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Articles 331 - 352 of 352
Full-Text Articles in Human Resources Management
Situational Tests In Student Selection: An Examination Of Predictive Validity, Adverse Impact, And Construct Validity, Filip Lievens, Pol Coetsier
Situational Tests In Student Selection: An Examination Of Predictive Validity, Adverse Impact, And Construct Validity, Filip Lievens, Pol Coetsier
Research Collection Lee Kong Chian School Of Business
The Flemish Admission Exam 'Medical and Dental Studies' is comprised of four cognitive ability tests and four situational tests, namely two work samples (i.e., a lecture and a medical text) and two video-based situational judgement tests (i.e., a physician-patient interaction and a medical expert discussion). On the basis of the Admission Exam scores of 941 candidates (359 men, 582 women) this study shows that situational tests significantly can predict better than cognitive ability tests, with lecture and text emerging as significant predictors. When situational tests are combined with cognitive ability tests, there are no mean gender differences. Situational tests also …
Making Justice Sense Of Local-Expatriate Compensation Disparity: Mitigation By Local Referents, Ideological Explanations, And Interpersonal Sensitivity In China-Foreign Joint Ventures, Chao C. Chen, Jaepil Choi, Chu-Cheng Chi
Making Justice Sense Of Local-Expatriate Compensation Disparity: Mitigation By Local Referents, Ideological Explanations, And Interpersonal Sensitivity In China-Foreign Joint Ventures, Chao C. Chen, Jaepil Choi, Chu-Cheng Chi
Research Collection Lee Kong Chian School Of Business
We examined how local employees of international joint ventures (IJVs) perceived disparity between their compensation and foreign expatriates' compensation from equity theory and social justice perspectives. Chinese locals perceived less fairness when comparing their compensation with expatriates' than when comparing it with other locals'. However, fairness vis-a-vis expatriates increased if the locals were compensated higher than their peers in other IJVs or endorsed ideological explanations for expatriates' advantage. Furthermore, expatriates' interpersonal sensitivity toward locals reduced the effect of disparity on perceived fairness. Finally, perceived compensation fairness was related positively to compensation satisfaction but negatively to intentions to quit.
Human Resource Development Programs For Overseas Assignments In The Asia-Pacific: A Study Of Managers In Singapore, A. Ahad M. Osman-Gani, Wee Liang Tan
Human Resource Development Programs For Overseas Assignments In The Asia-Pacific: A Study Of Managers In Singapore, A. Ahad M. Osman-Gani, Wee Liang Tan
Research Collection Lee Kong Chian School Of Business
Asia-Pacific region form a major arena of increasing interest for overseas business operations. In this regard, human resource development (HRD) issues are found to play significant roles in major international business decisions. Yet little is known about the international HRD programs and practices employed by companies to train and develop managers for this dynamic region. This paper presents the empirical findings of a study on the relative importance of training on several key factors that are crucial to companies for their managers to succeed in overseas assignments in the Asia Pacific region. The study is based on a sample of …
Change Leadership In Organizations: The Case Of Singapore's Small And Medium-Sized Enterprises, Thomas Menkhoff, Yue Wah Chay, Benjamin Loh
Change Leadership In Organizations: The Case Of Singapore's Small And Medium-Sized Enterprises, Thomas Menkhoff, Yue Wah Chay, Benjamin Loh
Research Collection Lee Kong Chian School Of Business
The essay is based on a survey of organizational change management practices in small and medium-sized enterprises (SMEs) in Singapore which was conducted by the authors between 1999 - 2001 in collaboration with the Singapore Chinese Chamber of Commerce & Industry (SCCCI). The study was aimed at examining the adaptability and change readiness of Singapore’s SMEs and their owners vis-à-vis the rapidly changing external business environment, as exemplified by the process of economic globalization, intense competition, technology development and the Asian crisis. A total of 101 companies responded to the survey which revealed some surprising facts about the adaptability and …
An Examination Of The Accuracy Of Slogans Related To Assessment Centres, Filip Lievens
An Examination Of The Accuracy Of Slogans Related To Assessment Centres, Filip Lievens
Research Collection Lee Kong Chian School Of Business
To diffuse new management fads or to promote existing management practices slogans are often used. In this study eight slogans regarding assessment centres were retrieved from brochures of consultancy agencies and were compared to empirical research. These slogans were that assessment centres work, are expensive, fair, have a potent influence on candidates, protide insight into candidates' personality, and are not prone to trainability effects. Other slogans include that trained assessors speak the same language and that candidate reactions are positive. Resulting from this comparison a more fine-grained picture of the strengths and weaknesses of assessment centres emerges. In particular, it …
