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Social and Behavioral Sciences Commons™
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- Personnel selection (2)
- Adverse impact (1)
- Applicants (1)
- Assessment centers (1)
- Communication technologies (1)
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- Cross Cultural Psychology (1)
- Emotional intelligence (1)
- Health Psychology (1)
- Hierarchical linear modeling (HLM) (1)
- High-stakes selection (1)
- In industrial and organizational (I/O) (1)
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- Multivariate Issues (1)
- Pareto-optimal (1)
- Personality and Social Psychology (1)
- Positive Psychology (1)
- Qualitative status change (1)
- Quality of Life Research (1)
- Score inflation (1)
- Selection design (1)
- Situational judgment tests (1)
- Team performance (1)
Articles 1 - 12 of 12
Full-Text Articles in Social and Behavioral Sciences
Dealing With The Threats Inherent In Unproctored Internet Testing Of Cognitive Ability: Results From A Large-Scale Operational Test Program, Filip Lievens, Eugene Burke
Dealing With The Threats Inherent In Unproctored Internet Testing Of Cognitive Ability: Results From A Large-Scale Operational Test Program, Filip Lievens, Eugene Burke
Research Collection Lee Kong Chian School Of Business
There is little information available about operational systems of unproctored Internet testing (UIT) of cognitive ability and how they deal with the threats inherent in UIT. This descriptive study provides a much-needed empirical examination of a large-scale operational UIT system of cognitive ability that implemented test design and verification testing for increasing test security and honest responding. Test security evaluations showed item exposure and test overlap rates were acceptable. Aberrant score evaluations revealed that negative score change (higher unproctored scores than proctored ones) was negligible. Implications for UIT research are discussed.
The Validity And Incremental Validity Of Knowledge Tests, Low-Fidelity Simulations, And High-Fidelity Simulations For Predicting Job Performance In Advanced-Level High-Stakes Selection, Filip Lievens, Fiona Patterson
The Validity And Incremental Validity Of Knowledge Tests, Low-Fidelity Simulations, And High-Fidelity Simulations For Predicting Job Performance In Advanced-Level High-Stakes Selection, Filip Lievens, Fiona Patterson
Research Collection Lee Kong Chian School Of Business
In high-stakes selection among candidates with considerable domain-specific knowledge and experience, investigations of whether high-fidelity simulations (assessment centers; ACs) have incremental validity over low-fidelity simulations (situational judgment tests; SJTs) are lacking. Therefore, this article integrates research on the validity of knowledge tests, low-fidelity simulations, and high-fidelity simulations in advanced-level high-stakes settings. A model and hypotheses of how these 3 predictors work in combination to predict job performance were developed. In a sample of 196 applicants, all 3 predictors were significantly related to job performance. Both the SJT and the AC had incremental validity over the knowledge test. Moreover, the AC …
Designing Pareto-Optimal Selection Systems: Formalizing The Decisions Required For Selection System Development, Wilfried De Corte, Paul R. Sackett, Filip Lievens
Designing Pareto-Optimal Selection Systems: Formalizing The Decisions Required For Selection System Development, Wilfried De Corte, Paul R. Sackett, Filip Lievens
Research Collection Lee Kong Chian School Of Business
The article presents an analytic method for designing Pareto-optimal selection systems where the applicants belong to a mixture of candidate populations. The method is useful in both applied and research settings. In an applied context, the present method is the first to assist the selection practitioner when deciding on 6 major selection design issues: (1) the predictor subset, (2) the selection rule, (3) the selection staging, (4) the predictor sequencing, (5) the predictor weighting, and (6) the stage retention decision issue. From a research perspective, the method offers a unique opportunity for studying the impact and relative importance of different …
To Succeed In Life And Business, Adapt And Fail Productively, Singapore Management University
To Succeed In Life And Business, Adapt And Fail Productively, Singapore Management University
Perspectives@SMU
Most people don't make very much of their bread toasters. These small but hardy metal boxes often come at low prices (from $7) and are not terribly difficult to operate. All in all, this is not the best example of a sophisticated, complicated or inventive home appliance.
Mixture Latent Markov Modeling: Identifying And Predicting Unobserved Heterogeneity In Longitudinal Qualitative Status Change, Mo Wang, David Chan
Mixture Latent Markov Modeling: Identifying And Predicting Unobserved Heterogeneity In Longitudinal Qualitative Status Change, Mo Wang, David Chan
Research Collection School of Social Sciences
There are many areas of organizational research where we may be concerned with subgroup differences in status change profiles. The purpose of this article is to illustrate, using a real data set on retirees' postretirement employment statuses (PES), how mixture latent Markov modeling may be applied to substantive research in organizational settings to identify population subgroups with varying status change profiles and examine their correlates, by modeling unobserved heterogeneity in longitudinal qualitative changes. Steps in the modeling process are highlighted and limitations, cautions, recommendations, and extensions of the technique are discussed.
