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Full-Text Articles in Business
Retest Effects In Operational Selection Settings: Development And Test Of A Framework, Filip Lievens, Tine Buyse, Paul R. Sackett
Retest Effects In Operational Selection Settings: Development And Test Of A Framework, Filip Lievens, Tine Buyse, Paul R. Sackett
Research Collection Lee Kong Chian School Of Business
This study proposes a framework for examining the effects of retaking tests in operational selection settings. A central feature of this framework is the distinction between within-person and between-person retest effects. This framework is used to develop hypotheses about retest effects for exemplars of 3 types of tests (knowledge tests, cognitive ability tests, and situational judgment tests) and to test these hypotheses in a high stakes selection setting (admission to medical studies in Belgium). Analyses of within-person retest effects showed that mean scores of repeat test takers were one-third of a standard deviation higher for the knowledge test and situational …
Examining The Relationship Between Employer Knowledge Dimensions And Organizational Attractiveness: An Application In A Military Context, Filip Lievens, Greet Van Hoye, Bert Schreurs
Examining The Relationship Between Employer Knowledge Dimensions And Organizational Attractiveness: An Application In A Military Context, Filip Lievens, Greet Van Hoye, Bert Schreurs
Research Collection Lee Kong Chian School Of Business
This study uses Cable and Turban's (2001) employer knowledge framework as a conceptual model to formulate hypotheses about a broad range of possible factors affecting the attractiveness of an organization (i.e. armed forces) among potential applicants (576 high-school seniors). Results show that gender, familiarity with military organizations, perceptions of job and organizational attributes (task diversity and social/team activities), and trait inferences (excitement, prestige, and cheerfulness) explained potential applicants' attraction to military organizations. Relative importance analyses showed that trait inferences contributed most to the variance, followed by job and organizational attributes, and employer familiarity. Finally, we found some evidence of interactions …
The Risk Of Adverse Impact In Selections Based On A Test With Known Effect Size, Wilfried De Corte, Filip Lievens
The Risk Of Adverse Impact In Selections Based On A Test With Known Effect Size, Wilfried De Corte, Filip Lievens
Research Collection Lee Kong Chian School Of Business
The authors derive the exact sampling distribution function of the adverse impact (AI) ratio for single-stage, top-down selections using tests with known effect sizes. Subsequently, it is shown how this distribution function can be used to determine the risk that a future selection decision on the basis of such tests will result in an outcome that reflects the presence of AI. The article therefore provides test and selection practitioners with a valuable tool to decide between alternative selection predictors.
The Importance Of Traits And Abilities In Supervisors' Hirability Decisions As A Function Of Method Of Assessment, Filip Lievens, Scott Highhouse, Wilfried De Corte
The Importance Of Traits And Abilities In Supervisors' Hirability Decisions As A Function Of Method Of Assessment, Filip Lievens, Scott Highhouse, Wilfried De Corte
Research Collection Lee Kong Chian School Of Business
Past research on the importance of traits and abilities in supervisors' hirability decisions has ignored the influence of the selection method used to derive information about these traits and abilities. In this study, experienced retail store supervisors (N = 163) rated job applicant profiles that were described on the Big Five and General Mental Ability (GMA) personality dimensions. Contrary to past studies, the supervisors were also informed about the method of assessment used (paper-and-pencil test vs. unstructured interview). Hierarchical linear modelling analyses showed that the importance attached to extraversion and GMA was significantly moderated by the selection method, with extraversion …
Recruitment-Related Information Sources And Organizational Attractiveness: Can Something Be Done About Negative Publicity?, Greet Van Hoye, Filip Lievens
Recruitment-Related Information Sources And Organizational Attractiveness: Can Something Be Done About Negative Publicity?, Greet Van Hoye, Filip Lievens
Research Collection Lee Kong Chian School Of Business
The present study begins to fill a gap in the recruitment literature by investigating whether the effects of negative publicity on organizational attractiveness can be mitigated by recruitment advertising and positive word-of-mouth. The accessibility-diagnosticity model was used as a theoretical framework to formulate predictions about the effects of these recruitment-related information sources. A mixed 2 x 2 experimental design was applied to examine whether initial assessments of organizational attractiveness based on negative publicity would improve at a second evaluation after exposure to a second, more positive information source. We found that both recruitment advertising and word-of-mouth improved organizational attractiveness, but …
Firm Ownership Structure And Intellectual Capital Disclosures, Stephen Firer, S. M. Williamson
Firm Ownership Structure And Intellectual Capital Disclosures, Stephen Firer, S. M. Williamson
Research Collection School Of Accountancy
The primary purpose of this study is to investigate the association between three ownership structure characteristics and voluntary intellectual capital (IC) disclosure practices. Data for this study is hand collected from the 2000 annual reports of 390 Singapore publicly traded firms. Empirical results indicate Singapore publicly traded firms more closely owned were less likely to voluntarily disclose IC related information than were those where executive directors had smaller holdings in the entity. Finally, findings indicate government linked corporations (GLCs) will likely make more voluntary IC disclosures than non-GLCs. Overall, this study makes several unique contributions to the literature. First, the …
What Makes Knowledge Sharing In Organizations Tick? An Empirical Study, Yue Wah Chay, Thomas Menkhoff, Benjamin Loh, Hans-Dieter Evers
What Makes Knowledge Sharing In Organizations Tick? An Empirical Study, Yue Wah Chay, Thomas Menkhoff, Benjamin Loh, Hans-Dieter Evers
Research Collection Lee Kong Chian School Of Business
No abstract provided.
