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Organizational Behavior and Theory
Singapore Management University
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- Ability testing (1)
- Behavioral consistency;job performance;employment interview;assessment center;assessment of situational demands (1)
- Candidate reactions (1)
- Criterion-related validity (1)
- Distinction (1)
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- Distributive Negotiation (1)
- Diversity (1)
- Diversity-validity dilemma (1)
- Emotions (1)
- Employee selection (1)
- Ethnic differences (1)
- Intergroup relations (1)
- Interpersonal skills (1)
- Job inputs (1)
- Job performance (1)
- Justice sensitivity (1)
- Mediation (1)
- Medical admission (1)
- Medical education (1)
- Mindful Attention (1)
- Mindfulness (1)
- Model (1)
- Moderation (1)
- Multicultural (1)
- Negotiation (1)
- Negotiation Performance (1)
- Negotiation Satisfaction (1)
- Pay satisfaction (1)
- Personnel selection (1)
- Perspective-taking (1)
Articles 1 - 11 of 11
Full-Text Articles in Psychology
Changing Things Up In Recruitment: Effects Of A 'Strange' Recruitment Medium On Applicant Pool Quantity And Quality, Saartje Cromheecke, Greet Van Hoye, Filip Lievens
Changing Things Up In Recruitment: Effects Of A 'Strange' Recruitment Medium On Applicant Pool Quantity And Quality, Saartje Cromheecke, Greet Van Hoye, Filip Lievens
Research Collection Lee Kong Chian School Of Business
In a field experiment, we investigated the impact of a 'strange' recruitment medium on the quantity and quality of the applicant pool. Recruiting through an unusual medium (i.e., postcard) was associated with higher applicant pool quantity, as compared to a more frequently used medium (i.e., e-mail). With respect to quality, applicants recruited through the strange medium were higher educated. A follow-up questionnaire confirmed that the media were perceived to differ in strangeness, not in media richness or credibility. These results suggest that 'changing things up' in recruitment by employing strange recruitment media can positively affect key recruitment outcomes.
Emotion Regulation In Workgroups: The Roles Of Demographic Diversity And Relational Work Context, Eugene Kim, Devasheesh P. Bhave, Theresa M. Glomb
Emotion Regulation In Workgroups: The Roles Of Demographic Diversity And Relational Work Context, Eugene Kim, Devasheesh P. Bhave, Theresa M. Glomb
Research Collection Lee Kong Chian School Of Business
Drawing on the social identity perspective, we investigate the cross-level relationship between demographic diversity in workgroups and emotion regulation. We propose that age, racial, and gender diversity in workgroups relate positively to emotion regulation because of demography-related in-group/out-group dynamics. We also examine the moderating role of the relational work context, specifically task interdependence and social interaction, on the relationship between demographic diversity and emotion regulation. Results from a sample of 2,072 employees in 274 workgroups indicate that working in a group with greater age diversity is positively related to an employee's emotion regulation. Results suggest the operation of the age …
An Affair Not To Remember? It Might Help To Change Your Name, Man Cyndi Zhang, Xiaowei Luo
An Affair Not To Remember? It Might Help To Change Your Name, Man Cyndi Zhang, Xiaowei Luo
Research Collection Lee Kong Chian School Of Business
While a growing body of research has examined how organizations respond to institutional change, less examined is how institutional change can create opportunities for organizations to manage their public image. We propose that institutional change allows firms to leverage the ambiguity around the motive for image management and thus minimize audience’s unfavorable attribution of the motive. Specifically, we focus on an organization’s name change as a means of image management. From the audience’s standpoint, an organization could change its name as a result of having responded to institutional change, or to convey new strategic directions, or to manipulate the public …
Alternative Predictors For Dealing With The Diversity-Validity Dilemma In Personnel Selection: The Constructed Response Multimedia Test, Britt De Soete, Filip Lievens, Janneke Oostrom, Lena Westerveld
Alternative Predictors For Dealing With The Diversity-Validity Dilemma In Personnel Selection: The Constructed Response Multimedia Test, Britt De Soete, Filip Lievens, Janneke Oostrom, Lena Westerveld
Research Collection Lee Kong Chian School Of Business
In the context of the diversity-validity dilemma in personnel selection, the present field study compared ethnic subgroup differences on an innovative constructed response multimedia test to other commonly used selection instruments. Applicants (N=245, 27% ethnic minorities) for entry-level police jobs completed a constructed response multimedia test, cognitive ability test, language proficiency test, personality inventory, structured interview, and role play. Results demonstrated minor ethnic subgroup differences on constructed response multimedia test scores as compared to other instruments. Constructed response multimedia test scores were related to the selection decision, and no evidence for predictive bias was found. Subgroup differences were also examined …
Stupid Doctors And Smart Construction Workers: Perspective-Taking Reduces Stereotyping Of Both Negative And Positive Targets, Cynthia S. Wang, Gillian Ku, Kenneth Tai, Adam D. Galinsky
Stupid Doctors And Smart Construction Workers: Perspective-Taking Reduces Stereotyping Of Both Negative And Positive Targets, Cynthia S. Wang, Gillian Ku, Kenneth Tai, Adam D. Galinsky
Research Collection Lee Kong Chian School Of Business
