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Full-Text Articles in Social and Behavioral Sciences
Gamifying An Assessment Method: What Signals Are Organizations Sending To Applicants?, Konstantina Georgiou, Filip Lievens
Gamifying An Assessment Method: What Signals Are Organizations Sending To Applicants?, Konstantina Georgiou, Filip Lievens
Research Collection Lee Kong Chian School Of Business
Purpose: The paper aims to expand the authors' knowledge on gamification and the signals sent on behalf of the organization when gamified assessments are used. The authors examine the mechanisms through which the use of gamification into an assessment method may increase the attractiveness of an organization as a prospective employer. Design/methodology/approach: The first study examines, following a longitudinal design, the signals that an organization sends to applicants about the organization's symbolic traits (e.g. innovativeness), through the characteristics of a gamified assessment, in terms of enjoyment and flow and impact on organizational attractiveness. Upon clarifying this mechanism, the second study …
Cultural Differences In Prioritizing Applicant Attributes When Assessing Employment Suitability, Serena Wee, Peter K. Jonason, Norman P. Li
Cultural Differences In Prioritizing Applicant Attributes When Assessing Employment Suitability, Serena Wee, Peter K. Jonason, Norman P. Li
Research Collection School of Social Sciences
We examined how culture influences perceptions of applicant attributes when assessing employment suitability. In two studies (N = 408), we compared members from a collectivistic society (Singapore) to two samples from individualistic societies (the United States and Australia) on their perceptions of applicant attributes across job contexts. For each job, participants either chose between candidates with different attribute profiles or created ideal candidates by allocating a fixed amount of percentile points across different attributes. More often than Australians, Singaporeans chose the candidate with higher levels of the trait (e.g., openness to experience) uniquely associated with the job (e.g., graphic designer). …
Gathering Behavioral Samples Through A Computerized And Standardized Assessment Center Exercise Yes, It Is Possible, Filip Lievens, Etienne Van Keer, Ellen Volckaert
Gathering Behavioral Samples Through A Computerized And Standardized Assessment Center Exercise Yes, It Is Possible, Filip Lievens, Etienne Van Keer, Ellen Volckaert
Research Collection Lee Kong Chian School Of Business
Although computerization and standardization might make assessment center (AC) exercises easier to administer and score, drawbacks are that most of such exercises have a static and multiple-choice format. This study reports on the development and initial validation of a computerized and standardized AC exercise that simulates key managerial tasks. This AC exercise capitalizes not only on the benefits of computerization and standardization (efficiency and cost savings) but at the same time aims to avoid their usual drawbacks (lower response fidelity and interactivity). The composite exercise score was significantly related to several criteria of interest and had incremental validity beyond cognitive …
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.