Born, M.Ph.

Fairness Perceptions of Video Resumes among Ethnically Diverse Applicants (Article)

2012-12-01T00:00:00Z

This study investigated ethnic majority and minority applicants' fairness perceptions (N=445) of video resumes, compared with paper resumes. Additionally, the moderating effect of minorities' ethnic identity and language proficiency on fairness perceptions of video/paper resumes was studied. Despite discriminatory concerns, ethnic minority applicants perceived the fairness of video resumes equally or more positively when compared with ethnic majority applicants, and when compared with paper resumes. Minorities' ethnic identity was positively related to fairness perceptions of resumes. Furthermore, language proficiency was a significant moderator: Higher proficiency was related to higher fairness perceptions of paper resumes. The implication is suggested that ethnic minority applicants may prefer a more personalized way of applying (video resume), instead of less personalized ways.

Reevaluating interrater reliability in offender risk assessment (Article)

2012-01-01T00:00:00Z

Offender risk and needs assessment, one of the pillars of the risk-need-responsivity model of offender rehabilitation, usually depends on raters assessing offender risk and needs. The few available studies of interrater reliability in offender risk assessment are, however, limited in the generalizability of their results. The present study examined interrater reliability in Dutch offender risk assessment by 38 raters who independently assessed 75 offenders. The results show substantial reliability (Tinsley and Weiss's T value ≥ .61) for risk of reconviction and moderate (T value ≥ .41) to substantial reliability for offender needs, such as accommodation, finances, or education. These results are discussed in light of a recent British study on the interrater reliability of a comparable risk assessment instrument. The results from the present study show similar to better reliability, leading to the conclusion that greater external validity does not negatively influence interrater reliability results.

Reevaluating interrater reliability in offender risk assessment (Article)

2012-01-01T00:00:00Z

A Multimedia Situational Test With a Constructed-Response Format: Its Relationship With Personality, Cognitive Ability, Job Experience, and Academic Performance (Article)

2011-06-24T00:00:00Z

Advances in computer technology have created opportunities for the development of a multimedia situational test in which responses are filmed with a webcam. This paper examined the relationship of a so-called webcam test with personality, cognitive ability, job experience, and academic performance. Data were collected among 153 psychology students. In line with our expectations, scores on the webcam test, intended to measure interpersonally oriented leadership, were related to extraversion, conscientiousness, emotional stability, and job experience. Furthermore, the webcam tests significantly predicted students' learning activities during group meetings over and above a cognitive ability test and a personality questionnaire. Overall, this study demonstrates that webcam tests can be a valid complement to traditional predictors in selection contexts.

Antecedents of organizational citizenship behavior among blue- and white-collar workers in Turkey (Article)

2011-05-01T00:00:00Z

This study investigated the relationship between employees' beliefs about their social world (social axioms: reward for application, social cynicism, religiosity, social flexibility, and fate control), their relational identification with their supervisor, and their organizational citizenship behavior (OCB; i.e., interpersonal facilitation, job dedication and organizational support) within collectivistic Turkish society. We expected OCB to depend upon one's relational identification with the supervisor and also to depend on several social axioms, given their salience in collectivistic cultures. We also investigated these relationships across white- and blue-collar workers, as this has not been studied much. To this end, we conducted a survey among 376 Turkish blue-collar and 147 white-collar factory employees. A series of hierarchical regression analyses confirmed our expectations that for both blue- and white-collar workers the reward for application belief was positively related to job dedication and organizational support. Religiosity was positively related to job dedication and organizational support only among blue-collar employees. As hypothesized, relational identification with the supervisor related positively to all dimensions of OCB in blue-collar employees and to interpersonal facilitation and organizational support in white-collar employees. However, the relationship between relational identification with the supervisor and organizational support appeared stronger for blue-collar than for white-collar employees. Apparently, relational identification with the supervisor is an important antecedent of OCB, particularly for blue-collar employees. Theoretical and practical implications of the study findings are discussed.

Effects of work-related norm violations and general beliefs about the world on feelings of shame and guilt: A comparison between Turkey and the Netherlands (Article)

2011-03-01T00:00:00Z

This paper aimed at investigating the effects of work-related norm violations (i.e., violations of interpersonal and work regulation norms) and individuals' general beliefs about the world (i.e., social axioms: reward for application, social cynicism) on feelings of shame and guilt in Turkey and in the Netherlands. An experimental study involving 103 Turkish and 111 Dutch participants showed that work norm violations elicited feelings of guilt and shame differently in Turkey and the Netherlands. Specifically, interpersonal norm violation in Turkey elicited feelings of shame and guilt more strongly than did violation of a work regulation norm, whereas no differential effects were found in the Netherlands. As expected, violation of a work regulation norm elicited feelings of shame and guilt more strongly in the Netherlands than in Turkey, whereas violation of an interpersonal norm elicited feelings of shame and guilt more strongly in Turkey than in the Netherlands. The findings provide further evidence for the moderating effects of social axioms: in both countries, participants high in social cynicism felt less ashamed when they violated a work regulation norm than did those low in social cynicism. Our findings are relevant for understanding the underlying mechanisms of norm violations at work, thereby offering a new avenue for investigating cultural differences in the workplace. The latter may be of particular relevance in times of globalization and diversity in the workplace.

