Organizational Behavior and Theory Commons^™

Identifying Pre-Retirees For Bridge Employment: Factors That Influence Post-Retirement Employment Decisions, Sharon Kendrick, Melody L. Wollan

Faculty Research & Creative Activity

In a field study of 387 pre-retirees, four factors are demonstrated to be important as tools to aid Human Resource Managers and managers in predicting and influencing employees to consider participation in bridge employment: education levels of pre-retirees, training opportunities offered, role support from others (of particular importance supervisors and coworkers), and work family balance issues. Additionally, our findings draw attention to the importance of employment status (part-time versus full-time) and the number of years to retirement in predicting pre-retirees’ intentions to work in bridge employment.

Diversity Leader: Case Study Of A Selected Organization's Transformation, Aileen Guerrero Zaballero

UNLV Theses, Dissertations, Professional Papers, and Capstones

Diversity initiatives have evolved from a focus on compliance-oriented training to a systematic approach which integrates the many dimensions of diversity in all aspects of business to enhance performance through the practice of organization development (OD) (Bendick, Egan, & Lofhjelm, 2001). Many organizations have implemented short term solutions to address the demographic changes in the workforce, but have had minimal results. When diversity interventions are conceptually grounded in organization development practices the results are much more substantial for both the employees and the organization (2001). The purpose of this qualitative case study was to explore the perceived influential factors of …

"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 …

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

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 Evolution Of Individual Needs On Job Satisfaction Of The Fist Year Soldier., Lee Beng Khuan

Student Works (2010-2019)

The Malaysian Army needs to have a balance and credible force to protect the country sovereignty from external threat and to protect its country natural resources and interest from others intervention. The Army through its modernization program purchased the hardware, conducting training and exercises internally or externally, the human resource played a crucial part. The disciplinary cases committed by the soldiers are on the rise such cases are absentees, criminal cases, loan defaulter etc and all those problems has caused time wastage and the resources that been used to train the soldier had stretched its capabilities and economy of effort. …

A Correlational Study Of The Relationship Between Sense Of Humor And Positive Psychological Capacities, Larry W. Hughes

All Faculty Scholarship for the College of Business

The constructs of sense of humor (Lefcourt, 2002) and positive psychological capacities (PsyCap; Luthans, 2002a) have been heralded as important phenomenon within the growing field of positive psychology, especially within the organizational sciences. Additionally, a sense of humor has been found to be related to positive affective experiences. Leaders can develop followers' confidence, hope, optimism and resiliency for what Avolio and Luthans (2006) called sustainable, veritable performance. The hypotheses presented and tested here will advance the theoretical and empirical discussion of leadership in organizations by linking several emerging constructs of interest, both in academe and practice. This study marks an …

Current Theory And Practice Of Assessment Centers: The Importance Of Trait Activation, Filip Lievens, Liesbet De Koster, Eveline Schollaert

Research Collection Lee Kong Chian School Of Business

Assessment centers have always had a strong link with practice. This link is so strong that the theoretical basis of the workings of an assessment center is sometimes questioned. In this chapter, we posit that trait activation theory (Tett and Burnett 2003) might be fruitfully used to explain how job-relevant candidate behavior is elicited and rated in assessment centers. Trait activation theory is a recent theory that focuses on the person–situation interaction to explain behavior based on responses to trait-relevant cues found in situations. These observable responses serve as the basis for behavioral ratings on dimensions used in a variety …

Pareto-Optimal Predictor Composite Formation: A Complementary Approach To Alleviating The Selection Quality/Adverse Impact Dilemma, Paul R. Sackett, Wilfried De Corte, Filip Lievens

Research Collection Lee Kong Chian School Of Business

In our rejoinder to the comments of Kehoe (this issue) and Potosky, Bobko and Roth (this issue) we emphasize that our proposal on Pareto-optimal predictor composite formation is a complementary and not a competitive alternative for reducing the tension between selection quality and adverse impact. Our work addresses the decisions to be made once one has decided to use a predictor composite. We also further clarify the basic features of Pareto-optimal tradeoffs and Pareto-optimal composites within the context of personnel selection. In particular, we indicate that Pareto-optimal tradeoffs between validity and adverse impact emerge because these goals are different and …

Development And Test Of A Model Of External Organizational Commitment In Human Resources Outsourcing, Filip Lievens, Wilfried De Corte

