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- Abusive supervision (1)
- CEO compensation (1)
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- Elaboration (1)
- Employee development (1)
- Feedback (1)
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Articles 1 - 17 of 17
Full-Text Articles in Business
An Organizational Impression Management Perspective On The Formation Of Corporate Reputations, Scott Highhouse, Margaret E. Brooks, Gary J. Gregarus
An Organizational Impression Management Perspective On The Formation Of Corporate Reputations, Scott Highhouse, Margaret E. Brooks, Gary J. Gregarus
Research Collection Lee Kong Chian School Of Business
Researchers have only recently turned their attention to the study of corporate reputation.As is characteristic of many early areas of management inquiry, the field is decidedly multidisciplinary and disconnected. This article selectively reviews reputation research conducted mainly during the past decade. A framework is proposed that views reputation from the perspective of organizational impression management. Corporations are viewed as social actors, intent on enhancing their respectability and impressiveness in the eyes of constituents.
Law And Capitalism: What Corporate Crises Reveal About Legal Systems And Economic Development Around The World By C. J. Milhaupt And K. Pistor, Ruth V. Aguilera, Abhijeet K. Vadera
Law And Capitalism: What Corporate Crises Reveal About Legal Systems And Economic Development Around The World By C. J. Milhaupt And K. Pistor, Ruth V. Aguilera, Abhijeet K. Vadera
Research Collection Lee Kong Chian School Of Business
The article reviews the book "Law & Capitalism: What Corporate Crises Reveal About Legal Systems & Economic Development Around the World," by Curtis J. Milhaupt and Katharina Pistor.
Networking As A Job Search Behaviour: A Social Network Perspective, Greet Van Hoye, Edwin A. J. Van Hooft, Filip Lievens
Networking As A Job Search Behaviour: A Social Network Perspective, Greet Van Hoye, Edwin A. J. Van Hooft, Filip Lievens
Research Collection Lee Kong Chian School Of Business
Although networking is typically recommended as a job search strategy in the popular press, research on networking as a job search behaviour is scarce. On the basis of social network theory, the present study investigated whether the structure and composition of job seekers' social network determined their networking behaviour and moderated its relationship with job search and employment outcomes. The data were collected in a large, representative sample of 1,177 unemployed Flemish job seekers, using a two-wave longitudinal design. Job seekers with a larger social network and with stronger ties in their network spent more time networking, beyond individual differences …
Reflection As A Strategy To Enhance Task Performance After Feedback, Frederik Anseel, Filip Lievens, Eveline Schollaert
Reflection As A Strategy To Enhance Task Performance After Feedback, Frederik Anseel, Filip Lievens, Eveline Schollaert
Research Collection Lee Kong Chian School Of Business
An unanswered question in employee development is how reflection can be used for improving performance in organizations. Drawing from research and theory on dual-process models, we develop and test a reflection strategy to Stimulate deeper learning after feedback. Results of two studies (N = 640 and N = 488) showed that reflection combined with feedback enhanced performance improvement on a web-based work simulation better than feedback alone. Reflection without feedback did not lead to performance improvement. Further analyses indicated that the proposed reflection strategy was less effective for individuals low in learning goal orientation, low in need for cognition, and …
The Influence Of Work Personality On Job Satisfaction: Incremental Validity And Mediation Effects, Daniel Heller, D. Lance Ferris, Douglas Brown, David Watson
The Influence Of Work Personality On Job Satisfaction: Incremental Validity And Mediation Effects, Daniel Heller, D. Lance Ferris, Douglas Brown, David Watson
Research Collection Lee Kong Chian School Of Business
Drawing from recent developments regarding the contextual nature of personality (e.g., D. Wood & B. W. Roberts, 2006), we conducted 2 studies (1 cross-sectional and 1 longitudinal over 1 year) to examine the validity of work personality in predicting job satisfaction and its mediation of the effect of global personality on job satisfaction. Study 1 showed that (a) individuals vary systematically in their personality between roles— they were significantly more conscientious and open to experience and less extraverted at work compared to at home; (b) work personality was a better predictor of job satisfaction than both global personality and home …
The Effects Of Response Instructions On Situational Judgment Test Performance And Validity In A High-Stakes Context, Filip Lievens, Paul R. Sackett, Tine Buyse
The Effects Of Response Instructions On Situational Judgment Test Performance And Validity In A High-Stakes Context, Filip Lievens, Paul R. Sackett, Tine Buyse
Research Collection Lee Kong Chian School Of Business
This study fills a key gap in research on response instructions in situational judgment tests (SJTs). The authors examined whether the assumptions behind the differential effects of knowledge and behavioral tendency SJT response instructions hold in a large-scale high-stakes selection context (i.e., admission to medical college). Candidates (N = 2,184) were randomly assigned to a knowledge or behavioral tendency response instruction SJT, while SJT content was kept constant. Contrary to prior research in low-stakes settings, no meaningfully important differences were found between mean scores for the response instruction sets. Consistent with prior research, the SJT with knowledge instructions correlated more …
Abusive Supervision, Intentions To Quit, And Employees' Workplace Deviance: A Power/Dependence Analysis, Bennett J. Tepper, Jon C. Carr, Denise M. Breaux, Sharon Geider, Changya Hu, Wei Hua