A Macro Perspective To Micro Issues, Devasheesh P. Bhave, Stephane Brutus
A Macro Perspective To Micro Issues, Devasheesh P. Bhave, Stephane Brutus
Research Collection Lee Kong Chian School Of Business
Comments on an article by Elaine D. Pulakos and Ryan S. O'Leary. The authors argue that bringing the focus on the relationship between the manager and the employee will mend performance management. We concur with the broad assessment that an excessive focus on technical improvements in performance management systems is misplaced and that implementation issues plague performance management. But we believe that poor implementation is an operational challenge not because of the practice itself but rather on account of misalignment. They also allude to a consideration of alignment. They also glosses over the issue of internal alignment or the fact …
The Use Of Role-Player Prompts In Assessment Center Exercises, Eveline Schollaert, Filip Lievens
The Use Of Role-Player Prompts In Assessment Center Exercises, Eveline Schollaert, Filip Lievens
Research Collection Lee Kong Chian School Of Business
So far, a substantial amount of assessment center (AC) studies have aimed to improve the quality of the AC method by focusing on the assessors. However, systematic studies about the role-player in AC exercises are nonexistent. This is surprising as the role-player might serve as a key figure for consistently evoking job-relevant behavior across candidates. Therefore, this study focused on the 'role' of role-players in ACs. We examined the effects of instructing role-players to use prompts among 233 candidates. Results suggest that role-players are able to use prompts and that their negative impact on candidates' reactions is negligible. In addition, …
Collective Intelligence Ratio: Measurement Of Real-Time Multimodal Interactions In Team Projects, Paul Kim, Donghwan Lee, Youngjo Lee, Chuan Huang, Tamas Makany
Collective Intelligence Ratio: Measurement Of Real-Time Multimodal Interactions In Team Projects, Paul Kim, Donghwan Lee, Youngjo Lee, Chuan Huang, Tamas Makany
Research Collection Lee Kong Chian School Of Business
PurposeWith a team interaction analysis model, the authors sought to identify a varying range of individual and collective intellectual behaviors in a series of communicative intents particularly expressed with multimodal interaction methods. In this paper, the authors aim to present a new construct (i.e. collective intelligence ratio (CIR)) which refers to a numeric indicator representing the degree of intelligence of a team in which each team member demonstrates an individual intelligence ratio (IR) specific to a team goal.Design/methodology/approachThe authors analyzed multimodal team interaction data linked to communicative intents with a Poisson‐hierarchical generalized linear model (HGLM).FindingsThe study found evidence of a …
Longitudinal Assessment Of Changes In Job Performance And Work Attitudes: Conceptual And Methodological Issues, David Chan
Research Collection School of Social Sciences
No abstract provided.
Applicant Versus Employee Scores On Self-Report Emotional Intelligence Measures, Filip Lievens, Ute-Christine Klehe, Nele Libbrecht
Applicant Versus Employee Scores On Self-Report Emotional Intelligence Measures, Filip Lievens, Ute-Christine Klehe, Nele Libbrecht
Research Collection Lee Kong Chian School Of Business
There exists growing interest to assess applicants' emotional intelligence (EI) via self-report trait-based measures of EI as part of the selection process. However, some studies that experimentally manipulated applicant conditions have cautioned that in these conditions use of self-report measures for assessing EI might lead to considerably higher scores than current norm scores suggest. So far, no studies have scrutinized self-reported EI scores among a sample of actual job applicants. Therefore, this study compares the scores of actual applicants at a large ICT organization (n = 109) on a well-known self-report measure of EI to the scores of employees already …
Autonomy In The Workplace: An Essential Ingredient To Employee Engagement And Well-Being In Every Culture, Marylène Gagne, Devasheesh P. Bhave
Autonomy In The Workplace: An Essential Ingredient To Employee Engagement And Well-Being In Every Culture, Marylène Gagne, Devasheesh P. Bhave
Research Collection Lee Kong Chian School Of Business
The nature of organizational life requires questioning the role of worker autonomy. An impressive amount of management research has been devoted to autonomy issues in organizations. Autonomy is at the forefront of research on job design and the management of employees. Therefore, we review evidence in the area of job design and management practices that deeply affect worker autonomy. Throughout this discussion, we evaluate the cross-cultural applicability of research and practice and offer future directions based on self-determination theory.
Do Individual Differences In Perceiving Situational Demands Moderate The Relationship Between Personality And Assessment Center Dimension Ratings?, Anne Jansen, Filip Lievens, Martin Kleinmann
Do Individual Differences In Perceiving Situational Demands Moderate The Relationship Between Personality And Assessment Center Dimension Ratings?, Anne Jansen, Filip Lievens, Martin Kleinmann
Research Collection Lee Kong Chian School Of Business
This study contributes to research on assessment centers' (AC) external construct-related validity by investigating a potential moderator of the relationship between personality and AC dimension ratings. On the basis of recent insights in person-situation contingencies we hypothesized that individual differences in people's perception of situational demands moderate the relationship between personality and conceptually related AC dimension ratings. The hypotheses were tested with 108 individuals in two leaderless group discussion exercises. Results confirmed the hypotheses for two of the three traits (i.e., Agreeableness and Conscientiousness). In particular, people high on these traits who identified the situational demands received higher AC dimension …