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

Anne Jansen, Klaus G Melchers, Filip Lievens UGent, Martin Kleinmann, Michael Braendli, Laura Fraefel and Cornelius J Koenig (2013) JOURNAL OF APPLIED PSYCHOLOGY. 98(2). p.326-341
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.
Please use this url to cite or link to this publication:
author
organization
year
type
journalArticle (original)
publication status
published
subject
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
journal title
JOURNAL OF APPLIED PSYCHOLOGY
volume
98
issue
2
pages
326 - 341
Web of Science type
Article
Web of Science id
000315517300005
JCR category
PSYCHOLOGY, APPLIED
JCR impact factor
4.367 (2013)
JCR rank
3/75 (2013)
JCR quartile
1 (2013)
ISSN
0021-9010
DOI
10.1037/a0031257
language
English
UGent publication?
yes
classification
A1
copyright statement
I have retained and own the full copyright for this publication
id
4209837
handle
http://hdl.handle.net/1854/LU-4209837
date created
2013-12-16 10:15:43
date last changed
2016-12-19 15:43:16
@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},
}

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.