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Full-Text Articles in Business
Easing The Inferential Leap In Competency Modeling: The Effects Of Task-Related Information And Subject Matter Expertise, Filip Lievens, Juan I. Sanchez, Wilfred De Corte
Easing The Inferential Leap In Competency Modeling: The Effects Of Task-Related Information And Subject Matter Expertise, Filip Lievens, Juan I. Sanchez, Wilfred De Corte
Research Collection Lee Kong Chian School Of Business
Despite the rising popularity of the practice of competency modeling, research on competency modeling has lagged behind. This study begins to close this practice-science gap through 3 studies (1 lab study and 2 field studies), which employ generalizability analysis to shed light on (a) the quality of inferences made in competency modeling and (b) the effects of incorporating elements of traditional job analysis into competency modeling to raise the quality of competency inferences. Study 1 showed that competency modeling resulted in poor interrater reliability and poor between-job discriminant validity amongst inexperienced raters. In contrast, Study 2 suggested that the quality …
Future Perspectives On Employee Selection: Key Directions For Future Research And Practice, Neil Anderson, Filip Lievens, Karen Van Dam, Ann Marie Ryan
Future Perspectives On Employee Selection: Key Directions For Future Research And Practice, Neil Anderson, Filip Lievens, Karen Van Dam, Ann Marie Ryan
Research Collection Lee Kong Chian School Of Business
A future-oriented perspective for selection and assessment research is presented. Four superordinate themes of critical import to the development of future research are identified: (i) bimodal prediction, (ii) multilevel fit, (iii) applicant reactions and decision making, and (iv) tensions between research and practice in employee selection. Under each theme we pose a number of outstanding questions for research. Implications for practice and the ongoing advancement of the sub-field of selection, traditionally one of the most robust core disciplines in international IWO psychology, are discussed.
Revised Estimates Of Dimension And Exercise Variance Components In Assessment Center Postexercise Dimension Ratings, Charles E. Lance, Tracy A. Lambert, Amanda G. Gewin, Filip Lievens, James M. Conway
Revised Estimates Of Dimension And Exercise Variance Components In Assessment Center Postexercise Dimension Ratings, Charles E. Lance, Tracy A. Lambert, Amanda G. Gewin, Filip Lievens, James M. Conway
Research Collection Lee Kong Chian School Of Business
The authors reanalyzed assessment center (AC) multitrait-multimethod (MTMM) matrices containing correlations among postexercise dimension ratings (PEDRs) reported by F. Lievens and J. M. Conway (2001). Unlike F. Lievens and J. M. Conway, who used a correlated dimension-correlated uniqueness model, we used a different set of confirmatory-factor-analysis-based models (1-dimension-correlated Exercise and 1-dimension-correlated uniqueness models) to estimate dimension and exercise variance components in AC PEDRs. Results of reanalyses suggest that, consistent with previous narrative reviews, exercise variance components dominate over dimension variance components after all. Implications for AC construct validity and possible redirections of research on the validity of ACs are discussed.
"I Think They Discriminated Against Me": Using Prototype Theory And Organizational Justice Theory For Understanding Perceived Discrimination In Selection And Promotion Situations, Michael M. Harris, Filip Lievens, Greet Van Hoye
"I Think They Discriminated Against Me": Using Prototype Theory And Organizational Justice Theory For Understanding Perceived Discrimination In Selection And Promotion Situations, Michael M. Harris, Filip Lievens, Greet Van Hoye
Research Collection Lee Kong Chian School Of Business
Research in industrial/organizational (I/O) psychology has generally focused on objective measures of employment discrimination and has virtually neglected individuals' subjective perceptions as to whether a selection or promotion process is discriminatory or not. This paper presents two theoretical models as organizing frameworks to explain candidates' likelihood of perceiving that discrimination has occurred in a certain selection or Promotion situation. The prototype model stresses the importance of the prototypical victim-perpetrator combination, the perceived intention of the decision-maker, and the perceived harm caused as possible antecedents of perceived employment discrimination. In the organizational justice model, procedural, informational, interpersonal, and distributive fairness play …