The Future, Singapore Management University
Hr Of The Future, Singapore Management University
Perspectives@SMU
Business-minded HR practitioners are needed to take the organisation forward
"You Wouldn't Like Me When I'M Sleepy": Leader Sleep, Daily Abusive Supervision, And Work Unit Engagement, Christopher M. Barnes, Lorenzo Lucianetti, Devasheesh P. Bhave, Michael S. Christian
"You Wouldn't Like Me When I'M Sleepy": Leader Sleep, Daily Abusive Supervision, And Work Unit Engagement, Christopher M. Barnes, Lorenzo Lucianetti, Devasheesh P. Bhave, Michael S. Christian
Research Collection Lee Kong Chian School Of Business
We examine daily leader sleep as an antecedent to daily abusive supervisory behavior and work unit engagement. Drawing from ego depletion theory, our theoretical extension includes a serial mediation model of nightly sleep quantity and quality as predictors of abusive supervision. We argue that poor nightly sleep influences leaders to enact daily abusive behaviors via ego depletion, and these abusive behaviors ultimately result in decreased daily subordinate unit work engagement. We test this model through an experience sampling study spread over ten work days with data from both supervisors and their subordinates. Our study supports the role of the indirect …
All Together: How To Make Hr Processes Really Work, Singapore Management University
All Together: How To Make Hr Processes Really Work, Singapore Management University
Perspectives@SMU
Build consensus with a distinct, visible, consistent message
Ceo Contractual Protection And Managerial Short-Termism, Xia Chen, Qiang Cheng, Alvis K. Lo, Xin Wang
Ceo Contractual Protection And Managerial Short-Termism, Xia Chen, Qiang Cheng, Alvis K. Lo, Xin Wang
Research Collection School Of Accountancy
How to address managerial short-termism is an important issue for companies, regulators, and researchers. We examine the effect of CEO contractual protection, in the form of employment agreements and severance pay agreements, on managerial short-termism. We find that firms with CEO contractual protection are less likely to cut R&D expenditures to avoid earnings decreases and are less likely to engage in real earnings management. The effect of CEO contractual protection is both statistically and economically significant. We further find that this effect increases with the duration and monetary strength of CEO contractual protection. The cross-sectional analyses indicate that the effect …
Development And Test Of An Integrative Model Of Job Search Behaviour, Greet Van Hoye, Alan M. Saks, Filip Lievens, Bert Weijters
Development And Test Of An Integrative Model Of Job Search Behaviour, Greet Van Hoye, Alan M. Saks, Filip Lievens, Bert Weijters
Research Collection Lee Kong Chian School Of Business
Research on job search and the theory of planned behaviour (TPB) has identified job search attitude, subjective norm, and job search self-efficacy as the most proximal determinants of job seekers' search intentions and subsequently job search behaviours. However, we do not yet know how more distal individual differences (e.g., personality) and situational factors (e.g., social context) might help to predict these key TPB determinants of job search behaviour. In an integrative model of job search behaviour, we propose specific relationships between these distal variables and the TPB determinants, which in turn are expected to mediate the effects of individual differences …
The Interplay Of Elicitation And Evaluation Of Trait-Expressive Behavior: Evidence In Assessment Center Exercises, Filip Lievens, Eveline Schollaert, Gert Keen
The Interplay Of Elicitation And Evaluation Of Trait-Expressive Behavior: Evidence In Assessment Center Exercises, Filip Lievens, Eveline Schollaert, Gert Keen
Research Collection Lee Kong Chian School Of Business
In assessment centers (ACs), research on eliciting candidate behavior and evaluating candidate behavior have largely followed independent paths. This study integrates trait activation and trait rating models to posit hypotheses about the effects of behavior elicitation via situational cues on key assessor observation and rating variables. To test the hypotheses, a series of experimental and field studies are conducted. Only when trait-expressive behavior activation and evaluation models work in conjunction, increases in observability are coupled with increases in the interrater reliability, convergent validity, discriminant validity, and accuracy of AC ratings. Implications of these findings for AC theory and practice are …
Effects Of Organizationally Endorsed Coaching On Performance And Validity Of Situational Judgment Tests, Melissa S. Stemig, Paul R. Sackett, Filip Lievens
