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

(2013) JOURNAL OF APPLIED PSYCHOLOGY. 98(2). p.326-341
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Abstract
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.
Keywords
ASSESSMENT-CENTER DIMENSIONS, CRITERION-RELATED VALIDITY, INDIVIDUAL-DIFFERENCES, JOB-PERFORMANCE, ORGANIZATIONAL CITIZENSHIP, PERSONALITY CONSTRUCTS, IMPRESSION MANAGEMENT, INCREMENTAL VALIDITY, EMPLOYMENT INTERVIEW, SOCIAL DESIRABILITY, behavioral consistency, job performance, employment interview, assessment center, assessment of situational demands

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Citation

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Chicago
Jansen, Anne, Klaus G Melchers, Filip Lievens, Martin Kleinmann, Michael Braendli, Laura Fraefel, and Cornelius J Koenig. 2013. “Situation Assessment as an Ignored Factor in the Behavioral Consistency Paradigm Underlying the Validity of Personnel Selection Procedures.” Journal of Applied Psychology 98 (2): 326–341.
APA
Jansen, Anne, Melchers, K. G., Lievens, F., Kleinmann, M., Braendli, M., Fraefel, L., & Koenig, C. J. (2013). Situation assessment as an ignored factor in the behavioral consistency paradigm underlying the validity of personnel selection procedures. JOURNAL OF APPLIED PSYCHOLOGY, 98(2), 326–341.
Vancouver
1.
Jansen A, Melchers KG, Lievens F, Kleinmann M, Braendli M, Fraefel L, et al. Situation assessment as an ignored factor in the behavioral consistency paradigm underlying the validity of personnel selection procedures. JOURNAL OF APPLIED PSYCHOLOGY. 2013;98(2):326–41.
MLA
Jansen, Anne, Klaus G Melchers, Filip Lievens, et al. “Situation Assessment as an Ignored Factor in the Behavioral Consistency Paradigm Underlying the Validity of Personnel Selection Procedures.” JOURNAL OF APPLIED PSYCHOLOGY 98.2 (2013): 326–341. Print.
@article{4209837,
  abstract     = {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.},
  author       = {Jansen, Anne and Melchers, Klaus G and Lievens, Filip and Kleinmann, Martin and Braendli, Michael and Fraefel, Laura and Koenig, Cornelius J},
  issn         = {0021-9010},
  journal      = {JOURNAL OF APPLIED PSYCHOLOGY},
  keyword      = {ASSESSMENT-CENTER DIMENSIONS,CRITERION-RELATED VALIDITY,INDIVIDUAL-DIFFERENCES,JOB-PERFORMANCE,ORGANIZATIONAL CITIZENSHIP,PERSONALITY CONSTRUCTS,IMPRESSION MANAGEMENT,INCREMENTAL VALIDITY,EMPLOYMENT INTERVIEW,SOCIAL DESIRABILITY,behavioral consistency,job performance,employment interview,assessment center,assessment of situational demands},
  language     = {eng},
  number       = {2},
  pages        = {326--341},
  title        = {Situation assessment as an ignored factor in the behavioral consistency paradigm underlying the validity of personnel selection procedures},
  url          = {http://dx.doi.org/10.1037/a0031257},
  volume       = {98},
  year         = {2013},
}

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