Psychology Commons^™

The Validity Of Assessment Centres For The Prediction Of Supervisory Performance Ratings: A Meta-Analysis, Eran Hermelin, Filip Lievens, Ivan T. Robertson

Research Collection Lee Kong Chian School Of Business

The current meta-analysis of the selection validity of assessment centres aims to update an earlier meta-analysis of assessment centre validity. To this end, we retrieved 26 studies and 27 validity coefficients (N=5850) relating the Overall Assessment Rating (OAR) to supervisory performance ratings. The current study obtained a corrected correlation of .28 between the OAR and supervisory job performance ratings (95% confidence interval .24 < =rho < =.32). It is further suggested that this validity estimate is likely to be conservative given that assessment centre validities tend to be affected by indirect range restriction.

Creating Alternate In-Basket Forms Through Cloning: Some Preliminary Results, Filip Lievens, Frederik Anseel

Research Collection Lee Kong Chian School Of Business

Research on constructing alternate forms of assessment center exercises is very scarce. This study examines the effectiveness of a cloning procedure (incident isomorphic approach) for developing alternate forms of a computerized in-basket. In this approach, original and alternate items are essentially similar (they are based on the same critical incident), while being superficially different (they are situated in a different context). Results showed there was no significant difference between the overall in-basket score across the alternate forms. In addition, these overall scores correlated .66, with projected estimates for the full in-basket approaching .80. Implications and limitations of the use of …

Social Influences On Organizational Attractiveness: Investigating If And When Word Of Mouth Matters, Greet Van Hoye, Filip Lievens

Research Collection Lee Kong Chian School Of Business

Previous recruitment studies have treated potential applicants as individual decision makers, neglecting informational social influences on organizational attractiveness. The present study investigated if and under what conditions word-of-mouth communication matters as a recruitment source. Results (N = 171) indicated that word of mouth had a strong impact on organizational attractiveness, and negative word of mouth interfered with recruitment advertising effects. Word of mouth from a strong tie was perceived as more credible and had a more positive effect on organizational attractiveness. For potential applicants high in self-monitoring, word of mouth had a stronger effect when presented after recruitment advertising. Finally, …

Detecting Malingering On The Mmpi-2: An Examination Of The Utility Of Combining The Validity Scales In A Non-Compensatory Model, Thomas James Burke

Masters Theses & Specialist Projects

The MMPI-2 is the most commonly used self-report measure for the assessment of psychopathology in forensic and psychiatric disability assessments (Bacchiochi & Bagby, 2006; Bagby, Marshall, & Bacchiochi, 2005). The MMPI-2 includes a variety of validity scales designed to detect content responsive faking (e.g., faking good or faking bad) as well as content nonresponsivity (randomly responding). The present study was conducted to determine whether a combination of validity scales to detect malingering of a psychotic disorder in a non-compensatory model would be more or less effective than using only a select few of the validity scales in a compensatory model. …

Creating Conflict: Antecedents Of Workplace Incivility, Megan Preston

Masters Theses & Specialist Projects

Incivility is defined as rude and discourteous behavior or displaying a lack of regard for others. As indicated by prior research (e.g., Pearson, Andersson, & Porath. 2000), the frequency and conscquences of uncivil behavior may result in a decline in psychological well-being, reduced job satisfaction, decreased organizational commitment, and increased turnover. However, much of the research to date has examined the relationship between personally experienced incivility and an assortment of job outcomes (Andersson & Pearson, 1999; Cortina et al., 2001; Pearson et al., 2000). The current study is distinct in that it addressed some of the potential factors that are …

Dishonorable Treatment: Workplace Incivility, Cultures Of Honor, And Work Outcomes, Scott Kelley

Masters Theses & Specialist Projects

Workplace incivility is defined as rude and discourteous behavior that takes place in a work setting. Research shows that this type of behavior can negatively affect the well-being of employees who are the targets. However, the impact of workplace incivility may differ from person to person. One variable that may play a role in how workplace incivility affects an individual is U.S. region and whether or not they are located in a culture of honor. In cultures of honor, such as the Southern U.S. region, individuals are theorized to be especially sensitive to insults or challenges to their reputation. Using …

It's Not So Hard To Say Goodbye, M. Thulasidas

Research Collection School Of Computing and Information Systems

Staff retention is a major problem in the job market here. Our economy is doing well; our job market is red hot. As a result, new job offers are becoming more irresistible. At some stage, someone you work closely with — be it your staff, your boss or a fellow team member — is going to hand in that dreaded letter to the human resource (HR) department. Handling resignations with tact and grace is no longer merely a desirable quality, but an essential corporate skill today.