Effects Of Organizationally Endorsed Coaching On Performance And Validity Of Situational Judgment Tests, Melissa S. Stemig, Paul R. Sackett, Filip Lievens
Research Collection Lee Kong Chian School Of Business
There is growing interest in organizationally provided or organizationally endorsed coaching. However, little is known about the effects of such coaching on test scores in operational settings. This study reports on an examination of such a program in the context of the use of a situational judgment test (SJT) for medical school admissions. We examine the effects of multiple types of coaching methods on SJT scores and on their construct-related and predictive validities. Results suggest that (1) commercial coaching techniques may not be as effective as previously thought, whereas organizationally provided methods may be more effective, and that (2) the …
Emotional Labor Actors: A Latent Profile Analysis Of Emotional Labor Strategies, Allison S. Gabriel, Michael A. Daniels, James M. Diefendorff, Gary J. Greguras
Emotional Labor Actors: A Latent Profile Analysis Of Emotional Labor Strategies, Allison S. Gabriel, Michael A. Daniels, James M. Diefendorff, Gary J. Greguras
Research Collection Lee Kong Chian School Of Business
Research on emotional labor focuses on how employees utilize 2 main regulation strategies—surface acting (i.e., faking one’s felt emotions) and deep acting (i.e., attempting to feel required emotions)—to adhere to emotional expectations of their jobs. To date, researchers largely have considered how each strategy functions to predict outcomes in isolation. However, this variable-centered perspective ignores the possibility that there are subpopulations of employees who may differ in their combined use of surface and deep acting. To address this issue, we conducted 2 studies that examined surface acting and deep acting from a person-centered perspective. Using latent profile analysis, we identified …
Guidelines And Ethical Considerations For Assessment Center Operations, Deborah E. Rupp, Brian J Hoffman, David Bischof, William Byham, Lynn Collins, Alyssa Gibbons, Shinichi Hirose, Martin Kleinmann, Jeffrey D. Kudisch, Martin Lanik, Duncan J. R. Jackson, Myungjoon Kim, Filip Lievens, Deon Meiring, Klaus G. Melchers, Vina G. Pendit, Dan J. Putka, Nigel Povah, Doug Reynolds, Sandra Schlebusch
Guidelines And Ethical Considerations For Assessment Center Operations, Deborah E. Rupp, Brian J Hoffman, David Bischof, William Byham, Lynn Collins, Alyssa Gibbons, Shinichi Hirose, Martin Kleinmann, Jeffrey D. Kudisch, Martin Lanik, Duncan J. R. Jackson, Myungjoon Kim, Filip Lievens, Deon Meiring, Klaus G. Melchers, Vina G. Pendit, Dan J. Putka, Nigel Povah, Doug Reynolds, Sandra Schlebusch
Research Collection Lee Kong Chian School Of Business
This document’s intended purpose is to provide professional guidelines and ethical considerations for users of the assessment center method. These guidelines are designed to cover both existing and future applications. The title assessment center is restricted to those methods that follow these guidelines.
Developing A Global Mindset For Leadership Success In Asia, Richard Raymond Smith
Developing A Global Mindset For Leadership Success In Asia, Richard Raymond Smith
Research Collection Lee Kong Chian School Of Business
No abstract provided.
How "Situational" Is Judgment In Situational Judgment Tests?, Stefan Krumm, Filip Lievens, Joachim Huffmeier, Anastasiya A. Lipnevich, Hanna Bendels, Gudio Hertel
How "Situational" Is Judgment In Situational Judgment Tests?, Stefan Krumm, Filip Lievens, Joachim Huffmeier, Anastasiya A. Lipnevich, Hanna Bendels, Gudio Hertel
Research Collection Lee Kong Chian School Of Business
Whereas situational judgment tests (SJTs) have traditionally been conceptualized as low-fidelity simulations with an emphasis on contextualized situation descriptions and context-dependent knowledge, a recent perspective views SJTs as measures of more general domain (context-independent) knowledge. In the current research, we contrasted these 2 perspectives in 3 studies by removing the situation descriptions (i.e., item stems) from SJTs. Across studies, the traditional contextualized SJT perspective was not supported for between 43% and 71% of the items because it did not make a significant difference whether the situation description was included or not for these items. These results were replicated across construct …
The Key To Successful Negotiating, Michael Benoliel
The Key To Successful Negotiating, Michael Benoliel
Research Collection Lee Kong Chian School Of Business
Negotiation is complex. For many it is challenging and stressful because they are not sufficiently trained in the new art and science of persuasion.