Dimension And Exercise Variance In Assessment Center Scores: A Large-Scale Evaluation Of Multitrait-Multimethod Studies, Filip Lievens, James M. Conway
Dimension And Exercise Variance In Assessment Center Scores: A Large-Scale Evaluation Of Multitrait-Multimethod Studies, Filip Lievens, James M. Conway
Research Collection Lee Kong Chian School Of Business
This study addresses 3 questions regarding assessment center construct validity: (a) Are assessment center ratings best thought of is reflecting dimension constructs (dimension model). exercises (exercise model). or a combination? (b) To what extent do dimensions or exercises account for variance? (c) Which design characteristics increase dimension variance? To this end, a large set of multitrait-multimethod studies (N = 34) were analyzed, showing that assessment center ratings were best represented (i.e., in terms of fit and admissible solutions) by a model with correlated dimensions and exercises specified a correlated uniquenesses. In this model, dimension variance equals exercise variance. Significantly more …
The Construct Validity Of A Belgian Assessment Centre: A Comparison Of Different Models, Filip Lievens, Etienne Van Keer
The Construct Validity Of A Belgian Assessment Centre: A Comparison Of Different Models, Filip Lievens, Etienne Van Keer
Research Collection Lee Kong Chian School Of Business
This study investigates the construct validity of a Belgian assessment centre through a comprehensive set of confirmatory factor analysis models. In particular, the general confirmatory factor analysis approach as well as the correlated uniqueness approach are fitted to the same data. Results replicate Sagie and Magnezy's (1997) finding that the correlated uniqueness model is appropriate to represent exercise effects in assessment centres, as a good fit and no estimation problems are obtained. In this model the dimensions explain 36% of variance, revealing evidence of convergent validity. Possibly, this is due to the careful design of this assessment centre. Evidence of …
The Relationship Of Internal And External Commitment Foci To Objective Job Performance Measures, Mark A. Siders, Gerard George, Ravi Dharwadkar
The Relationship Of Internal And External Commitment Foci To Objective Job Performance Measures, Mark A. Siders, Gerard George, Ravi Dharwadkar
Research Collection Lee Kong Chian School Of Business
Prior research reports of a weak commitment-performance relationship can be attributed to inconsistency in conceptualization and measurement of the constructs. In this study, we differentially relate attitudinal commitment to internal (organization and supervisor) and external (customer) foci to objective measures of job performance. Results suggest that both internal foci are related to organizationally rewarded job performance and that the external focus influences job performance relevant to and rewarded by customers. Implications of these findings are discussed.
Assessor Training Strategies And Their Effects On Accuracy, Interrater Reliability, And Discriminant Validity, Filip Lievens
Assessor Training Strategies And Their Effects On Accuracy, Interrater Reliability, And Discriminant Validity, Filip Lievens
Research Collection Lee Kong Chian School Of Business
This study compares the effects of data-driven assessor training with schema-driven assessor training and control training. The sample consisted of 229 industrial and organizational psychology students and 161 managers who were randomly assigned to 1 of these training strategies. Participants observed and rated candidates in an assessment center exercise. The data-driven and schema-driven assessor training approaches outperformed the control training on all 3 dependent variables. The schema-driven assessor training resulted in the largest values of interrater reliability, dimension differentiation, and accuracy. Managers provided significantly more-accurate ratings than students but distinguished less between the dimensions. Practical implications regarding the design of …
Understanding The Assessment Center Process: Where Are We Now?, Filip Lievens, Richard J Klimoski
Understanding The Assessment Center Process: Where Are We Now?, Filip Lievens, Richard J Klimoski
Research Collection Lee Kong Chian School Of Business
Assessment centers have become widespread in Western Europe, Northern America, and Australia (Newell & Shackleton, 1994). The Task Force on Assessment Center Guidelines (1989) defined assessment centers as “a standardized evaluation of behavior based on multiple inputs. Multiple trained observers and techniques are used. Judgments about behaviors are made, in major part, from specifically developed assessment simulations. These judgments are pooled in a meeting among the assessors or by a statistical integration process” (p. 460).