Multilevel Methods: Emergent Issues And Future Directions In Measurement, Longitudinal Analyses And Non-Normal Outcomes, Paul D. Bliese, David Chan, Robert E. Ployhart

Research Collection School of Social Sciences

The study of multilevel phenomena in organizations involves a complex interplay between methods and statistics on one hand and theory development on the other. In this introduction, the authors provide a short summary of the five articles in this feature topic and use them as a platform to discuss the broad need for work in the two areas of (a) multilevel construct validation and measurement and (b) statistical advances in variance decomposition. Within these two broad frameworks, the authors specifically discuss, first, the need to continue moving beyond notions of isomorphism in developing and testing aggregate-level constructs. Second, they discuss …

Asymmetric Discounting In Intertemporal Choice: A Query Theory Account, E. U. Weber, E. J. Johnson, K. F. Milch, Hannah H. Chang, J. C. Brodscholl, D. G. Goldstein

Research Collection Lee Kong Chian School Of Business

People are impatient and discount future rewards more when they are asked to delay consumption than when they are offered the chance to accelerate consumption. The three experiments reported here provide a process-level account for this asymmetry, with implications for designing decision environments that promote less impulsivity. In Experiment 1, a thought-listing procedure showed that people decompose discount valuation into two queries. Whether one considers delayed or accelerated receipt of a gift certificate influences the order in which memory is queried to support immediate versus delayed consumption, and the order of queries affects the relative number of patient versus impatient …

Newcomer Adjustment During Organizational Socialization: A Meta-Analytic Review Of Antecedents, Outcomes, And Methods, Talya N. Bauer, Berrin Erdogan, Todd Bodner, Donald M. Truxillo, Jennifer S. Tucker

Business Faculty Publications and Presentations

The authors tested a model of antecedents and outcomes of newcomer adjustment using 70 unique samples of newcomers with meta-analytic and path modeling techniques. Specifically, they proposed and tested a model in which adjustment (role clarity, self-efficacy, and social acceptance) mediated the effects of organizational socialization tactics and information seeking on socialization outcomes (job satisfaction, organizational commitment, job performance, intentions to remain, and turnover). The results generally supported this model. In addition, the authors examined the moderating effects of methodology on these relationships by coding for 3 methodological issues: data collection type (longitudinal vs. cross-sectional), sample characteristics (school-to-work vs. work-to-work …

The Relationship Between Uncertainty And Desire For Feedback: A Test Of Competing Hypotheses, Filip Anseel, Filip Lievens

Research Collection Lee Kong Chian School Of Business

The relationship between uncertainty and desire for feedback was investigated in 2 studies. Results of Study 1 showed support for a curvilinear relationship. People were interested in feedback at high and low levels of uncertainty, as opposed to moderate levels of uncertainty, indicating the activation of both uncertainty reduction and self-verification motives. In Study 2, the curvilinear relationship with uncertainty was replicated for indirect feedback-seeking behavior. In contrast, we found a negative relationship between direct feedback seeking and uncertainty, moderated by certainty orientation. People seemed more motivated by self-verification vs. uncertainty reduction strivings, depending on their certainty orientation. These findings …

Making Exit Interviews Useful To A Correctional Agency, Marian Layman, Laura Farris, Roni Reiter-Palmon, Erin Gallagher, Shawna Williams

Psychology Faculty Publications

Exit interviews serve as a tool to uncover departmental characteristics and areas in which departmental change should occur,¹ and they are effective in gathering information from departing employees regarding impressions and experiences in their department.² Ultimately, the goal of using exit interview questionnaires is to obtain objective information, increase efficiency of the interview process and evaluate aspects of the department through data analysis.³

The Nebraska Department of Correctional Services (DCS) contracted with the Center for Applied Psychological Services (CAPS) at the University of Nebraska at Omaha to evaluate the reasons for personnel voluntarily leaving their jobs. This …

Performance In Non-Face-To-Face Collaborative Information Environments, Brooke Schaab, J. Douglas Dressel, Mark A. Sabol, Andrea L. Lassiter

Psychology Department Publications

Using technology to obtain and process information requires training not only in human-computer interaction but also in human-human-computer (collaborative) interaction. Warfighters must not only develop their own situational awareness (SA), they must understand each others’ SA (Pew, 1995). This common ground is what each collaboration participant assumes about the others to ensure effective interactions (Ross, 2003; Wellons, 1993). Communication is key. Collaborators must coordinate and share information. Collaboration influences military operations at all levels. Technical interoperability is not enough to produce the synchronization required.