Creating Inclusive Workplaces In Singapore: A Corporate Guide For Companies And Hr Practitioners, Benjamin Tien Yong Wong, Muhammad Hafiz Kasman, Tye Wei Lee
Creating Inclusive Workplaces In Singapore: A Corporate Guide For Companies And Hr Practitioners, Benjamin Tien Yong Wong, Muhammad Hafiz Kasman, Tye Wei Lee
Student Publications
We are a team of students from the Singapore Management University (SMU). Our team recognises that LGBT (Lesbian, Gay, Bisexual and Transgender) individuals – as with all employees – are valuable members of many organisations that operate in Singapore. We therefore believe that companies can harness the potential of stronger teams by creating diverse and inclusive workplaces for its LGBT and LGBT-affirming members. While we acknowledge that diversity and inclusion ought to proactively encompass a spectrum of strands such as gender, race and socio-economic backgrounds, management literature concerning LGBT issues in Singapore remain relatively unchartered – a gap that this …
Diversity In Medical School Admission: Insights From Personnel Recruitment And Selection, Filip Lievens
Diversity In Medical School Admission: Insights From Personnel Recruitment And Selection, Filip Lievens
Research Collection Lee Kong Chian School Of Business
This issue of Medical Education includes four papers that focus upon recruitment and selection. My personal involvement with this field has occurred through my research on situational judgement tests (SJTs), most of which has been conducted in the broader field of personnel recruitment and selection for the workforce. As such, I read the four studies with two questions in mind: (i) on what issues have the respective strands of recruitment and selection diversity research in the medical education and workforce domains converged? (ii) What new insights emerging from workforce diversity can inform medical education research?
Establishing Hr Professionals' Influence And Credibility: Lessons From The Capital Markets And Investment Banking Sector, Paul Aldrich, Graham Dietz, Timothy Adrian Robert Clark, P.Eter Hamilton
Establishing Hr Professionals' Influence And Credibility: Lessons From The Capital Markets And Investment Banking Sector, Paul Aldrich, Graham Dietz, Timothy Adrian Robert Clark, P.Eter Hamilton
Research Collection Lee Kong Chian School Of Business
Through two separate studies involving 47 interviews inside 22 institutions in the capital markets and investment banking sector, we explore the levels of influence and sources of credibility for senior HR professionals, and examine the challenges they face in establishing credibility. We compare these findings against previous research, which has identified several determinants of HR's influence and credibility. Our findings confirm that HR's modest influence is contingent on the predispositions and convictions of key stakeholders, notably the CEO, but also depends on the decision being taken. We find that the basis for senior HR professionals' credibility is more individual than …
How Are We Doing After 30 Years? A Meta-Analytic Review Of The Antecedents And Outcomes Of Feedback-Seeking Behavior, Frederik Anseel, Adam S. Beatty, Winny Shen, Filip Lievens, Paul R. Sackett
How Are We Doing After 30 Years? A Meta-Analytic Review Of The Antecedents And Outcomes Of Feedback-Seeking Behavior, Frederik Anseel, Adam S. Beatty, Winny Shen, Filip Lievens, Paul R. Sackett
Research Collection Lee Kong Chian School Of Business
This study provides meta-analytic estimates of the antecedents and consequences of feedback-seeking behavior (FSB). Clear support was found for the guiding cost/benefit framework in the feedback-seeking domain. Organizational tenure, job tenure, and age were negatively related to FSB. Learning and performance goal orientation, external feedback propensity, frequent positive feedback, high self-esteem, a transformational leadership style, and a high-quality relationship were positively associated with FSB. Challenging some of the dominant views in the feedback-seeking domain, the relationship between uncertainty and FSB was negative and the relationship between FSB and performance was small. Finally, inquiry and monitoring are not interchangeable feedback-seeking tactics. …
Situational Judgment Testing: A Review And Some New Developments, Janneke K. Oostrom, Britt De Soete, Filip Lievens
Situational Judgment Testing: A Review And Some New Developments, Janneke K. Oostrom, Britt De Soete, Filip Lievens
Research Collection Lee Kong Chian School Of Business
Although situational judgment tests (SJTs) have a long history in the personnel selection literature, there have been some recent developments in how they are designed, administered, and scored. An SJT is a measurement method typically composed of challenging work-related situations and a list of plausible courses of action. Test takers are asked to evaluate each course of action for either the likelihood that they would perform the action or the effectiveness of the action. In this book chapter, we first briefly review current practice regarding the development of SJTs in personnel selection. We also review evidence concerning reliability, construct-related validity, …