Organizational Attractiveness For Prospective Applicants: A Person-Organisation Fit Perspective, Filip Lievens, Christoph Decaesteker, Pol Coetsier, Jo Geimaert
Organizational Attractiveness For Prospective Applicants: A Person-Organisation Fit Perspective, Filip Lievens, Christoph Decaesteker, Pol Coetsier, Jo Geimaert
Research Collection Lee Kong Chian School Of Business
This study investigates which of four objective organisational characteristics determine the attractiveness of organisations for prospective applicants and the degree to which the Big Five personality factors moderate the effects of some of these organisational attributes. To this end, 359 final-year students (engineering and business majors, 71% men, mean age = 22.4 years) read short descriptions of organisations. These descriptions varied on four organisational characteristics (i.e. organisation size, level of internationalisation, pay mix, and level of centralisation). The students had to indicate their attraction to the organisation. Additionally, they provided self-ratings on a personality inventory. The results show that prospective …
Sources Of Work-Family Conflict: A Sino-U.S. Comparison Of The Effects Of Work And Family Demands, Nini Yang, Chao C. Chen, Jaepil Choi, Yimin Zou
Sources Of Work-Family Conflict: A Sino-U.S. Comparison Of The Effects Of Work And Family Demands, Nini Yang, Chao C. Chen, Jaepil Choi, Yimin Zou
Research Collection Lee Kong Chian School Of Business
Given differences in values about work and family time, it is hypothesized that Americans will experience greater family demand, which will have greater impact on work-family conflict, whereas the Chinese will experience greater work demand, which will have the greater impact on work-family conflict. The results of a survey of working men and women in the 2 countries generally support the hypotheses; however, work demand did not differ significantly between the 2 countries and did not have a greater effect than family demand on work-family conflict in China.
Similarities And Differences In European Conceptions Of Human Resource Management: Toward A Polycentric Study, Timothy Adrian Robert Clark, Derek Pugh
Similarities And Differences In European Conceptions Of Human Resource Management: Toward A Polycentric Study, Timothy Adrian Robert Clark, Derek Pugh
Research Collection Lee Kong Chian School Of Business
Increasingly managers need to distinguish between those oftheir activities and practices that can be successfully transferred acrossnational boundaries and those that will require modification in view ofdivergences between national settings. This can be determined by initiallyidentifying those features of managing organizations that remain similar acrossnational boundaries and those that are different, and then ascertaining thestrength of the forces for convergence or divergence. This article describes anexploratory attempt to conduct a polycentric (in the terms described below)research study of conceptions of human resource management in seven Europeancountries. It examines whether there is a single, shared conception of HRM thattranscends national boundaries, …
Selection Of Expatriates For Regional Business Operations In Asia: A Study Of Mne Managers In Singapore, A. Ahad M. Osman-Gani, Wee Liang Tan, Thian Ser Toh
Selection Of Expatriates For Regional Business Operations In Asia: A Study Of Mne Managers In Singapore, A. Ahad M. Osman-Gani, Wee Liang Tan, Thian Ser Toh
Research Collection Lee Kong Chian School Of Business
The recent interest for regionalization of business operations in Asia underscores the demand for expatriates. While much has been written on expatriation, very little was documented on expatriates assigned in Asian countries. In this respect, American, German, Japanese and Korean MNEs have been found to take active interests in regional expansion of business in Asia. Expatriation is a significant international management issue for them. The high costs of expatriation and the risks for expatriate failures also underscore this importance. As such, selecting the right candidate for expatriation success is a crucial issue for these MNEs. This paper presents the findings …
Running On The Spot? A Review Of Twenty Years Of Research On The Management Of Human Resources In Comparative And International Perspective, Timothy Adrian Robert Clark, Howard Gospel, John Montgomery
Running On The Spot? A Review Of Twenty Years Of Research On The Management Of Human Resources In Comparative And International Perspective, Timothy Adrian Robert Clark, Howard Gospel, John Montgomery
Research Collection Lee Kong Chian School Of Business
Research using a comparative and international perspective on the management of human resources is examined, drawing on articles published in leading human resource management, management/ organizational behaviour and related social science journals between 1977 and 1997. In total a little under 2 per cent of the articles under review focused on the management of human resources in a comparative and international perspective. The largest group of these articles was comparative in nature (44 per cent), followed by those with an international perspective (35 per cent). A smaller number adopted a combined approach (17 per cent) and a few were separately …
Development Of A Simulated Assessment Center, Filip Lievens
Development Of A Simulated Assessment Center, Filip Lievens
Research Collection Lee Kong Chian School Of Business
In this study a simulation of an assessment center is developed consisting of videotaped performances of four candidates in three exercises: sales presentation, role-play, and group discussion. To develop the simulation, candidate profiles are constructed which vary along three dimensions: problem analysis and problem solving, interpersonal sensitivity, and planning and organizing. Dimension-specific behaviors are adapted from 173 critical incidents provided by 20 experienced assessors. As a result, scripts are written and enacted by actors. To validate the simulation, experienced assessors evaluate all candidates under optimal conditions. High interrater agreement among these experts (intraclass conelation = .9) and a high correlation …
