Edwin A.J. van Hooft

Ethnic and Gender Differences in Applicants' Decision-Making Processes: An Application of the Theory of Reasoned Action

Although a growing proportion of the new entrants into the workforce consist of women and ethnic minorities, relatively little is known about the recruitment and job choice processes of these applicant groups. Therefore, this study investigated cultural and gender differences in job application decision processes among 191 job seekers looking for temporary employment. The theory of reasoned action (TRA) was found to be a valid framework to explain job application decisions, although gender differences existed in the strength of the relations. Job attractiveness and perceived person-organization fit added to the prediction of job application intention over and beyond the TRA variables.

Predicting job seeking for temporary employment using the theory of planned behaviour: The moderating role of individualism and collectivism

Using the theory of planned behaviour (TPB), the role of behavioural, normative, and control beliefs and individualism/collectivism was examined in the context of job seeking for temporary employment. Data were collected in a two-wave longitudinal design, using a culturally diverse sample of 138 temporary workers in The Netherlands. Results supported the TPB-relationships, with the exception of the role of perceived behavioural control (PBC). Of the behavioural beliefs, sense of security, work–life balance, and status were most strongly related to intentions to seek temporary employment. Further, hypothesized moderating effects of collectivism were confirmed such that people low on collectivism were more strongly motivated by their personal attitudes about job seeking and less by perceptions of social pressure than people high on collectivism. Thus, the TPB was demonstrated to work somewhat differently depending on people’s cultural value orientations.

Moving beyond job search quantity: Towards a conceptualization and self-regulatory framework of job search quality

Job seeking is an important aspect throughout people’s careers. Extant theory and research has focused on one particular dimension of job search, that is, intensity/effort (i.e., job search quantity), posing that intensity/effort importantly affects employment success. The present conceptual paper extends job search theory by arguing for the importance of job search quality in explaining job search and employment success. We conceptualize job search quality as consisting of process quality and product/behavior quality, and propose that high-quality job search products/behaviors are more likely with a high-quality job search process. A four-phased cyclical self-regulatory model is presented, specifying the components of job search process quality. We build theory regarding the interrelations between quality components, the antecedents and outcomes of job search quality, and the moderators of these relations. This theory offers new and more detailed explanations for previous findings, directions for future research, and practical guidelines regarding (re)employment success and services.

Construct validity of multi-source performance ratings: An examination of the relationship of self-, supervisor-, and peer-ratings with cognitive and personality measures

Although more and more organizations prefer using multi-source performance ratings or 3601 feedback over traditional performance appraisals, researchers have been rather skepticalregardingthe reliabilityandvalidityofsuchratings. Thepresentstudyexamined the validity of self-, supervisor-, and peer-ratings of 195 employees in a Dutch public organization, using scores on an In-Basket exercise, an intelligence test, and a personality questionnaire as external criterion measures. Interrater agreementranged from .28 to .38. Variance in the ratings was explained by both method and content factors. Support for the external construct validity was rather weak. Supervisor-ratings were not found to be superior to self- and peer-ratings in predicting the scores on the external measures.

Intentional Response Distortion on Personality Tests: Using Eye-Tracking to Understand Response Processes when Faking

Intentional response distortion or faking among job applicants completing measures such as personality and integrity tests is a concern in personnel selection. The present study aimed to investigate whether eye-tracking technology can improve our understanding of the response process when faking. In an experimental within-participants design, a Big Five personality test and an integrity measure were administered to 129 university students in 2 conditions: a respond honestly and a faking good instruction. Item responses, response latencies, and eye movements were measured. Results demonstrated that all personality dimensions were fakeable. In support of the theoretical position that faking involves a less cognitively demanding process than responding honestly, we found that response times were on average 0.25 s lower and participants had less eye fixations in the fake good condition [corrected]. However, in the fake good condition, participants had more fixations on the 2 extreme response options of the 5-point answering scale, and they fixated on these more directly after having read the question. These findings support the idea that faking leads to semantic rather than self-referenced item interpretations. Eye-tracking was demonstrated to be potentially useful in detecting faking behavior, improving detecting rates over and beyond response extremity and latency metrics.