Research Collection Lee Kong Chian School Of Business

Most prior outsourcing studies in the human resources domain have focused on the initial decision for outsourcing HR activities. Hence, little is known about HR managers' commitment to continue an already existing outsourcing relationship. This study constitutes a first step to increase our understanding of the factors related to the continuity of HR outsourcing relationships. We developed and tested a model of HR managers' (N = 186) commitment in outsourcing relationships. Affective commitment or the desire for the outsourcing relationship to continue was related to the depth and frequency of HR outsourcing. Conversely, continuance commitment, which refers to the constraints …

Dynamic Performance And The Performance-Performance Rating Relation, Jochen Reb, Gary J. Greguras

Research Collection Lee Kong Chian School Of Business

In this commentary we discuss the appropriateness and usefulness of taking into account the dynamic nature of performance when considering the relation between job performance and ratings of job performance. Like the vast majority of research in this area, Murphy (this issue) does not critically examine whether or how changes in ratee performance over time influence job performance ratings. As noted by Murphy and Cleveland (1995), a limitation of performance appraisal research is that it has ignored that employee performance “…is embedded in a context or pattern of employee performance over time” (p. 73). In this commentary, we argue that …

Broadening International Perspectives On The Legal Environment For Personnel Selection, Brett Myors, Filip Lievens, Greet Van Hoye, Steven F Cronshaw, Antonio Mladinic, Viviana Rodriguez, Herman Aguinis, Dirk D Steiner, Florence Rolland, Heinz Schuler, Andreas Frintrup, Ioannis Nikolaou, Maria Tomprou, S Subramony, Shabu B Raj, Shay Tzafrir, Peter Bamberger, Marilena Bertolino, Marco Mariani, Franco Fraccaroli

Research Collection Lee Kong Chian School Of Business

Perspectives from 22 countries on aspects of the legal environment for selection are presented. Issues addressed include a) whether there are racial/ethnic/religious subgroups viewed as “disadvantaged minority”, b) whether research documents mean differences between groups on individual difference measures relevant to job performance, whether there are laws prohibiting discrimination against specific groups, d) what is required to make and refute a claim of discrimination, e) what are the consequences of violation of the laws, f) whether particular selection methods are limited or banned, g) whether preferential treatment of members of minority groups is permitted, and h) whether the practice of …

Keeping Up With The Joneses: A Field Study Of The Relationships Among Upward, Lateral, And Downward Comparisons And Pay Level Satisfaction, Michael M. Harris, Frederik Anseel, Filip Lievens

Research Collection Lee Kong Chian School Of Business

The authors examined the relationship between the direction of pay comparisons and pay level satisfaction. They hypothesized that upward pay comparisons would significantly predict pay level satisfaction, even when controlling for other comparisons. Results reported in 2 samples (U.S. sample, N = 295; Belgian sample, N = 67) generally supported this hypothesis. Analyses showed that individuals who were paid much less than their upward pay comparison were dissatisfied with their pay level. The highest levels of pay level satisfaction were observed when actual pay was congruent with the upward comparison pay level. There was also evidence that individuals who were …

Measuring Work Preferences: A Multidimensional Tool To Enhance Career Self Management, G. Ronald Gilbert, Ravipreet S. Sohi, Adriana G. Mceachern

Department of Marketing: Faculty Publications

Purpose: The purpose of this paper is to introduce a multidimensional work preference research instrument, and to relate scores on these dimensions with subjects' real world work choices.

Design/methodology/approach: Repeated samples of 1,002 and 975 adult subjects were used to identify 17 empirically derived constructs, using both EFA and CFA statistical applications. The CFA revealed measurement invariance among the predicted and measured constructs. The 17 validated constructs were culled from career development-related psychology that has variously been identified with learning styles, work interests, work values, and temperament. Using a third sample of 590 subjects, MANOVA analyses of work preference scores …

Humility In Leadership: Abandoning The Pursuit Of Unattainable Perfection, Erik Hoekstra, Antony Bell, Scott R. Peterson

Faculty Work Comprehensive List

Chapter on humility and leadership by Hoekstra, Bell, and Peterson in S.A. Quatro & R. R. Sims (Eds.), Executive Ethics: Ethical Dilemmas and Challenges for the C-Suite. Greenwich, CT: Information Age Publishing, 2008.

