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- Personnel selection (12)
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- Situational judgment tests (7)
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- Emotional intelligence (5)
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- Performance (3)
- Selection (3)
- Selection decisions (3)
- Anger (2)
- Big Five (2)
- Construct validity (2)
- Constructs (2)
- Counterproductive work behavior (2)
- Discrimination (2)
- Education (2)
- Emotional intelligence assessment (2)
- Emotions (2)
- Employee selection (2)
Articles 1 - 30 of 146
Full-Text Articles in Psychology
On The Trajectory Of Discrimination: A Meta-Analysis And Forecasting Survey Capturing 44 Years Of Field Experiments On Gender And Hiring Decisions, Michael Schaerer, Christilene Du Plessis, My Hoang Nguyen, Robbie C. M. Van Aert, Leo Tiokkin, Daniel Lakens, Elena G. Clemente, Thomas Pfeiffer, Anna Dreber, Magnus Johannesson, Cory J. Clark
On The Trajectory Of Discrimination: A Meta-Analysis And Forecasting Survey Capturing 44 Years Of Field Experiments On Gender And Hiring Decisions, Michael Schaerer, Christilene Du Plessis, My Hoang Nguyen, Robbie C. M. Van Aert, Leo Tiokkin, Daniel Lakens, Elena G. Clemente, Thomas Pfeiffer, Anna Dreber, Magnus Johannesson, Cory J. Clark
Research Collection Lee Kong Chian School Of Business
A preregistered meta-analysis, including 244 effect sizes from 85 field audits and 361,645 individual job applications, tested for gender bias in hiring practices in female-stereotypical and gender-balanced as well as male-stereotypical jobs from 1976 to 2020. A “red team” of independent experts was recruited to increase the rigor and robustness of our meta-analytic approach. A forecasting survey further examined whether laypeople (n = 499 nationally representative adults) and scientists (n = 312) could predict the results. Forecasters correctly anticipated reductions in discrimination against female candidates over time. However, both scientists and laypeople overestimated the continuation of bias against female candidates. …
Third-Party Employer Branding, Mukta G. Saini, Filip Lievens
Third-Party Employer Branding, Mukta G. Saini, Filip Lievens
Research Collection Lee Kong Chian School Of Business
There has been a growing interest in third-party employment branding (TPEB) because prospective and current employees perceive it more credible than the company-controlled employer branding. The academic research on TPEB has also been rapidly growing. This chapter reviews the TPEB research using a bibliometric analysis of 734 articles published between 1996 and 2021. The analysis shows that 'employer branding,' 'recruitment,' 'Glassdoor,' and 'word-of-mouth' are the major keywords in this domain. TPEB research can be grouped into three themes – (i) ‘best employer status and its outcomes’, (ii) ‘antecedents and consequences of third-party employment branding’, and (iii) ‘word-of-mouth and recruitment’. We …
Revisiting The Design Of Selection Systems In Light Of New Findings Regarding The Validity Of Widely Used Predictors, Paul R. Sackett, Charlene Zhang, Christopher M. Berry, Filip Lievens
Revisiting The Design Of Selection Systems In Light Of New Findings Regarding The Validity Of Widely Used Predictors, Paul R. Sackett, Charlene Zhang, Christopher M. Berry, Filip Lievens
Research Collection Lee Kong Chian School Of Business
Sackett et al. (2022) identified previously unnoticed flaws in the way range restriction corrections have been applied in prior meta-analyses of personnel selection tools. They offered revised estimates of operational validity, which are often quite different from the prior estimates. The present paper attempts to draw out the applied implications of that work. We aim to a) present a conceptual overview of the critique of prior approaches to correction, b) outline the implications of this new perspective for the relative validity of different predictors and for the tradeoff between validity and diversity in selection system design, c) highlight the need …
The Chemistry Between Us: Illuminating Complementarity Patterns In Interpersonal Role Play Assessment Via Moment-To-Moment Analyses, Christoph N. Herde, Filip Lievens
The Chemistry Between Us: Illuminating Complementarity Patterns In Interpersonal Role Play Assessment Via Moment-To-Moment Analyses, Christoph N. Herde, Filip Lievens