Stop and Start Control: A Distinction within Self-control

A theoretical distinction within self–control, between stop control and start control, was investigated in two studies. Study 1 consisted of a pilot study in which expert ratings of existing self–control items were used to distinguish between stop and start control items and a confirmatory factor analyses of these items using a student sample (N = 474). Also, stop and start control were related to overall affect and behavioural outcomes. Stop control was negatively related to negative affect, whereas start control was positively related to positive affect. Study 2 (N = 226) replicated some of these findings; stop control was the best predictor (−) of smoking and alcohol consumption whereas start control was the best predictor (+) of exercising and studying. Copyright

The Cross-Cultural Generalizability of the Theory of Planned Behavior A Study on Job Seeking in the Netherlands

This study examined the cross-cultural generalizability of the Theory of Planned Behavior (TPB) as applied to job seeking, by comparing samples of native Dutch and Turkish individuals in The Netherlands. Results support the equivalence of the measures used. Moreover, the TPB relationships are found to be comparable across the two samples. Contrary to the predictions, intentions of Turkish individuals are not affected more by subjective norms and less by job search attitudes than those of native Dutch individuals.

Recruiting highly educated graduates: A study on the relationship between recruitment information sources, the theory of planned behavior, and actual job pursuit

Using the theory of planned behavior, we examined the effects of different recruitment-related information sources on the job pursuit of highly educated graduates. The study was conducted using a real-life longitudinal design. Participants reported on potential employers they were interested in. We used hierarchical linear modeling to analyze within-participant relationships of different information sources with the theory of planned behavior variables, job pursuit behavior, and actual job choice. The theory of planned behavior relationships was supported. Recruitment advertising and positive word of mouth related positively to job pursuit intention and behavior. Negative publicity and word of mouth partly related to job pursuit behavior, indicating their role in the recruitment process. On-campus presence related negatively to job pursuit intention and behavior, suggesting that recruiters should convey parsimonious and realistic job-related information.

Self-control at work: its relationship with contextual performance

Purpose – Individuals differ in their levels of self-control. Trait self-control has been found to relate positively to desirable and negatively to undesirable behaviors in contexts like physical health, academic performance, and criminality. The purpose of this study is to examine the relevance of trait self-control in work-settings. The authors distinguished between two types of self-control, stop-control (inhibitory control) and start-control (initiatory control), and tested their differential validity in predicting contextual performance. Design/methodology/approach – In two independent employee samples, stop-control, start-control, organizational citizenship behavior (OCB), personal initiative, and proactive coping were measured. Counterproductive work behavior (CWB) was added in Study 2. Findings – Results showed that only start-control was positively related to OCB, personal initiative, and proactive coping. Both stop-control and start-control were negatively related to CWB. Research limitations/im...

A group-level conceptualization of the 2 × 2 achievement goal framework: Antecedents and motivational outcomes

While achievement goal theory is well-represented in the individual motivation literature, we know little about its role in groups. In 2001, Elliot and McGregor proposed a 2 × 2 achievement goal framework, which consists of a mastery-performance goal distinction and an approach-avoidance goal distinction. In the present study, we define this 2 × 2 framework at the group level and examine antecedents and collective motivational outcomes of group-level achievement goals in a longitudinal study among 125 small student groups engaged in a debating course. Results support the group-level 2 × 2 framework, although the shared nature of group-level performance-avoidance requires further attention. Individual dispositional achievement goals, measured before group formation, predicted subsequent group-level achievement goals. Concerning group-level motivational outcomes, a group climate focused on learning and improvement seems especially beneficial, as it related positively to sustained collective effort, group reflexivity, and group task strategy effectiveness, and mitigated adverse effects of group performance-approach achievement goalsWhile achievement goal theory is well-represented in the individual motivation literature, we know little about its role in groups. In 2001, Elliot and McGregor proposed a 2 × 2 achievement goal framework, which consists of a mastery-performance goal distinction and an approach-avoidance goal distinction. In the present study, we define this 2 × 2 framework at the group level and examine antecedents and collective motivational outcomes of group-level achievement goals in a longitudinal study among 125 small student groups engaged in a debating course. Results support the group-level 2 × 2 framework, although the shared nature of group-level performance-avoidance requires further attention. Individual dispositional achievement goals, measured before group formation, predicted subsequent group-level achievement goals. Concerning group-level motivational outcomes, a group climate focused on learning and improvement seems especially beneficial, as it related positively to sustained collective effort, group reflexivity, and group task strategy effectiveness, and mitigated adverse effects of group performance-approach achievement goals.