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Full-Text Articles in Psychology
Designing Pareto-Optimal Selection Systems For Multiple Minority Subgroups And Multiple Criteria, Wilfried De Corte, Paul R. Sackett, Filip Lievens
Designing Pareto-Optimal Selection Systems For Multiple Minority Subgroups And Multiple Criteria, Wilfried De Corte, Paul R. Sackett, Filip Lievens
Research Collection Lee Kong Chian School Of Business
Currently used Pareto-optimal (PO) approaches for balancing diversity and validity goals in selection can deal only with one minority group and one criterion. These are key limitations because the workplace and society at large are getting increasingly diverse and because selection system designers often have interest in multiple criteria. Therefore, the article extends existing methods for designing PO selection systems to situations involving multiple criteria and multiple minority groups (i.e., multiobjective PO selection systems). We first present a hybrid multiobjective PO approach for computing selection systems that are PO with respect to (a) a set of quality objectives (i.e., criteria) …
Values Assessment For Personnel Selection: Comparing Job Applicants To Non-Applicants, Jeromy Anglim, Karlyn Molloy, Patrick D. Dunlop, Simon L. Albrecht, Filip Lievens, Marty Andrew
Values Assessment For Personnel Selection: Comparing Job Applicants To Non-Applicants, Jeromy Anglim, Karlyn Molloy, Patrick D. Dunlop, Simon L. Albrecht, Filip Lievens, Marty Andrew
Research Collection Lee Kong Chian School Of Business
Some scholars suggest that organizations could improve their hiring decisions by measuring the personal values of job applicants, arguing that values provide insights into applicants’ cultural fit, retention prospects, and performance outcomes. However, others have expressed concerns about response distortion and faking. The current study provides the first large-scale investigation of the effect of the job applicant context on the psychometric structure and scale means of a self-reported values measure. Participants comprised 7,884 job applicants (41% male; age M = 43.32, SD = 10.76) and a country-, age-, and gender-matched comparison sample of 1,806 non-applicants (41% male; age M = …
What's On Job Seekers' Social Media Sites? A Content Analysis And Effects Of Structure On Recruiter Judgments And Predictive Validity, Liwen Zhang, Chad H. Van Iddekinge, John D. Arnold, Philip L. Roth, Filip Lievens, Stephen E. Lanivich, Samantha L. Jordan
What's On Job Seekers' Social Media Sites? A Content Analysis And Effects Of Structure On Recruiter Judgments And Predictive Validity, Liwen Zhang, Chad H. Van Iddekinge, John D. Arnold, Philip L. Roth, Filip Lievens, Stephen E. Lanivich, Samantha L. Jordan
Research Collection Lee Kong Chian School Of Business
Many organizational representatives review social media (SM) information (e.g., Facebook, Twitter) when recruiting and assessing job applicants. Despite this, very little empirical data exist concerning the SM information available to organizations or whether assessments of such information are a valid predictor of work outcomes. This multi-study investigation examines several critical issues in this emerging area. In Study 1, we conducted a content analysis of job seekers’ Facebook sites (n = 266) and found that these sites often provide demographic variables that U.S. employment laws typically prohibit organizations from using when making personnel decisions (e.g., age, ethnicity, religion), as well as …
Ecological Rationality: Fast-And-Frugal Heuristics For Managerial Decision Making Under Uncertainty, Shenghua Luan, Jochen Reb, Gerd Gigerenzer
Ecological Rationality: Fast-And-Frugal Heuristics For Managerial Decision Making Under Uncertainty, Shenghua Luan, Jochen Reb, Gerd Gigerenzer
Research Collection Lee Kong Chian School Of Business
Heuristics are often viewed as inferior to “rational” strategies that exhaustively search and process information. Introducing the theoretical perspective of ecological rationality, we challenge this view and argue that under conditions of uncertainty common to managerial decision making, managers can actually make better decisions using fast-and-frugal heuristics. Within the context of personnel selection, we show that a heuristic called Δ-inference can more accurately predict which of two job applicants would perform better in the future than logistic regression, a prototypical rational strategy. Using data from 236 applicants at an airline company, we demonstrate in Study 1 that despite searching less …
Do Candidate Reactions Relate To Job Performance Or Affect Criterion-Related Validity? A Multistudy Investigation Of Relations Among Reactions, Selection Test Scores, And Job Performance, Julie Mccarthy, Chad H. Van Iddekinge, Filip Lievens, Mavis Mei-Chuan Kung, Evan F. Sinar, Michael A. Campion
Do Candidate Reactions Relate To Job Performance Or Affect Criterion-Related Validity? A Multistudy Investigation Of Relations Among Reactions, Selection Test Scores, And Job Performance, Julie Mccarthy, Chad H. Van Iddekinge, Filip Lievens, Mavis Mei-Chuan Kung, Evan F. Sinar, Michael A. Campion
Research Collection Lee Kong Chian School Of Business
Considerable evidence suggests that how candidates react to selection procedures can affect their test performance and their attitudes toward the hiring organization (e.g., recommending the firm to others). However, very few studies of candidate reactions have examined one of the outcomes organizations care most about: job performance. We attempt to address this gap by developing and testing a conceptual framework that delineates whether and how candidate reactions might influence job performance. We accomplish this objective using data from 4 studies (total N = 6,480), 6 selection procedures (personality tests, job knowledge tests, cognitive ability tests, work samples, situational judgment tests, …
Dimension And Exercise Variance In Assessment Center Scores: A Large-Scale Evaluation Of Multitrait-Multimethod Studies, Filip Lievens, James M. Conway
Dimension And Exercise Variance In Assessment Center Scores: A Large-Scale Evaluation Of Multitrait-Multimethod Studies, Filip Lievens, James M. Conway
Research Collection Lee Kong Chian School Of Business
This study addresses 3 questions regarding assessment center construct validity: (a) Are assessment center ratings best thought of is reflecting dimension constructs (dimension model). exercises (exercise model). or a combination? (b) To what extent do dimensions or exercises account for variance? (c) Which design characteristics increase dimension variance? To this end, a large set of multitrait-multimethod studies (N = 34) were analyzed, showing that assessment center ratings were best represented (i.e., in terms of fit and admissible solutions) by a model with correlated dimensions and exercises specified a correlated uniquenesses. In this model, dimension variance equals exercise variance. Significantly more …