Abusive Supervision, Intentions To Quit, And Employees' Workplace Deviance: A Power/Dependence Analysis, Bennett J. Tepper, Jon C. Carr, Denise M. Breaux, Sharon Geider, Changya Hu, Wei Hua
Research Collection Lee Kong Chian School Of Business
We conducted a two-study examination of relationships between abusive supervision and subordinates’ workplace deviance. Consistent with predictions derived from power/dependence theory, the results of a cross-sectional study with employees from three organizations suggest that abusive supervision is more strongly associated with subordinates’ organization deviance and supervisor-directed deviance when subordinates’ intention to quit is higher. The results also support the prediction that when intention to quit is higher, abusive supervision is more strongly associated with supervisor-directed deviance than with organization-directed deviance. These results were replicated in a second study, a two-wave investigation of people employed in a variety of industries and …
The Two Faces Of Control: Network Closure And Individual Performance Among Knowledge Workers, Martin Gargiulo, Gokhan Ertug, Charles Galunic
The Two Faces Of Control: Network Closure And Individual Performance Among Knowledge Workers, Martin Gargiulo, Gokhan Ertug, Charles Galunic
Research Collection Lee Kong Chian School Of Business
This paper argues that the effect of dense social ties, or network closure, on a knowledge worker's performance depends on the predominant role this worker plays with his or her exchange partners in the relationships affected by that closure. Using data on informal exchanges among investment bankers in the equities division of a large financial services firm operating in Europe, Asia-Pacific, Africa, and the Americas in 2001, we find that network closure in relationships in which the banker acts as an acquirer of information increases his or her performance, whereas closure in relationships in which the banker acts as a …
Different Fits Satisfy Different Needs: Linking Person-Environment Fit To Employee Commitment And Performance Using Self-Determination Theory, Gary J. Greguras, James M. Diefendorff
Different Fits Satisfy Different Needs: Linking Person-Environment Fit To Employee Commitment And Performance Using Self-Determination Theory, Gary J. Greguras, James M. Diefendorff
Research Collection Lee Kong Chian School Of Business
Integrating and expanding upon the person-environment fit (PE fit) and the self-determination theory literatures, the authors hypothesized and tested a model in which the satisfaction of the psychological needs for autonomy, relatedness, and competence partially mediated the relations between different types of perceived PE fit (i.e., person-organization fit, person-group fit, and job demands-abilities fit) with employee affective organizational commitment and overall job performance. Data from 163 full-time working employees and their supervisors were collected across 3 time periods. Results indicate that different types of PE fit predicted different types of psychological need satisfaction trod that psychological need satisfaction predicted affective …
Initial Attraction To Organizations: The Influence Of Trait Inferences, Jerel E. Slaughter, Gary J. Greguras
Initial Attraction To Organizations: The Influence Of Trait Inferences, Jerel E. Slaughter, Gary J. Greguras
Research Collection Lee Kong Chian School Of Business
Organization personality perceptions have been defined as the set of personality characteristics associated with organizations. Previous research supports five distinct factors of organization personality perceptions: Boy Scout, Innovativeness, Dominance, Thrift, and Style. The purpose of this research was to understand how individuals' initial attraction to firms is influenced by their perceptions of the degree to which firms display these traits. Results of the present investigation indicated that organization personality perceptions accounted for significant variance in initial organizational attraction, after controlling for perceptions of the degree to which the jobs at the organizations offer traditional attributes. In addition, several self-rated Big …
"I Know What You Want To Know": The Impact Of Interviewees' Ability To Identify Criteria On Interview Performance And Construct-Related Validity, Klaus G. Melchers, Ute Christine Klehe, Gerald M. Richter, Martin Kleinmann, Cornelius J. Konig, Filip Lievens
"I Know What You Want To Know": The Impact Of Interviewees' Ability To Identify Criteria On Interview Performance And Construct-Related Validity, Klaus G. Melchers, Ute Christine Klehe, Gerald M. Richter, Martin Kleinmann, Cornelius J. Konig, Filip Lievens
Research Collection Lee Kong Chian School Of Business
The current study tested whether candidates' ability to identify the targeted interview dimensions fosters their interview success as well as the interviews' convergent and discriminant validity. Ninety-two interviewees participated in a simulated structured interview developed to measure three different dimensions. In line with the hypotheses, interviewees who were more proficient at identifying the targeted dimensions received better evaluations. Furthermore, interviewees' ability to identify these evaluation criteria accounted for substantial variance in predicting their performance even after controlling for cognitive ability. Finally, the interviewer ratings showed poor discriminant and convergent validity. However, we found some support for the hypothesis that the …
Chinese Philanthropy In Southeast Asia: Between Continuity And Change, Thomas Menkhoff
Chinese Philanthropy In Southeast Asia: Between Continuity And Change, Thomas Menkhoff
Research Collection Lee Kong Chian School Of Business
What makes ethnic Chinese philanthropy tick? Thomas Menkhoff looks at what drives prominent Chinese business leaders to give back to society and offers a glimpse of the changing face of ethnic philanthropy.