Interviewers' Sensitivity To Impression Management Tactics In Structured Interviews, Filip Lievens, Helga Peeters

Research Collection Lee Kong Chian School Of Business

This study examines interviewers' sensitivity to impression management in structured interviews by determining the relative importance that interviewers attach to ( verbal and nonverbal) impression management as compared to the relative importance that they attach to predetermined competencies. Two samples of interviewers ( 55 Master I/O psychology students and 18 professional interviewers) watched and evaluated videotaped interviewees who were instructed to put their best foot forward. Results of relative weight analyses showed that the importance of verbal and nonverbal impression management tactics was relatively small as compared to the importance attached to job-related competencies. The type of interview format had …

A Closer Look At The Relationship Between Justice Perceptions And Feedback Reactions: The Role Of The Quality Of The Relationship With The Supervisor, Marjolein Feys, Nele Libbrecht, Frederik Anseel, Filip Lievens

Research Collection Lee Kong Chian School Of Business

Two field studies were undertaken to investigate the nature of the relationship between justice perceptions and feedback reactions. Previous work Suggests that the relationship between procedural justice and feedback reactions is mediated by the quality of the relationship with the supervisor. However, there are also good theoretical reasons to hypothesise that the relationship between justice perceptions and feedback reactions is moderated by relationship quality. Across two field studies, we found Support for both mediated and moderated relationships. Results of the moderator analyses showed that the positive relationship between justice perceptions and feedback reactions was more pronounced for subordinates in a …

Personnel Selection, Paul R. Sackett, Filip Lievens

Research Collection Lee Kong Chian School Of Business

We review developments in personnel selection since the previous review by Hough & Oswald (2000) in the Annual Review of Psycholog. We organize the review around a taxonomic structure of possible bases for improved selection, which includes (a) better understanding of the criterion domain and criterion measurement, (b) improved measurement of existing predictor methods or constructs, (c) identification and measurement of new predictor methods or constructs, (d) improved identification of features that moderate or mediate predictor-criterion relationships, (e) clearer understanding of the relationship between predictors or between predictors and criteria (e.g., via meta-analytic synthesis), (f) identification and prediction of new …

Situational Judgment Tests: A Review Of Recent Research, Filip Lievens, Helga Peeters, Eveline Schollaert

Research Collection Lee Kong Chian School Of Business

Purpose - The purpose of this paper is to give an empirically-based review of the strengths and weaknesses of situational judgment tests (SJTs).Design/methodology/approach - The features, history, and development of SJTs are discussed. Next, a computerized search (from 1990-2007) is conducted to retrieve empirical studies related to SJTs. The effectiveness of SJTs is discussed in terms of reliability, criterion-related validity, incremental validity, construct-related validity, utility, adverse impact, applicant perceptions, fakability, and susceptibility to practice and coaching effects.Findings - Strengths of SJTs are that they show criterion-related validity and incremental validity above cognitive ability and personality tests. SJTs have also less …

Measurement Equivalence In The Conduct Of A Global Organizational Survey Across Countries In Six Cultural Regions, Alain De Beuckelaer, Filip Lievens, Gilbert Swinnen

Research Collection Lee Kong Chian School Of Business

This study examined the measurement equivalence of a global organizational survey measuring six work climate factors as administered across 25 countries (N = 31.315) in all regions of the world (West Europe, East Europe, North America, Latin America, South America, Middle East, Africa and Asia-Pacific). Across all countries, the survey instrument exhibited 'form equivalence' and 'metric equivalence', suggesting that respondents completed the survey using the same frame-of-reference and interpreted the rating scale intervals similarly. Schwartz's (1994, 1999, 2004) cultural value theory was then used for grouping the countries in cultural regions, and to anticipate measurement equivalence of the data from …

The Effects Of Entrepreneurial Growth Orientation On Organizational Change And Firm Growth, Wee Liang Tan, Thomas Menkhoff, Yue Wah Chay

Research Collection Lee Kong Chian School Of Business

Managing growth in an enterprise as it grows beyond the startup phase is a challenge for many entrepreneurs. One key element that can help or hinder growth is the entrepreneur. Entrepreneurial growth has been linked to micro variables (motivations and psychological attributes of the entrepreneur) and macro variables. However, few studies have examined the role of the growth aspirations of the entrepreneur on the necessary elements of organization change related to growth.