Research Collection Lee Kong Chian School Of Business
In assessment and selection, organizations often include interpersonal interactions because they provide insights into candidates’ interpersonal skills. These skills are then typically assessed via one-shot, retrospective assessor ratings. Unfortunately, the assessment of interpersonal skills at such a trait-like level fails to capture the richness of how the interaction unfolds at the behavioral exchange level within a role-play assessment. This study uses the lens of interpersonal complementarity theory to advance our understanding of interpersonal dynamics in role-play assessment and their effects on assessor ratings. Ninety-six MBA students participated in four different flash role-plays as part of diagnosing their strengths and weaknesses. …
Interpersonal Behavior In Assessment Center Role-Play Exercises: Investigating Structure, Consistency, And Effectiveness, Simon M. Breil, Filip Lievens, Boris Forthmann, Mitla D. Back
Interpersonal Behavior In Assessment Center Role-Play Exercises: Investigating Structure, Consistency, And Effectiveness, Simon M. Breil, Filip Lievens, Boris Forthmann, Mitla D. Back
Research Collection Lee Kong Chian School Of Business
Although the behaviors displayed by assessees are the currency of assessment centers (ACs), they have remained largely unexplored. This is surprising because a better understanding of assessees' behaviors may provide the missing link between research on the determinants of assessee performance and research on the validity of performance ratings. Therefore, this study draws on behavioral personality science to scrutinize the behaviors that assessees express in interpersonal AC exercises. Our goals were to investigate (a) the structure of interpersonal behaviors, (b) the consistency of these behaviors across AC exercises, and (c) their effectiveness. We obtained videotaped performances of 203 assessees who …
Overcoming Procrastination: Time Pressure And Positive Affect As Compensatory Routes To Action, Jana Kuhnel, Ronald Bledow, Angela Kuonath
Overcoming Procrastination: Time Pressure And Positive Affect As Compensatory Routes To Action, Jana Kuhnel, Ronald Bledow, Angela Kuonath
Research Collection Lee Kong Chian School Of Business
The current work seeks to identify factors that support action initiation from the theoretical lens of self-regulation. Specifically, we focus on factors that reduce procrastination, the delay of the initiation or completion of activities. We draw from action control theory and propose that positive affect operates as a personal and time pressure as a situational factor that unblock routes to action. High positive affect makes people less prone to procrastination because positive affect reduces behavioral inhibition and facilitates the enactment of intentions. By contrast, when positive affect is low, people depend on time pressure as an action facilitating stimulus. We …
Why Employees Accept Lower Pay At Mission-Oriented Companies, Insiya Hussain, Marko Pitesa, Stefan Thau, Michael Schaerer
Why Employees Accept Lower Pay At Mission-Oriented Companies, Insiya Hussain, Marko Pitesa, Stefan Thau, Michael Schaerer
Research Collection Lee Kong Chian School Of Business
Today’s companies are likely to tout how their work benefits human welfare or “makes the world a better place.” Recent research suggests that this may come with a potential financial drawback for workers, as it can inhibit them from negotiating for higher pay. Over five studies, job candidates consistently reported that they worried asking for higher pay from these companies would be seen as greedy or inappropriate. This suggests they are aware of a common bias, known as motivation purity bias, where managers believe employees interested in material rewards of work (such as pay) are less motivated than those motivated …
The Effects Of Language-Related Misunderstanding At Work, John Fiset, Devasheesh P. Bhave, Nilotpal Jha
The Effects Of Language-Related Misunderstanding At Work, John Fiset, Devasheesh P. Bhave, Nilotpal Jha
Research Collection Lee Kong Chian School Of Business
