Martin Kleinmann

Are rating dimensions in assessment centers transparent for participants? consequences for criterion and construct validity

The author investigates whether the extent to which participants recognize rating dimensions in assessment centers has an effect on performance. Results showed that people who more accurately identify dimensions perform better. Convergent validity of dimension ratings is greater when participants accurately perceive that the same dimension is being evaluated in 2 exercises. In the discussion, the author considers how the ability to adequately perceive rating dimensions (i.e., transparency) may influence criterion validity

Examining occupational self-efficacy, work locus of control and communication as moderators of the job insecurity-job performance relationship

Employees’ performance has been shown to be moderately hampered by job insecurity. Based on conservation of resources theory, the study examines whether three possible resources (occupational self-efficacy, work locus of control and communication) moderate the negative job insecurity—performance relationship. Analyses of a large Swiss dataset reveal two significant interaction effects: the higher the job insecurity, the less influence work locus of control and perceived communication exert on the job insecurity—performance relationship. This suggests that work locus of control and perceived communication may be resources that can only act beneficially in a situation of low job insecurity.

Catch me if I fall! Enacted uncertainty avoidance and the social safety net as country-level moderators in the job insecurity-job attitudes link

Job insecurity is related to many detrimental outcomes, with reduced job satisfaction and affective organizational commitment being the 2 most prominent reactions. Yet, effect sizes vary greatly, suggesting the presence of moderator variables. On the basis of Lazaruss cognitive appraisal theory, we assumed that country-level enacted uncertainty avoidance and a countrys social safety net would affect an individuals appraisal of job insecurity. More specifically, we hypothesized that these 2 country-level variables would buffer the negative relationships between job insecurity and the 2 aforementioned job attitudes. Combining 3 different data sources, we tested the hypotheses in a sample of 15,200 employees from 24 countries by applying multilevel modeling. The results confirmed the hypotheses that both enacted uncertainty avoidance and the social safety net act as cross-level buffer variables. Furthermore, our data revealed that the 2 cross-level interactions share variance in explaining the 2 job attitudes. Our study responds to calls to look at stress processes from a multilevel perspective and highlights the potential importance of governmental regulation when it comes to individual stress processes.

Situation assessment as an ignored factor in the behavioral consistency paradigm underlying the validity of personnel selection procedures

This study contributes to the literature on why selection procedures that are based on the behavioral consistency logic (e.g., structured interviews and assessment centers) are valid predictors of job performance. We rely on interactionist theories to propose that individual differences in assessing situational demands explain true variance in performance in selection procedures and on the job. Results from 124 individuals in a simulated selection process showed that the assessment of situational demands was related to both selection and job performance. Individual differences in assessing situational demands also contributed to the criterion-related validity of assessment center and structured interview ratings, offering a complementary explanation as to why selection procedures based on the notion of behavioral consistency predict job performance.

A stitch in time saves nine: Behavioural decision-making explanations for time management problems

Time management problems such as choosing urgent instead of important tasks are prevalent but so far they lack a theoretical explanation. The authors argue that time management implies a choice about the use of time. Therefore rational choice theory as a normative theory of choice is relevant to time management, and so is behavioural decision-making research focusing on biases and heuristics that make people deviate from the prediction of rational choice theory. The authors show how these biases and heuristics lead to non-efficient time management. In particular, steep and hyperbolic time discounting is explained and its implications for time management as well as for time management training are presented. Several propositions about the importance of individual and situational variables are also put forward.

Assessment center for pilot selection: Construct and criterion validity and the impact of assessor type

Cette recherche a examine la validite d’un centre d’evaluation pour la selection de pilotes. Les scores de N = 1,036 participants ont ete utilises pour etudier la validite de construit. Un sous-echantillon de participants performants a ete suivi et les evaluations des pairs ont ete retenus comme mesures du critere. Les resultats demontrent une premiere evidence de validite de construit et de critere pour cet outil d’evaluation des competences interpersonnelles et liees a la performance. Par ailleurs, les resultats ont aussi montre que le type d’evaluateur (psychologue vs pilote) modere la validite predictive des scores du centre d’evaluation. Cet effet “type d’evaluateur” depend de la sorte de variables predictives. Les resultats sont discutes et des implications pratiques sont suggerees. This study examined the validity of an assessment center in pilot selection as a new field of application. Assessment center ratings of N= 1,036 applicants were used to examine the construct validity. A subsample of successful applicants was followed up and peer ratings were chosen as criterion measures. The results provide first evidence of the construct and criterion validity of this assessment center approach for rating interpersonal and performance-related skills. Furthermore the type of assessor (psychologist versus pilot) moderates the predictive validity of the assessment center ratings. This type-of-assessor effect depends on the kind of predictor variables. The results are discussed and practical implications are suggested.

Time management problems and discounted utility.

The lens of behavioral decision theory offers a new perspective for research on time management. The basic idea of this approach is that people discount future consequences of their time management decisions, meaning that they work on tasks with smaller but sooner outcomes rather than on tasks with larger but later outcomes. The authors performed 2 experimental studies to test whether people are sensitive to differences in the discounted utility of time management decisions. In Experiment 1, they used vignettes of typical time management situations; Experiment 2 was a laboratory simulation (an in-basket task that was part of a training assessment). Participants in both studies were German students. As expected, manipulating the discounted utility of options resulted in different time management decisions. In Experiment 1, reactions to time management situations were judged as less likely if the reactions had lower discounted utilities. In Experiment 2, people spent less time on an interruption.

Deadline Rush: A Time Management Phenomenon and Its Mathematical DescriptionRelationships Between Critical Thinking and Attitudes Toward Women's Roles in Society

A typical time management phenomenon is the rush before a deadline. Behavioral decision making research can be used to predict how behavior changes before a deadline. People are likely not to work on a project with a deadline in the far future because they generally discount future outcomes. Only when the deadline is close are people likely to work. On the basis of recent intertemporal choice experiments, the authors argue that a hyperbolic function should provide a more accurate description of the deadline rush than an exponential function predicted by an economic model of discounted utility. To show this, the fit of the hyperbolic and the exponential function were compared with data sets that describe when students study for exams. As predicted, the hyperbolic function fit the data significantly better than the exponential function. The implication for time management decisions is that they are most likely to be inconsistent over time (i.e., people make a plan how to use their time but do not follow it).

Shall we continue or stop disapproving of self-presentation? Evidence on impression management and faking in a selection context and their relation to job performance

The self-presentation tactics of candidates during job interviews and on personality inventories have been a focal topic in selection research. The current study investigated self-presentation across these two selection devices. Specifically, we examined whether candidates who use impression management (IM) tactics during an interview show more faking on a personality inventory and whether the relation to job performance is similar for both forms of self-presentation. Data were collected in a simulated selection process with an interview under applicant conditions and a personality inventory that was administered under applicant conditions and thereafter for research purposes. Because all participants were employed, we were also able to collect job performance ratings from their supervisors. Candidates who used IM in the interview also showed more faking in a personality inventory. Importantly, faking was positively related to supervisors’ job performance ratings, but IM was unrelated. Hence, this study gives rise to arguments for a more balanced view of self-presentation.

Guidelines and ethical considerations for assessment center operations

The article presents guidelines for professionals and ethical considerations concerning the assessment center method. Topics of the guidelines will be beneficial to human resource management specialists, industrial and organizational consultants. The social responsibility of business, their legal compliance and ethics are also explored.