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The profile of the 'Good Judge' in HRM : a systematic review and agenda for future research

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Abstract
In light of the pivotal importance of judgments and ratings in human resource management (HRM) settings, a better understanding of the individual differences associated with being a good judge is sorely needed. This review provides an overview of individual difference characteristics that have been associated with the accurate judges in HRM. We review empirical findings over > 80 years to identify what we know and do not know about the individual difference correlates of being an accurate judge. Overall, findings suggest that judges' cognitive factors show stronger and more consistent relationships with rating accuracy than personality-related factors. Specific intelligences in the social cognition domain, such as dispositional reasoning (complex understanding of traits, behaviors and a situation's potential to manifest traits into behaviors) show particular promise to help understanding what makes an accurate judge. Importantly, our review also highlights the scarcity of research on HRM context (selection vs. performance appraisal settings) and judges' motivation to distort ratings. To guide future research, we present a model that links assessor constructs to key processes required for accurate judgment and ratings in HRM contexts. The discussion suggests twenty questions for future work in this field.
Keywords
INDIVIDUAL CONSTRUCT ACCESSIBILITY, PERFORMANCE-APPRAISAL, RATING ACCURACY, PERSON MEMORY, EMPLOYMENT INTERVIEW, EXPRESSIVE BEHAVIOR, RATER MOTIVATION, OBSERVER RATINGS, COGNITIVE LOAD, VALIDITY, Judgment, Accuracy, Rater, Judge, Individual differences, HRM, Machine-learning

Citation

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MLA
De Kock, Francois S., et al. “The Profile of the ‘Good Judge’ in HRM : A Systematic Review and Agenda for Future Research.” HUMAN RESOURCE MANAGEMENT REVIEW, vol. 30, no. 2, 2020, doi:10.1016/j.hrmr.2018.09.003.
APA
De Kock, F. S., Lievens, F., & Born, M. P. (2020). The profile of the “Good Judge” in HRM : a systematic review and agenda for future research. HUMAN RESOURCE MANAGEMENT REVIEW, 30(2). https://doi.org/10.1016/j.hrmr.2018.09.003
Chicago author-date
De Kock, Francois S., Filip Lievens, and Marise Ph. Born. 2020. “The Profile of the ‘Good Judge’ in HRM : A Systematic Review and Agenda for Future Research.” HUMAN RESOURCE MANAGEMENT REVIEW 30 (2). https://doi.org/10.1016/j.hrmr.2018.09.003.
Chicago author-date (all authors)
De Kock, Francois S., Filip Lievens, and Marise Ph. Born. 2020. “The Profile of the ‘Good Judge’ in HRM : A Systematic Review and Agenda for Future Research.” HUMAN RESOURCE MANAGEMENT REVIEW 30 (2). doi:10.1016/j.hrmr.2018.09.003.
Vancouver
1.
De Kock FS, Lievens F, Born MP. The profile of the “Good Judge” in HRM : a systematic review and agenda for future research. HUMAN RESOURCE MANAGEMENT REVIEW. 2020;30(2).
IEEE
[1]
F. S. De Kock, F. Lievens, and M. P. Born, “The profile of the ‘Good Judge’ in HRM : a systematic review and agenda for future research,” HUMAN RESOURCE MANAGEMENT REVIEW, vol. 30, no. 2, 2020.
@article{8702839,
  abstract     = {{In light of the pivotal importance of judgments and ratings in human resource management (HRM) settings, a better understanding of the individual differences associated with being a good judge is sorely needed. This review provides an overview of individual difference characteristics that have been associated with the accurate judges in HRM. We review empirical findings over > 80 years to identify what we know and do not know about the individual difference correlates of being an accurate judge. Overall, findings suggest that judges' cognitive factors show stronger and more consistent relationships with rating accuracy than personality-related factors. Specific intelligences in the social cognition domain, such as dispositional reasoning (complex understanding of traits, behaviors and a situation's potential to manifest traits into behaviors) show particular promise to help understanding what makes an accurate judge. Importantly, our review also highlights the scarcity of research on HRM context (selection vs. performance appraisal settings) and judges' motivation to distort ratings. To guide future research, we present a model that links assessor constructs to key processes required for accurate judgment and ratings in HRM contexts. The discussion suggests twenty questions for future work in this field.}},
  articleno    = {{100667}},
  author       = {{De Kock, Francois S. and Lievens, Filip and Born, Marise Ph.}},
  issn         = {{1053-4822}},
  journal      = {{HUMAN RESOURCE MANAGEMENT REVIEW}},
  keywords     = {{INDIVIDUAL CONSTRUCT ACCESSIBILITY,PERFORMANCE-APPRAISAL,RATING ACCURACY,PERSON MEMORY,EMPLOYMENT INTERVIEW,EXPRESSIVE BEHAVIOR,RATER MOTIVATION,OBSERVER RATINGS,COGNITIVE LOAD,VALIDITY,Judgment,Accuracy,Rater,Judge,Individual differences,HRM,Machine-learning}},
  language     = {{eng}},
  number       = {{2}},
  pages        = {{21}},
  title        = {{The profile of the 'Good Judge' in HRM : a systematic review and agenda for future research}},
  url          = {{http://dx.doi.org/10.1016/j.hrmr.2018.09.003}},
  volume       = {{30}},
  year         = {{2020}},
}

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