Political Promotion, Ceo Compensation, And Their Effect On Firm Performance, Xiaping Jerry Cao, Michael Lemmon, Gary Tian, Xiaofei Pan
Political Promotion, Ceo Compensation, And Their Effect On Firm Performance, Xiaping Jerry Cao, Michael Lemmon, Gary Tian, Xiaofei Pan
Research Collection Lee Kong Chian School Of Business
We investigate the impact of CEO’s compensation-based and promotion-based incentives on firm performance in China, where the CEOs of most state-owned enterprises are government appointed and thus face dual incentives. We find that both monetary and political incentives are positively related to firm performance. More important, we pinpoint a substitution effect: the monetary compensation-based incentive is weaker when CEO incentives are heavily driven by political career concerns. Overall, the evidence suggests that, via a competitive arena in the external political job market, promotion helps mitigate weak incentives for CEOs in China. State control or political connection is not necessarily inconsistent …
The Importance Of Exercise And Dimension Factors In Assessment Centers: Simultaneous Examinations Of Construct-Related And Criterion-Related Validity, Filip Lievens, Stephan Dilchert, Deniz S. Ones
The Importance Of Exercise And Dimension Factors In Assessment Centers: Simultaneous Examinations Of Construct-Related And Criterion-Related Validity, Filip Lievens, Stephan Dilchert, Deniz S. Ones
Research Collection Lee Kong Chian School Of Business
This study presents a simultaneous examination of multiple evidential bases of the validity of assessment center (AC) ratings. In particular, we combine both construct-related and criterion-related validation strategies in the same sample to determine the relative importance of exercises and dimensions. We examine the underlying structure of ACs in terms of exercise and dimension factors while directly linking these factors to a work-related criterion (salary). Results from an AC (N = 753) showed that exercise factors not only explained more variance in AC ratings than dimension factors but also were more important in predicting salary. Dimension factors explained a smaller …
Assessment Centers At The Crossroads: Toward A Reconceptualization Of Assessment Center Exercises, Filip Lievens, Robert P. Tett, Deidra J. Schleicher
Assessment Centers At The Crossroads: Toward A Reconceptualization Of Assessment Center Exercises, Filip Lievens, Robert P. Tett, Deidra J. Schleicher
Research Collection Lee Kong Chian School Of Business
Exercises are key components of assessment centers (ACs). However, little is known about the nature and determinants of AC exercise performance. The traditional exercise paradigm primarily emphasizes the need to simulate task, social, and organizational demands in AC exercises. This chapter draws on trait activation theory in proposing a new AC exercise paradigm. First, we develop a theoretical framework that addresses the complexity of situational characteristics of AC exercises as determinants of AC performance. Second, we argue for planting multiple stimuli within exercises as a structured means of eliciting candidate behavior. Third, we show how the new paradigm also has …
Decision Aids For Addressing The Validity-Adverse Impact Trade-Off, Paul R. Sackett, Wilfried De Corte, Filip Lievens
Decision Aids For Addressing The Validity-Adverse Impact Trade-Off, Paul R. Sackett, Wilfried De Corte, Filip Lievens
Research Collection Lee Kong Chian School Of Business
Typically, adverse impact (AI) is an after-the-fact analysis: Once predictor scores for a pool of applicants are available, AI is evaluated. Sometimes the analysis is made in real time, as predictor scores are obtained on a set of applicants, and AI calculations are done on a “what if” basis as input to decisions about features such as where to set a cutoff score. The focus of this chapter, however, is on attempts to estimate in advance the likely impact of a given selection system. Here, estimates are made based on available information about the features such as the expected magnitude …
The Emergence Of Justice Climate In Groups, Teams, And Organizations: A Theory Of Multilevel Information Aggregation And Judgment, D. Rupp, Elizabeth Layne Paddock
The Emergence Of Justice Climate In Groups, Teams, And Organizations: A Theory Of Multilevel Information Aggregation And Judgment, D. Rupp, Elizabeth Layne Paddock
Research Collection Lee Kong Chian School Of Business
We outline a theoretical model of the emergence of justice climate in groups, teams, and organizations, and in doing so integrate multiple justice perspectives (e.g., affective events, fairness heuristic, deonance, justice integration, multifoci justice, overall justice). We propose that justice climate is spawned at the event level, where individuals use their emotional reactions to situations as information in forming fairness judgments. Over time, these judgments about various perpetrators--which may include the evaluation of outcomes, procedures, information, and interpersonal treatment--are aggregated to form individual-level stable judgments regarding the fairness of exchange partners with whom employees interact (e.g., supervisors, co-workers, customers). Through …