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- Personnel selection (12)
- Validity (10)
- Assessment center (9)
- Situational judgment test (8)
- Situational judgment tests (7)
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- Emotional intelligence (6)
- Personality (6)
- Assessment centers (5)
- Contextualization (5)
- Criterion-related validity (4)
- Mindfulness (4)
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- Selection (4)
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- Creativity (3)
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- Emotions (3)
- Employee selection (3)
- Meta-analysis (3)
- Motivation (3)
- Negotiation (3)
- Selection decisions (3)
- Work-family conflict (3)
- Adaptability (2)
- Anger (2)
- Big Five (2)
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Articles 181 - 198 of 198
Full-Text Articles in Social and Behavioral Sciences
A Construct-Driven Investigation Of Gender Differences In A Leadership-Role Assessment Center, Neil Anderson, Filip Lievens, Karen Van Dam, Marise Born
A Construct-Driven Investigation Of Gender Differences In A Leadership-Role Assessment Center, Neil Anderson, Filip Lievens, Karen Van Dam, Marise Born
Research Collection Lee Kong Chian School Of Business
This study examined gender differences in a large-scale assessment center for officer entry in the British Army. Subgroup differences were investigated for a sample of 1,857 candidates: 1,594 men and 263 women. A construct-driven approach was chosen (a) by examining gender differences at the construct level, (b) by formulating a priori hypotheses about which constructs would be susceptible to gender effects, and (c) by using both effect size statistics and latent mean analyses to investigate gender differences in assessment center ratings. Results showed that female candidates were rated notably higher on constructs reflecting an interpersonally oriented leadership style (i.e., oral …
Large-Scale Investigation Of The Role Of Trait Activation Theory For Understanding Assessment Center Convergent And Discriminant Validity, Filip Lievens, Christopher S. Chasteen, Eric A. Day, Neil D. Christiansen
Large-Scale Investigation Of The Role Of Trait Activation Theory For Understanding Assessment Center Convergent And Discriminant Validity, Filip Lievens, Christopher S. Chasteen, Eric A. Day, Neil D. Christiansen
Research Collection Lee Kong Chian School Of Business
This study used trait activation theory as a theoretical framework to conduct a large-scale test of the interactionist explanation of the convergent and discriminant validity findings obtained in assessment centers. Trait activation theory specifies the conditions in which cross-situationally consistent and inconsistent candidate performances are likely to occur. Results obtained by aggregating correlations across 30 multitrait-multimethod matrices supported the propositions of trait activation theory, shedding a more positive light on the construct validity puzzle in assessment centers. Overall, convergence among assessment center ratings was better between exercises that provided an opportunity to observe behavior related to the same trait, and …
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.
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 …
Easing The Inferential Leap In Competency Modeling: The Effects Of Task-Related Information And Subject Matter Expertise, Filip Lievens, Juan I. Sanchez, Wilfred De Corte
Easing The Inferential Leap In Competency Modeling: The Effects Of Task-Related Information And Subject Matter Expertise, Filip Lievens, Juan I. Sanchez, Wilfred De Corte
Research Collection Lee Kong Chian School Of Business
Despite the rising popularity of the practice of competency modeling, research on competency modeling has lagged behind. This study begins to close this practice-science gap through 3 studies (1 lab study and 2 field studies), which employ generalizability analysis to shed light on (a) the quality of inferences made in competency modeling and (b) the effects of incorporating elements of traditional job analysis into competency modeling to raise the quality of competency inferences. Study 1 showed that competency modeling resulted in poor interrater reliability and poor between-job discriminant validity amongst inexperienced raters. In contrast, Study 2 suggested that the quality …
Future Perspectives On Employee Selection: Key Directions For Future Research And Practice, Neil Anderson, Filip Lievens, Karen Van Dam, Ann Marie Ryan
Future Perspectives On Employee Selection: Key Directions For Future Research And Practice, Neil Anderson, Filip Lievens, Karen Van Dam, Ann Marie Ryan
Research Collection Lee Kong Chian School Of Business
A future-oriented perspective for selection and assessment research is presented. Four superordinate themes of critical import to the development of future research are identified: (i) bimodal prediction, (ii) multilevel fit, (iii) applicant reactions and decision making, and (iv) tensions between research and practice in employee selection. Under each theme we pose a number of outstanding questions for research. Implications for practice and the ongoing advancement of the sub-field of selection, traditionally one of the most robust core disciplines in international IWO psychology, are discussed.