Demographic, technological, and global trends have brought the language used at the workplace to the forefront. A growing body of research reveals that language could result in misunderstanding at work, and influence employees' performance and attitudinal outcomes. Language at work encompasses standard language (e.g., English) as well as several hybrid forms of language (non-native accents, code-switching, and jargon). We delineate how these forms of language could result in misunderstanding. We then identify relational, affective, and informational mechanisms that underlie the relationship between language-related misunderstanding and employees' performance and attitudinal outcomes, and highlight key boundary conditions. In doing so, we uncover …
Arousing Motives Or Eliciting Stories? On The Role Of Pictures In A Picture–Story Exercise, Philipp Schäpers, Stefan Krumm, Filip Lievens, Nikola Stenzel
Arousing Motives Or Eliciting Stories? On The Role Of Pictures In A Picture–Story Exercise, Philipp Schäpers, Stefan Krumm, Filip Lievens, Nikola Stenzel
Research Collection Lee Kong Chian School Of Business
Picture–story exercises (PSE) form a popular measurement approach that has been widely used for the assessment of implicit motives. However, current theorizing offers two diverging perspectives on the role of pictures in PSEs: either to elicit stories or to arouse motives. In the current study, we tested these perspectives in an experimental design. We administered a PSE either with or without pictures. Results from N = 281 participants revealed that the experimental manipulation had a medium to large effect for the affiliation and power motive domains, but no effect for the achievement motive domain. We conclude that the herein chosen …
Multiple, Speeded Assessments Under Scrutiny: Underlying Theory, Design Considerations, Reliability, And Validity, Christoph N. Herde, Filip Lievens
Multiple, Speeded Assessments Under Scrutiny: Underlying Theory, Design Considerations, Reliability, And Validity, Christoph N. Herde, Filip Lievens
Research Collection Lee Kong Chian School Of Business
Recently, multiple, speeded assessments (e.g., “speeded” or “flash” role-plays) have made rapid inroads into the selection domain. So far, however, the conceptual underpinning and empirical evidence related to these short, fast-paced assessment approaches has been lacking. This raises questions whether these speeded assessments can serve as reliable and valid indicators of future performance. This paper uses the notions of stimulus and response domain sampling to conceptualize multiple, speeded behavioral job simulations as a hybrid of established simulation-based selection methods. Next, we draw upon the thin slices of behavior paradigm to theorize about the quality of ratings made in multiple, speeded …
Automatic Scoring Of Speeded Interpersonal Assessment Center Exercises Via Machine Learning: Initial Psychometric Evidence And Practical Guidelines, Louis Hickman, Christoph N. Herde, Filip Lievens, Louis Tay
Automatic Scoring Of Speeded Interpersonal Assessment Center Exercises Via Machine Learning: Initial Psychometric Evidence And Practical Guidelines, Louis Hickman, Christoph N. Herde, Filip Lievens, Louis Tay
Research Collection Lee Kong Chian School Of Business
Assessment center (AC) exercises such as role-plays have established themselves as valuable approaches for obtaining insights into interpersonal behavior, but they are often considered the “Rolls Royce” of personnel assessment due to their high costs. The observation and rating process comprises a substantial part of these costs. In an exploratory case study, we capitalize on recent advances in natural language processing (NLP) by developing NLP-based machine learning (ML) models to investigate the possibility of automatically scoring AC exercises. First, we compared the convergent-related validity and contamination with word count of ML scores based on models that used different NLP methods …
Personnel Selection: A Review Of Ways To Maximize Validity, Diversity, And The Applicant Experience, Chad H. Van Iddekinge, Filip Lievens, Paul R. Sackett
Personnel Selection: A Review Of Ways To Maximize Validity, Diversity, And The Applicant Experience, Chad H. Van Iddekinge, Filip Lievens, Paul R. Sackett
Research Collection Lee Kong Chian School Of Business
Personnel Psychology has a long tradition of publishing important research on personnel selection. In this article, we review some of the key questions and findings from studies published in the journal and in the selection literature more broadly. In doing so, we focus on the various decisions organizations face regarding selection procedure development (e.g., use multiple selection procedures, contextualize procedure content), administration (e.g., provide pre-test explanations, reveal target knowledge, skills, abilities, and other characteristics [KSAOs]), and scoring (e.g., weight predictors and criteria, use artificial intelligence). Further, we focus on how these decisions affect the validity of inferences drawn from the …