This paper reports a study employing a typology of entrepreneurs based on their growth aspirations using an established dichotomous scale devised by Smith to differentiate between what he …

The Validity Of Assessment Centres For The Prediction Of Supervisory Performance Ratings: A Meta-Analysis, Eran Hermelin, Filip Lievens, Ivan T. Robertson

Research Collection Lee Kong Chian School Of Business

The current meta-analysis of the selection validity of assessment centres aims to update an earlier meta-analysis of assessment centre validity. To this end, we retrieved 26 studies and 27 validity coefficients (N=5850) relating the Overall Assessment Rating (OAR) to supervisory performance ratings. The current study obtained a corrected correlation of .28 between the OAR and supervisory job performance ratings (95% confidence interval .24 < =rho < =.32). It is further suggested that this validity estimate is likely to be conservative given that assessment centre validities tend to be affected by indirect range restriction.

Investigating Web-Based Recruitment Sources: Employee Testimonials Vs Word-Of-Mouse, Greet Van Hoye, Filip Lievens

Research Collection Lee Kong Chian School Of Business

Although the internet has dramatically changed recruitment practices, many web-based recruitment sources have not yet been investigated. The present study examines the effects of web-based employee testimonials and web-based word-of-mouth (i.e., 'word-of-mouse') on organizational attraction. The source credibility framework is used to compare these company-dependent and company-independent recruitment sources. In a sample of potential applicants for a head nurse position, word-of-mouse was associated with higher organizational attractiveness than web-based employee testimonials. However, potential applicants were more attracted when testimonials provided information about individual employees than about the organization. Conversely, word-of-mouse was associated with higher organizational attractiveness and more organizational pursuit …

Measurement Invariance Of The Pay Satisfaction Questionnaire Across Three Countries, Filip Lievens, Frederik Anseel, Michael M. Harris, Jacob Eisenberg

Research Collection Lee Kong Chian School Of Business

In recent years, pay satisfaction has been increasingly studied in an international context, prompting the importance of examining whether the Pay Satisfaction Questionnaire (PSQ) is invariant across countries other than the United States. This study investigated the measurement invariance across three countries, namely, the United States (N = 321), Belgium (N = 301), and Cyprus (N = 132). Results showed that the measurement structure of the PSQ was invariant across these different countries because there was no departure from measurement invariance in terms of factor form, factor pattern coefficients, factor variances, and factor covariances. These results show promise for the …

An Examination Of Psychometric Bias Due To Retesting On Cognitive Ability Tests In Selection Settings, Filip Lievens, Charlie L. Reeve, Eric D. Heggestad

Research Collection Lee Kong Chian School Of Business

Using a latent variable approach, the authors examined whether retesting on a cognitive ability measure resulted in measurement and predictive bias. A sample of 941 candidates completed a cognitive ability 14 test in a high-stakes context. Results of both the within-group between-occasions comparison and the between-groups within-occasion comparison indicated that no measurement bias existed during the initial testing but that retesting induced both measurement and predictive bias. Specifically, the results suggest that the factor underlying the retest scores was less saturated with g and more associated with memory than the latent factor underlying initial test scores and that these changes …

Diagnosing Bipolar Disorder In Children, Tammy F. Shaffer

Counseling & Student Affairs Faculty Publications

No abstract provided.

Immigrant Children And Ptsd, Tammy F. Shaffer

Counseling & Student Affairs Faculty Publications

No abstract provided.

The Role Of Religion In Marriage And Family Counseling, Dr. Jill D. Duba

Counseling & Student Affairs Faculty Publications

No abstract provided.

Incorporating Religion In Your Counselor Education Program, Dr. Jill D. Duba

Counseling & Student Affairs Faculty Publications

No abstract provided.

A Self-Motives Perspective On Feedback-Seeking Behavior: Linking Organizational Behavior And Social Psychology Research, Frederick Anseel, Filip Lievens, Paul E. Levy

Research Collection Lee Kong Chian School Of Business

Both the feedback-seeking literature in management and the self-motives domain in social psychology have focused on how motives affect the way in which people acquire information for self-evaluation purposes. Despite apparent conceptual similarities, the implications of research in these domains have not been fully integrated. This paper aims to link research on feedback-seeking behavior to recent theoretical developments in social psychology. First, the current perspective in management on feedback-seeking motives is depicted. Second, a well-established framework of self-motives in social psychology is introduced. Third, similarities and differences between these two motivational perspectives are discussed and a first step towards integration …