Revised Estimates Of Dimension And Exercise Variance Components In Assessment Center Postexercise Dimension Ratings, Charles E. Lance, Tracy A. Lambert, Amanda G. Gewin, Filip Lievens, James M. Conway
Revised Estimates Of Dimension And Exercise Variance Components In Assessment Center Postexercise Dimension Ratings, Charles E. Lance, Tracy A. Lambert, Amanda G. Gewin, Filip Lievens, James M. Conway
Research Collection Lee Kong Chian School Of Business
The authors reanalyzed assessment center (AC) multitrait-multimethod (MTMM) matrices containing correlations among postexercise dimension ratings (PEDRs) reported by F. Lievens and J. M. Conway (2001). Unlike F. Lievens and J. M. Conway, who used a correlated dimension-correlated uniqueness model, we used a different set of confirmatory-factor-analysis-based models (1-dimension-correlated Exercise and 1-dimension-correlated uniqueness models) to estimate dimension and exercise variance components in AC PEDRs. Results of reanalyses suggest that, consistent with previous narrative reviews, exercise variance components dominate over dimension variance components after all. Implications for AC construct validity and possible redirections of research on the validity of ACs are discussed.
"I Think They Discriminated Against Me": Using Prototype Theory And Organizational Justice Theory For Understanding Perceived Discrimination In Selection And Promotion Situations, Michael M. Harris, Filip Lievens, Greet Van Hoye
"I Think They Discriminated Against Me": Using Prototype Theory And Organizational Justice Theory For Understanding Perceived Discrimination In Selection And Promotion Situations, Michael M. Harris, Filip Lievens, Greet Van Hoye
Research Collection Lee Kong Chian School Of Business
Research in industrial/organizational (I/O) psychology has generally focused on objective measures of employment discrimination and has virtually neglected individuals' subjective perceptions as to whether a selection or promotion process is discriminatory or not. This paper presents two theoretical models as organizing frameworks to explain candidates' likelihood of perceiving that discrimination has occurred in a certain selection or Promotion situation. The prototype model stresses the importance of the prototypical victim-perpetrator combination, the perceived intention of the decision-maker, and the perceived harm caused as possible antecedents of perceived employment discrimination. In the organizational justice model, procedural, informational, interpersonal, and distributive fairness play …
Applicant Perceptions Of Selection Procedures: The Role Of Selection Information, Belief In Tests, And Comparative Anxiety, Filip Lievens, Wilfried De Corte, Katrien Brysse
Applicant Perceptions Of Selection Procedures: The Role Of Selection Information, Belief In Tests, And Comparative Anxiety, Filip Lievens, Wilfried De Corte, Katrien Brysse
Research Collection Lee Kong Chian School Of Business
This study addresses the effects of the provision of information on the reliability and validity of selection procedures and the effects of test-taker attitudes (i.e., belief in tests and comparative anxiety) on fairness perceptions. Prior to an actual selection process, applicants (N = 118) were given either information about the reliability and validity of various selection procedures or no information. Next, they evaluated the fairness of eight selection procedures. No significant effect of selection information was found. Belief in tests had significant effects, with applicants high on test belief giving higher fairness ratings than applicants low on test belief. In …
Medical Students' Personality Characteristics And Academic Performance: A Five-Factor Model Perspective, Filip Lievens, Pol Coetsier, Filip De Fruyt, Jan De Maeseneer
Medical Students' Personality Characteristics And Academic Performance: A Five-Factor Model Perspective, Filip Lievens, Pol Coetsier, Filip De Fruyt, Jan De Maeseneer
Research Collection Lee Kong Chian School Of Business
Objectives: This study investigates: (1) which personality traits are typical of medical students as compared to other students, and (2) which personality traits predict medical student performance in pre-clinical years. Design: This paper reports a cross-sectional inventory study of students in nine academic majors and a prospective longitudinal study of one cohort of medical students assessed by inventory during their first pre-clinical year and by university examination at the end of each pre-clinical year. Subjects and methods: In 1997, a combined total of 785 students entered medical studies courses in five Flemish universities. Of these, 631 (80.4%) completed the NEO-PI-R …
Trying To Understand The Different Pieces Of The Construct Validity Puzzle Of Assessment Centers: An Examination Of Assessor And Assessee Effects, Filip Lievens
Research Collection Lee Kong Chian School Of Business
This study examined the effects of assessor-related factors (i.e., type of assessor) and assessee-related factors (i.e., type of assessee profile) on the construct validity of assessment center ratings. In particular, 3 types of assessors (26 industrial/organizational [I/O] psychologists, 20 managers, and 27 students), rated assessee performances that varied according to cross-exercise consistency (i.e., relatively inconsistent vs. relatively consistent) and dimension differentiation (relatively undifferentiated vs. relatively differentiated). Construct validity evidence was established for only one assessee profile and only in the I/O psychologist and managerial samples. More generally, these results indicate that 3 factors (poor design, assessor unreliability, and especially cross-situational …