Work Effort: A Conceptual And Meta-Analytic Review, Chad H. Van Iddekinge, John D. Arnold, Herman Aquinis, Jonas W. B. Lang, Filip Lievens
Work Effort: A Conceptual And Meta-Analytic Review, Chad H. Van Iddekinge, John D. Arnold, Herman Aquinis, Jonas W. B. Lang, Filip Lievens
Research Collection Lee Kong Chian School Of Business
Work effort has been a key concept in management theories and research for more than a century. Maintaining and increasing employee effort also is a persistent concern to managers. The goal of the present conceptual and meta-analytic review was to increase clarity and consensus regarding what effort is and how to measure it. First, we reviewed conceptualizations of effort and provided an integrated definition that views effort as a direct outcome of motivation that captures (a) what employees work on, (b) how hard they work, and (c) how long they persist in that work. Second, we identified four main ways …
Revisiting Meta-Analytic Estimates Of Validity In Personnel Selection: Addressing Systematic Overcorrection For Restriction Of Range, Paul R. Sackett, Charlene Zhang, Christopher M. Berry, Filip Lievens
Revisiting Meta-Analytic Estimates Of Validity In Personnel Selection: Addressing Systematic Overcorrection For Restriction Of Range, Paul R. Sackett, Charlene Zhang, Christopher M. Berry, Filip Lievens
Research Collection Lee Kong Chian School Of Business
This paper systematically revisits prior meta-analytic conclusions about the criterion-related validity of personnel selection procedures, and particularly the effect of range restriction corrections on those validity estimates. Corrections for range restriction in meta-analyses of predictor–criterion relationships in personnel selection contexts typically involve the use of an artifact distribution. After outlining and critiquing five approaches that have commonly been used to create and apply range restriction artifact distributions, we conclude that each has significant issues that often result in substantial overcorrection and that therefore the validity of many selection procedures for predicting job performance has been substantially overestimated. Revisiting prior meta-analytic …
Contextualizing The Organizational Mindset, Joseph A. Carpini, Burak Oc
Contextualizing The Organizational Mindset, Joseph A. Carpini, Burak Oc
Research Collection Lee Kong Chian School Of Business
Although Schneider and Pulakos (2022, p. 2) call for scholars to adopt an “organizational mindset,” which includes “an increased organizational frame of reference on variables of interest,” the authors have overlooked the importance of contextualizing such a mindset. Contextualizing “entails linking observations to a set of relevant facts, events, or points of view that make possible research and theory that form part of a larger whole” (Rousseau & Fried, 2001, p. 1). Contextualizing is essential because it provides a common vernacular that facilitates the valid and reliable extension of the industrial-organizational (I-O) mindset to the study of organizational differences and …
A Comprehensive Examination Of The Cross-Validity Of Pareto-Optimal Versus Fixed-Weight Selection Systems In The Biobjective Selection Context., Wilfried De Corte, Filip Lievens, Paul R. Sackett
A Comprehensive Examination Of The Cross-Validity Of Pareto-Optimal Versus Fixed-Weight Selection Systems In The Biobjective Selection Context., Wilfried De Corte, Filip Lievens, Paul R. Sackett
Research Collection Lee Kong Chian School Of Business
The article presents evidence for the cross-validity potential of fixed-weight (FW) versus Pareto-Optimal (PO) selection systems in biobjective selection situations where both the goals of diversity and quality are valued and the importance of the goals is undecided a priori. The article extends previous research by also studying the cross-validity potential of selection systems in the practically most important sample-to-sample cross-validity scenario. We address three research questions: (a) Do different PO systems show comparable levels of relative (i.e., proportional) achievement upon cross-validation? (b) Do PO systems achieve higher levels of relative achievement upon cross-validation than FW selection systems?, and (c) …