Numerous studies have found that perspective-taking reduces stereotyping and prejudice, but they have only involved negative stereotypes. Because target negativity has been empirically confounded with reduced stereotyping, the general effects of perspective-taking on stereotyping and prejudice are unclear. By including both positively and negatively stereotyped targets, this research offers the first empirical test of two competing hypotheses: The positivity hypothesis predicts that perspective-taking produces a positivity bias, with less stereotyping of negative targets but more stereotyping of positive targets. In contrast, the stereotype-reduction hypothesis predicts that perspective-taking reduces stereotyping, regardless of target valence. Three studies support the stereotype-reduction hypothesis. Perspective-taking …
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, …
Pay Satisfaction And Work-Family Conflict Across Time, Devasheesh P. Bhave, Amit Kramer, Theresa M. Glomb
Pay Satisfaction And Work-Family Conflict Across Time, Devasheesh P. Bhave, Amit Kramer, Theresa M. Glomb
Research Collection Lee Kong Chian School Of Business
On the basis of justice and exchange theories, the authors propose that employees offset their levels of work–family conflict (WFC) with their levels of pay satisfaction. Results based on two waves of data indicate that pay satisfaction has a negative relationship with WFC after controlling for actual pay and other work-related and family-related variables. Analysis of pay satisfaction dimensions reveals that satisfaction with benefits and pay structure are negatively related to WFC, whereas satisfaction with pay level and pay raise are not. Number of dependents and level of education moderate the relationship between pay satisfaction and WFC; specifically, having more …
The Influence Of Mindful Attention On Value Claiming In Distributive Negotiations: Evidence From Four Laboratory Experiments, Jochen Reb, Jayanth Narayanan
The Influence Of Mindful Attention On Value Claiming In Distributive Negotiations: Evidence From Four Laboratory Experiments, Jochen Reb, Jayanth Narayanan
Research Collection Lee Kong Chian School Of Business
We examined the effect of mindful attention on negotiation outcomes in distributive negotiations across four experiments. In Studies 1 and 2, participants who performed a short mindful attention exercise prior to the negotiation claimed a larger share of the bargaining zone than the control condition participants they negotiated with. Study 3 replicated this finding using a different manipulation of mindful attention. Study 4 again replicated this result and also found that mindful negotiators were more satisfied with both the outcome and the process of the negotiation. We discuss theoretical and practical implications, limitations, and future directions.
Situation Assessment As An Ignored Factor In The Behavioral Consistency Paradigm Underlying The Validity Of Personnel Selection Procedures, Anne Jansen, Klaus G. Melchers, Filip Lievens, Martin Kleinmann, Michael Brandli, Laura Fraefel, Cornelius J. Konig
Situation Assessment As An Ignored Factor In The Behavioral Consistency Paradigm Underlying The Validity Of Personnel Selection Procedures, Anne Jansen, Klaus G. Melchers, Filip Lievens, Martin Kleinmann, Michael Brandli, Laura Fraefel, Cornelius J. Konig
Research Collection Lee Kong Chian School Of Business
This study contributes to the literature on why selection procedures that are based on the behavioral consistency logic (e. g., structured interviews and assessment centers) are valid predictors of job performance. We rely on interactionist theories to propose that individual differences in assessing situational demands explain true variance in performance in selection procedures and on the job. Results from 124 individuals in a simulated selection process showed that the assessment of situational demands was related to both selection and job performance. Individual differences in assessing situational demands also contributed to the criterion-related validity of assessment center and structured interview ratings, …
Adjusting Medical School Admission: Assessing Interpersonal Skills Using Situational Judgement Tests, Filip Lievens
Adjusting Medical School Admission: Assessing Interpersonal Skills Using Situational Judgement Tests, Filip Lievens
Research Collection Lee Kong Chian School Of Business
Context: Todays formal medical school admission systems often include only cognitively oriented tests, although most medical school curricula emphasise both cognitive and non-cognitive factors. Situational judgement tests (SJTs) may represent an innovative approach to the formal measurement of interpersonal skills in large groups of candidates in medical school admission processes. This study examined the validity of interpersonal video-based SJTs in relation to a variety of outcome measures. Methods: This study used a longitudinal and multiple-cohort design to examine anonymised medical school admissions and medical education data. It focused on data for the Flemish medical school admission examination between 1999 and …
Mimicry And Just World Beliefs: Mimicking Makes Men View The World As More Personally Just, Marielle Stel, Kees Van Der Bos, Su-Hsien Samantha Sim, Sonja Rispens
Mimicry And Just World Beliefs: Mimicking Makes Men View The World As More Personally Just, Marielle Stel, Kees Van Der Bos, Su-Hsien Samantha Sim, Sonja Rispens
Research Collection Lee Kong Chian School Of Business
People's just world beliefs are related to how they feel and behave towards others: the stronger people hold beliefs that the world treats them fairly, the more they feel and act pro-socially towards others. It is conceivable, therefore, that pro-social feelings and behaviours towards others can strengthen people's personal belief in a just world, especially when people expect these positive feelings to be returned. Because mimicry enhances pro-social feelings towards others, we argue that mimicry may strengthen peoples’ personal just world beliefs via positive feelings for the mimicked person and the expectation that these positive feelings are returned. Moreover, we …