Assessors' Use Of Personality Traits In Descriptions Of Assessment Centre Candidates: A Five-Factor Model Perspective, Filip Lievens, Filip De Fruyt, Karen Van Dam
Assessors' Use Of Personality Traits In Descriptions Of Assessment Centre Candidates: A Five-Factor Model Perspective, Filip Lievens, Filip De Fruyt, Karen Van Dam
Research Collection Lee Kong Chian School Of Business
In assessment centres assessors are typically taught to note down behavioural observations. However, previous studies have shown that about 20% of assessor notes contain trait descriptors. Instead of regarding these descriptors as errors, this study examines their position in a personality descriptive taxonomy (i.e. the AB5C taxonomy, see Hofstee, De Raad, & Goldberg, 1992) and relates them to employment recommendations. To this end, assessor notes of 403 assessees (214 men, 189 women; mean age 33 years) were scrutinized for personality descriptors. Results show that assessors, as a group, use descriptors referring to all five personality domains with a preference for …
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 …
Assessors And Use Of Assessment Centre Dimensions: A Fresh Look At A Troubling Issue, Filip Lievens
Assessors And Use Of Assessment Centre Dimensions: A Fresh Look At A Troubling Issue, Filip Lievens
Research Collection Lee Kong Chian School Of Business
Previous studies on the construct validity of assessment centres have generally produced puzzling results. The premise of this study is that these prior studies were relatively one-sided. Actually, most previous studies were field studies, which typically used the multitrait-multimethod approach to distinguish between two sources of variance (i.e., exercises and dimensions). Therefore, this study aims to shed light on the issue of assessment centre construct validity by addressing substantive and methodological concerns inherent in previous research. In this study, 85 industrial and organizational psychology students and 39 managers rated videotaped assessment centre candidates in three exercises on six dimensions. Results …
A Different Look At Assessment Centers: Views Of Assessment Center Users, Filip Lievens, Hans Goemaere
A Different Look At Assessment Centers: Views Of Assessment Center Users, Filip Lievens, Hans Goemaere
Research Collection Lee Kong Chian School Of Business
This study aims to shed light on possible problems of assessment center users and designers when developing and implementing assessment centers. Semi-structured interviews with a representative sample of assessment center users in Flanders revealed that, besides a large variability in assessment center practice, practitioners experience problems with dimension selection and definition, exercise design, line/staff managers as assessors, distinguishing between observation and evaluation, and with the content of assessor training programs. Solutions for these problems are suggested.
Theory And Research In Strategic Management: Swings Of A Pendulum, Robert E. Hoskisson, William P. Wan, Daphne W. Yiu, William A. Hitt
Theory And Research In Strategic Management: Swings Of A Pendulum, Robert E. Hoskisson, William P. Wan, Daphne W. Yiu, William A. Hitt
Research Collection Lee Kong Chian School Of Business
The development of the field of strategic management within the last two decades has been dramatic. While its roots have been in a more applied area, often referred to as business policy, the current field of strategic management is strongly theory based, with substantial empirical research, and is eclectic in nature. This review of the development of the field and its current position examines the field’s early development and the primary theoretical and methodological bases through its history. Early developments include Chandler’s (1962) Strategy and Structure and Ansoff’s (1965) Corporate Strategy. These early works took on a contingency perspective (fit …
Factors Which Improve The Construct Validity Of Assessment Centers: A Review, Filip Lievens
Factors Which Improve The Construct Validity Of Assessment Centers: A Review, Filip Lievens
Research Collection Lee Kong Chian School Of Business
This article reviews 21 studies which manipulated specific variables to determine their impact on the construct validity of assessment centers. This review shows that the studies regarding the impact of different observation, evaluation, and integration procedures yielded mixed results. Conversely, dimension factors (number, conceptual distinctiveness, and transparency), assessor factors (type of assessor and type of assessor training), and exercise factors (exercise form and use of role-players) were found to moderate construct validity. On the basis of the review, practical recommendations are derived to maximize the probability that practitioners design and administer an assessment center with construct validity. Finally, new perspectives …
Functional Relations Among Constructs In The Same Content Domain At Different Levels Of Analysis: A Typology Of Composition Models, David Chan
Research Collection School of Social Sciences
Composition models specify the functional relationships among phenomena or constructs at different levels of analysis (e.g., individual level, team level, organizational level) that reference essentially the same content but that are qualitatively different at different levels (M. T. Hannan, 1971, K. H. Roberts, C. L. Hulin, & D. M. Rousseau, 1978, D. M. Rousseau, 1985). Specifying adequate composition models is a critical component of good multilevel research. A typology of composition models is proposed to provide a framework for organizing, evaluating, and developing constructs and theories in multilevel research. Five basic forms of composition are described and illustrated. Implications of …