Gamifying An Assessment Method: What Signals Are Organizations Sending To Applicants?, Konstantina Georgiou, Filip Lievens
Gamifying An Assessment Method: What Signals Are Organizations Sending To Applicants?, Konstantina Georgiou, Filip Lievens
Research Collection Lee Kong Chian School Of Business
Purpose: The paper aims to expand the authors' knowledge on gamification and the signals sent on behalf of the organization when gamified assessments are used. The authors examine the mechanisms through which the use of gamification into an assessment method may increase the attractiveness of an organization as a prospective employer. Design/methodology/approach: The first study examines, following a longitudinal design, the signals that an organization sends to applicants about the organization's symbolic traits (e.g. innovativeness), through the characteristics of a gamified assessment, in terms of enjoyment and flow and impact on organizational attractiveness. Upon clarifying this mechanism, the second study …
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 = …
The Role Of Emotions As Mechanisms Of Mid-Test Warning Messages During Personality Testing: A Field Experiment, Hairong Li, Jinyan Fan, Guoxiang Zhao, Minghui Wang, Lu Zheng, Hui Meng, Qingxiong Weng, Yanping Liu, Filip Lievens
The Role Of Emotions As Mechanisms Of Mid-Test Warning Messages During Personality Testing: A Field Experiment, Hairong Li, Jinyan Fan, Guoxiang Zhao, Minghui Wang, Lu Zheng, Hui Meng, Qingxiong Weng, Yanping Liu, Filip Lievens
Research Collection Lee Kong Chian School Of Business
This study focuses on the role of emotions in personnel selection and faking research. In particular, we posit that emotions are likely to be activated when applicants receive warning messages from organizations. Drawing on Nabi (Nabi, Communication Theory, 9, 1999, 292) cognitive-functional model of discrete negative emotions, we propose and empirically test the effects of three discrete negative emotions (guilt, fear, and anger) triggered by a warning message during a personality test on personality score accuracy and perceived test fairness. Participants in this within-subjects field experiment were 1,447 applicants for graduate school at a large public university in China. They …
Hidden Framings And Hidden Asymmetries In The Measurement Of Personality: A Combined Lens-Model And Frame-Of-Reference Perspective, Julian Schulze, Stephen G. West, Jan-Philipp Freudenstein, Philipp Schaepers, Patrick Mussel, Michael Eid, Stefan Krumm
Hidden Framings And Hidden Asymmetries In The Measurement Of Personality: A Combined Lens-Model And Frame-Of-Reference Perspective, Julian Schulze, Stephen G. West, Jan-Philipp Freudenstein, Philipp Schaepers, Patrick Mussel, Michael Eid, Stefan Krumm
Research Collection Lee Kong Chian School Of Business
Objective: The symmetry principle and the frame-of-reference perspective have each made contributions to improving the measurement of personality. Although each perspective is valuable in its own right, we argue that even greater improvement can be achieved through the combination of both. Therefore, the goal of the current article was to show the value of a combined lens-model and frame-of-reference perspective. Method We conducted a literature review to summarize relevant research findings that shed light on the interplay of both perspectives and developed an integrative model. Results: Based on the literature review and on theoretical grounds, we argue that a basic …
Prompt-Specificity In Scenario-Based Assessments: Associations With Personality Versus Knowledge And Effects On Predictive Validity, Thomas Rockstuhl, Filip Lievens
Prompt-Specificity In Scenario-Based Assessments: Associations With Personality Versus Knowledge And Effects On Predictive Validity, Thomas Rockstuhl, Filip Lievens
Research Collection Lee Kong Chian School Of Business