Asian Expatriate Development: A Comparative Study Of Japanese, Korean And Singaporean Expatriates, A. Ahad M. Osman-Gani, Wee Liang Tan
Asian Expatriate Development: A Comparative Study Of Japanese, Korean And Singaporean Expatriates, A. Ahad M. Osman-Gani, Wee Liang Tan
Research Collection Lee Kong Chian School Of Business
Owing to rapid internationalization of business activity, human resource development (HRD) has become increasingly important in recent years. This is especially true when domestic human resource management takes on international dimensions as it deals more with multicultural workforce. International HRD, much of it embodied in cross-cultural training, has been proposed by many scholars as a means of facilitating more effective interaction among managers, employees and customers from different national-cultural backgrounds. Despite the need for cross-cultural skills and the shortage of managers who possess these skills, most human resource decision-makers do nothing in terms of cross-cultural training for their employees. Studies …
A New Look At Within-Source Interrater Reliability Of 360-Degree Feedback Ratings, Gary J. Greguras, Chet Robie
A New Look At Within-Source Interrater Reliability Of 360-Degree Feedback Ratings, Gary J. Greguras, Chet Robie
Research Collection Lee Kong Chian School Of Business
This study investigated within-source interrater reliability of supervisor, peer, and subordinate feedback ratings made for managerial development. Raters provided 360-degree feedback ratings on a sample of 153 managers. Using generalizability theory, results indicated that little within-source agreement exists; a large portion of the error variance is attributable to the combined rater main effect and Rater X Ratee effect; more raters are needed than currently used to reach acceptable levels of reliability; supervisors are the most reliable with trivial differences between peers and subordinates when the numbers of raters and items are held constant; and peers are the most reliable, followed …
An Examination Of The Antecedents Of Subjective Career Success Among A Managerial Sample In Singapore, Samuel Aryee, Yue Wah Chay, Hwee Hoon Tan
An Examination Of The Antecedents Of Subjective Career Success Among A Managerial Sample In Singapore, Samuel Aryee, Yue Wah Chay, Hwee Hoon Tan
Research Collection Lee Kong Chian School Of Business
Antecedents of subjective career success are examined using data obtained with a questionnaire instrument from managerial employees in Singapore. The choice of antecedents was informed by recent calls to place research on career issues in the context of an individual's life roles. Confirmatory factor analysis (LISREL VII) was used to examine the one-factor and three-factor models hypothesized to underlie the subjective career success data. The results revealed a 3-factor model to have adequate fit statistics - financial and hierarchical success, and career satisfaction. The antecedent sets of human capital, work values, family and structural or work variables accounted for over …
An Eclectic Approach To Turning Points In Migration, Eng Fong Pang
An Eclectic Approach To Turning Points In Migration, Eng Fong Pang
Research Collection Lee Kong Chian School Of Business
The eclectic approach to migration transition presented in this article emphasizes that a country's net migration position evolves as it develops, but in ways that reflect its initial economic and sociocultural conditions and subsequent policies and economic progress. Not one but several turning points exist, influenced by economic factors such as level of development, wage differentials, and trade and investment ties, as well as social and institutional factors such as a nation's homogeneity and its migration policies. To exemplify, the migration experiences of various Asia-Pacific countries are compared.
Rhetorical Vision Of Men And Women Managers In Singapore, Jean S. K. Lee, Hwee Hoon Tan
Rhetorical Vision Of Men And Women Managers In Singapore, Jean S. K. Lee, Hwee Hoon Tan
Research Collection Lee Kong Chian School Of Business
Findings from a content analysis of newspaper articles are reported to uncover the rhetorical visions of men and women managers portrayed by the media in Singapore and to unfold the inherent conflicting forces that women managers face. The vision of women managers that was portrayed by the press emphasized the dilemmas and role conflicts that the women managers face, whereas the vision emphasized for the men managers was their managerial abilities. The study also uncovered that the success of the women managers relied on a support system that consisted of a male mentor, a supportive husband, and a mother or …
An Economic Analysis Of Fertility, Market Participation And Marriage Behaviour In Recent Japan, David K. C. Lee, Chin Lee Gan
An Economic Analysis Of Fertility, Market Participation And Marriage Behaviour In Recent Japan, David K. C. Lee, Chin Lee Gan
Research Collection Lee Kong Chian School Of Business
This is the 1st attempt in modelling fertility, labor force participation and marriage rate using Japanese data. The authors use Butz and Ward's model and extend it to a simultaneous equation system as in the case of Winegarden. Although the estimates obtained by Full Information Maximum Likelihood and Three Stage Least Squares of the model are statistically significant, some of the signs of the estimates are not consistent to a priori predictions. The crux of the model is that an increase in the wages of men has an unambiguous positive effect on fertility, whereas an increase in wages of women …