The Operational Validity Of A Video-Based Situational Judgment Test For Medical College Admissions: Illustrating The Importance Of Matching Predictor And Criterion Construct Domains, Filip Lievens, Tine Buyse, Paul R. Sackett
The Operational Validity Of A Video-Based Situational Judgment Test For Medical College Admissions: Illustrating The Importance Of Matching Predictor And Criterion Construct Domains, Filip Lievens, Tine Buyse, Paul R. Sackett
Research Collection Lee Kong Chian School Of Business
This study is part of a trend of examining noncognitive predictors, for example, a situational judgment test (SJT), as supplements to cognitive predictors for making college admission decisions. The authors examined criterion data over multiple academic years and universities. The criterion domain was broadly conceptualized, including both cognitive and interpersonal domains. The sample consisted of 7,197 candidates of the Medical and Dental Studies Admission Exam in Belgium. Results confirmed the importance of cognitive predictors. A video-based SJT was differentially valid for predicting overall grade point average for different curricula. The SJT showed incremental validity over cognitively oriented measures for curricula …
Assessment Centers In Belgium: The Results Of A Study On Their Validity And Fairness, Filip Lievens, Etienne Van Keer, Morel De Witte
Assessment Centers In Belgium: The Results Of A Study On Their Validity And Fairness, Filip Lievens, Etienne Van Keer, Morel De Witte
Research Collection Lee Kong Chian School Of Business
In Belgium, assessment centers have grown in popularity. Despite this growing popularity, the validity of these selection and development methods has not been examined in Belgium. Therefore, this study examines the predictive validity and fairness of an assessment center of a large bank. The sample consisted of 252 middle level managers. Results revealed that the assessment center provides a valid prediction of success in higher managerial positions. With respect to fairness, this assessment center also scores well. Virtually no significant differences between men and women and between Flemish and French speaking Belgians are found. These positive results might be explained …
Selecting Employees For Global Assignments: Can Assessment Centers Measure Cultural Intelligence?, Michael M. Harris, Filip Lievens
Selecting Employees For Global Assignments: Can Assessment Centers Measure Cultural Intelligence?, Michael M. Harris, Filip Lievens
Research Collection Lee Kong Chian School Of Business
Our field is replete with attempts to measure and predict a variety of behaviors in the workplace, including task performance, contextual performance, counterproductive activity, to name but a few. One of the most recent types of behavior that organizations would like to predict is the ability to interact effectively with culturally-dissimilar others. Known by various names, including cultural intelligence or cultural adaptability, there is relatively little research as of yet regarding this topic. Nevertheless, given the growing recognition that the workplace increasingly operates in a global fashion, there is reason to believe that the literature regarding this topic will expand. …
Intellectual Capital Performance And Cash-Based Incentive Payments: Impact Of Remuneration Committee And Corporate Governance Features, Jean-Luc Wolfgang Mitchell Van Der Zahn, Inderpal Singh, Alistair Brown
Intellectual Capital Performance And Cash-Based Incentive Payments: Impact Of Remuneration Committee And Corporate Governance Features, Jean-Luc Wolfgang Mitchell Van Der Zahn, Inderpal Singh, Alistair Brown
Research Collection School Of Accountancy
No abstract provided.
Assessment Centers: Recent Developments In Practice And Research, Filip Lievens, George C. Thornton Iii
Assessment Centers: Recent Developments In Practice And Research, Filip Lievens, George C. Thornton Iii
Research Collection Lee Kong Chian School Of Business
In an assessment center, candidates who participate in various simulation exercises are evaluated by a multiple trained assessors on job-related dimensions. Examples of commonly used simulation exercises are role-plays, presentations, in-baskets, or group discussions. For nearly fifty years, assessment centers have remained a popular approach for managerial selection and development (Spychalski, Quinones, Gaugler, & Pohley, 1997), and they have been shown to have substantial validity (Thornton & Rupp, 2004). Assessment centers are also very much an international affair as they are used around the globe (Byham, 2001; Kudisch, Avis, Fallon, Thibodeaux, Roberts, Rollier, & Rotolo, 2001; Sarges, 2001). Over the …