Many scenario-based assessments (e.g., interviews, assessment center exercises, work samples, simulations, and situational judgment tests) use prompts (i.e., cues provided to respondents to increase the likelihood that the information received from them is clear, sufficient, and job-related). However, a dilemma for practitioners and researchers is how general or specific one should prompt people's answers. We posit that such differences in prompt-specificity (i.e., extent to which prompts cue performance criteria) have important implications for the predictive validity of scenario-based assessment scores. Drawing on the interplay of situation construal and situational strength theory, we propose that prompt-specificity leads to differential relationships between …
Covid-19 And The Workplace: Implications, Issues, And Insights For Future Research And Action, Kevin M. Kniffin, Jayanth Narayanan, Frederik Anseel, John Antonakis, Susan P. Ashford, Arnold B. Bakker, Peter Bamberger, Hari Bapuji, Devasheesh P. Bhave, Virginia K. Choi, Stefanie J. Creary, Evangelia Demerouti, Francis J. Flynn, Michele J. Gelfand, Lindred L. Greer, Gary Johns, Selin Kesebir, Peter G. Klein, Sun Young Lee, Hakan Ozcelik, Jennifer Louise Petriglieri, Nancy P. Rothbard, Cort W. Rudolph, Jason D. Shaw, Nina Sirola
Covid-19 And The Workplace: Implications, Issues, And Insights For Future Research And Action, Kevin M. Kniffin, Jayanth Narayanan, Frederik Anseel, John Antonakis, Susan P. Ashford, Arnold B. Bakker, Peter Bamberger, Hari Bapuji, Devasheesh P. Bhave, Virginia K. Choi, Stefanie J. Creary, Evangelia Demerouti, Francis J. Flynn, Michele J. Gelfand, Lindred L. Greer, Gary Johns, Selin Kesebir, Peter G. Klein, Sun Young Lee, Hakan Ozcelik, Jennifer Louise Petriglieri, Nancy P. Rothbard, Cort W. Rudolph, Jason D. Shaw, Nina Sirola
Research Collection Lee Kong Chian School Of Business
COVID-19’s impacts on workers and workplaces across the globe have been dramatic. We present a broad review of prior research rooted in work and organizational psychology, and related fields, for making sense of the implications for employees, teams, and work organizations. Our review and preview of relevant literatures focuses on: (i) emerging changes in work practices (e.g., working from home, virtual teams) and (ii) economic and social psychological impacts (e.g, unemployment, mental well-being). In addition, we examine the potential moderating factors of age, race and ethnicity, gender, family status, personality, andcultural differences to generate disparate effects. Illustrating the benefits of …
Motivation Purity Bias: Expression Of Extrinsic Motivation Undermines Perceived Intrinsic Motivation And Engenders Bias In Selection Decisions, Rellie Derfler-Rozin, Marko Pitesa
Motivation Purity Bias: Expression Of Extrinsic Motivation Undermines Perceived Intrinsic Motivation And Engenders Bias In Selection Decisions, Rellie Derfler-Rozin, Marko Pitesa
Research Collection Lee Kong Chian School Of Business
Organizational selection decisions often involve an exchange of information between candidates and decision makers as to why candidates are motivated to work in the given position. Drawing on popular management myths as our overarching framework, we theorize that candidates’ expressions of extrinsic motivation lead decision makers to infer that the candidate is less intrinsically motivated, leading to bias against such candidates. We term this effect motivation purity bias, and argue that it emerges despite ample evidence, which we review, showing that penalizing expressed extrinsic motivation is not only unfair to candidates but also counterproductive from the standpoint of maximizing future …
Predicting Counterproductive Work Behavior: Do Implicit Motives Have Incremental Validity Beyond Explicit Traits?, J. Malte Runge, Jonas W. B. Lang, Ingo Zettler, Filip Lievens
Predicting Counterproductive Work Behavior: Do Implicit Motives Have Incremental Validity Beyond Explicit Traits?, J. Malte Runge, Jonas W. B. Lang, Ingo Zettler, Filip Lievens
Research Collection Lee Kong Chian School Of Business
This study extends research on the link between personality and Counterproductive Work Behavior (CWB) by investigating whether the implicit Affiliation, Achievement, and Power motives contribute to the prediction of CWB beyond basic personality traits. Employees high in Affiliation, Achievement, and Power motives may disengage from CWB because it is not rewarding and thwarts goal attainment. In Study 1 (N = 263), we found that Affiliation predicted self-rated CWB beyond traits. In Study 2 (N = 121), we found that Affiliation and Power predicted supervisor-rated CWB. Our findings thus suggest to also consider implicit motives as personality determinants of CWB.
Stay Mindful And Carry On: Mindfulness Neutralizes Covid-19 Stressors On Work Engagement Via Sleep Duration, Michelle Xue Zheng, Theodore Charles Masters-Waage, Jingxian Yao, Yichen Lu, Noriko Tan, Jayanth Narayanan
Stay Mindful And Carry On: Mindfulness Neutralizes Covid-19 Stressors On Work Engagement Via Sleep Duration, Michelle Xue Zheng, Theodore Charles Masters-Waage, Jingxian Yao, Yichen Lu, Noriko Tan, Jayanth Narayanan
Research Collection Lee Kong Chian School Of Business
We examine whether mindfulness can neutralize the negative impact of COVID-19 stressors on employees' sleep duration and work engagement. In Study 1, we conducted a field experiment in Wuhan, China during the lockdown between February 20, 2020, and March 2, 2020, in which we induced state mindfulness by randomly assigning participants to either a daily mindfulness practice or a daily mind-wandering practice. Results showed that the sleep duration of participants in the mindfulness condition, compared with the control condition, was less impacted by COVID-19 stressors (i.e., the increase of infections in the community). In Study 2, in a 10-day daily …
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 …
Personnel Selection: A Longstanding Story Of Impact At The Individual, Firm, And Societal Level, Filip Lievens, Paul R. Sackett, Charlene Zhang
Personnel Selection: A Longstanding Story Of Impact At The Individual, Firm, And Societal Level, Filip Lievens, Paul R. Sackett, Charlene Zhang
Research Collection Lee Kong Chian School Of Business
This paper discusses how and why the field of personnel selection has made a long-lasting mark in work and organizational psychology. We start by outlining the importance and relevance of the well-established analytical framework (criterion-related validity, incremental validity, utility) for examining the impact of selection at the individual (job performance) level. We also document the substantive criterion-related validities of most common selection procedures on the basis of cumulative meta-analytic research. Next, we review more recent research that investigated the impact of selection at the more macro organizational (firm performance) level. We show that the positive relationship between selection and performance …
The Role Of Situations In Situational Judgment Tests: Effects On Construct Saturation, Predictive Validity, And Applicant Perceptions, Philipp Schäpers, Patrick Mussel, Filip Lievens, Cornelius J. König, Jan-Philipp Freudenstein, Stefan Krumm
The Role Of Situations In Situational Judgment Tests: Effects On Construct Saturation, Predictive Validity, And Applicant Perceptions, Philipp Schäpers, Patrick Mussel, Filip Lievens, Cornelius J. König, Jan-Philipp Freudenstein, Stefan Krumm
Research Collection Lee Kong Chian School Of Business
Recent theorizing and empirical evidence suggesting thatsituational judgment tests (SJTs) are more context-independent than previouslythought has sparked a debate about the role of situation descriptions in SJTs.To contribute to this debate and add to our understanding of how SJTs work,this paper conceptually embeds SJT performance in a situation construal modeland examines the effects of situation descriptions on the construct saturationand predictive validity of SJT scores, as well as on applicant perceptions.Across two studies (N = 1,092 and 578) and different SJTs, personality andcognitive ability were equally important determinants of SJT performance regardlessof whether situation descriptions were presented or omitted. The …
Effects Of Situation Descriptions On The Construct-Related Validity Of Construct-Driven Situational Judgment Tests, Philipp Christopher Schaepers, Jan-Philipp Freudenstein, Patrick Mussel, Filip Lievens, Stefan Krumm
Effects Of Situation Descriptions On The Construct-Related Validity Of Construct-Driven Situational Judgment Tests, Philipp Christopher Schaepers, Jan-Philipp Freudenstein, Patrick Mussel, Filip Lievens, Stefan Krumm
Research Collection Lee Kong Chian School Of Business
Despite the common belief that situation descriptions in SJTs are central to the measurement of targeted constructs, recent studies demonstrated that omitting situation descriptions had only minor effects on SJT performance and validity. However, these results might be due to the fact that traditional SJTs often fail to assess well-defined constructs. So, we aimed to examine the relationships between construct-driven SJT scores with and without situations and self- and peer-rated personality dimensions (N = 158). Results revealed almost no difference in construct-related validity between both versions. The conscientiousness facet emerged as the only exception, for which the SJT scores without …
It's Lonely At The Bottom (Too): The Effects Of Experienced Powerlessness On Social Closeness And Disengagement, Trevor A. Foulk, Irene E. De Pater, Michael Schaerer, Christilene Du Plessis, Randy Lee, Amir Erez
It's Lonely At The Bottom (Too): The Effects Of Experienced Powerlessness On Social Closeness And Disengagement, Trevor A. Foulk, Irene E. De Pater, Michael Schaerer, Christilene Du Plessis, Randy Lee, Amir Erez
Research Collection Lee Kong Chian School Of Business
Although powerlessness is a pervasive experience for employees, prior social power research has predominantly focused on consequences of powerfulness. This has led to contradictory predictions for how experienced powerlessness influences employees’ social perceptions and behaviors. To resolve this theoretical tension, we build on Social Distance Theory (Magee & Smith, 2013) to develop a theoretical model suggesting that experienced powerlessness reduces social closeness and subsequently causes social disengagement behaviors both at work (reduced helping, increased interaction avoidance) and at home (increased withdrawal). Our model also elucidates the processes that cause powerlessness to reduce social closeness, demonstrating that employees’ affiliation motive and …