The role of individual differences in the perceived job relatedness of a cognitive ability test and a multimedia situational judgment test (Article)

2010-12-01T00:00:00Z

Abstract: Although there is a growing number of publications concerning applicant reactions to different selection instruments, the relationships between individual differences and applicant reactions have largely remained unexplored. The aim of the present study was to examine the effects of several testing-related and general individual differences (anxiety, self-evaluations, and personality) on the most commonly studied dimension of applicant reactions, namely the perceived job relatedness of selection instruments. Participants were 153 psychology students, who completed a cognitive ability test and a multimedia situational judgment test as part of their educational program. Our results indicated that computer anxiety negatively affected perceived job relatedness and core self-evaluations, subjective well-being, agreeableness, emotional stability, and openness to experience positively affected perceived job relatedness. Openness to experience was the most consistent predictor of perceived job relatedness. The results of our study suggest that certain individuals may bemore predisposed to react positively to selection instruments. Therefore, we concluded that the nature of the applicant pool should be carefully considered when designing interventions to improve applicant reactions.

Reasons for withdrawal from higher vocational education: A comparison of ethnic minority and majority non-completers (Article)

2010-02-01T00:00:00Z

The present study explored possible differences in reasons for withdrawing from higher vocational education between ethnic minority and majority non-completers in the Netherlands. Tinto’s model on the departure process was used as a theoretical framework. A total of 1017 non-completers filled in a questionnaire regarding their reasons for withdrawal. An exploratory factor analysis resulted in six factors representing these reasons. Multivariate analyses of variance showed no main effect for ethnic background of non-completers, but interaction effects with type of withdrawal (drop-out versus switching course or institution), and moment of withdrawing (early or late). Ethnic minority drop-outs withdrew more often than majority drop-outs because of a perceived poor quality of education. A lack of ability was more important in the decision to withdraw for majority dropouts compared to ethnic minority drop-outs. Ethnic minority switchers withdrew more often than majority switchers because they were disappointed with the educational content. This factor also appeared to be more important to minority non-completers who had left higher vocational education after more than one year in comparison with the late majority non-completers.

The role of individual differences in the perceived job relatedness of a cognitive ability test and a multimedia situational judgment test (Article)

2010-01-01T00:00:00Z

Abstract Although there is a growing number of publications concerning applicant reactions to different selection instruments, the relationships between individual differences and applicant reactions have largely remained unexplored. The aim of the present study was to examine the effects of several testing-related and general individual differences (anxiety, self-evaluations, and personality) on the most commonly studied dimension of applicant reactions, namely the perceived job relatedness of selection instruments. Participants were 153 psychology students, who completed a cognitive ability test and a multimedia SJT as part of their educational program. Our results indicated that computer anxiety negatively affected perceived job relatedness and core self-evaluations, subjective well-being, agreeableness, emotional stability, and openness to experience positively affected perceived job relatedness. Openness to experience was the most consistent predictor of perceived job relatedness. The results of our study suggest that certain individuals may be more predisposed to react positively to selection instruments. Therefore, we concluded that the nature of the applicant pool should be carefully considered when designing interventions to improve applicant reactions.

Webcam Testing: Validation of an innovative open-ended multimedia test. (Article)

2010-01-01T00:00:00Z

Abstract: A modern test that takes advantage of the opportunities provided by advancements in computer technology is the multimedia test. The purpose of this study was to investigate the criterion-related validity of a specific open-ended multimedia test, namely a webcam test, by means of a concurrent validity study. In a webcam test a number of work-related situations are presented and participants have to respond as if these were real work situations. The responses are recorded with a webcam. The aim of the webcam test which we investigated is to measure the effectiveness of social work behavior. This first field study on a webcam test was conducted in an employment agency in The Netherlands. The sample consisted of 188 consultants who participated in a certification process. For the webcam test, good inter-rater reliabilities and internal consistencies were found. The results showed the webcam test to be significantly correlated with job placement success. The webcam test scores were also found to be related to job knowledge. Hierarchical regression analysis demonstrated that the webcam test has incremental validity up and above job knowledge in predicting job placement success. The webcam test, therefore, seems a promising type of instrument for personnel selection.

Increase in counselling communication skills after basic and advanced microskills training (Article)

2009-03-01T00:00:00Z

Background. Mastering counselling communication skills is one of the requirements that lead to the diploma of a registered European psychologist. The microcounseling method proves to be effective in training these skills. Aim. Research into the effectiveness of the microcounseling method often reports overall effect sizes only. The aim of this study was to investigate the adequate use of separate counselling communication skills (seven basic skills: minimal encouragements; asking questions; paraphrasing; reflection of feeling; concreteness; summarizing; and situation clarification and five advanced skills: advanced accurate empathy, confrontation; positive relabelling, examples of one's own; and directness) after respectively a basic and an advanced training in these skills. Sample. Participants were 583 first year or second year bachelor students in psychology who took the counselling communication skills progress test (CSPT). The participants are divided in a group of freshmen, who had not received any training in counselling communication skills; first year students, who had received a training in basic skills; second year students who had followed a training in advanced skills and a control group. Method. A between-subject design, a within-subject design and a pre-test-post-test-control group design were used to examine the scores on these skills. Results. Seven basic skills and four advanced skills had large effect sizes. One advanced skill had a moderate effect size. Conclusion. The microcounseling method is very effective on the level of separate microskills. However, students perform better on the basic skills than on the advanced skills. More training seems to be needed in the latter to achieve the same level of mastery.

When selection ratios are high: Predicting the expatriation willingness of prospective domestic entry-level job applicants (Article)

2009-01-01T00:00:00Z

High expatriate selection ratios thwart the ability of multinational organizations to select expatriates. Reducing the selection ratio may be accomplished by selecting those applicants for entry level domestic positions who have expatriate aspirations. Regression analyses conducted on data from a sample of 299 Dutch students about to enter the job market indicated that 20 predictors subsumed under the Five Factor Model, core self-evaluations, expatriate specific predictors, and biodata account for 50% of the variance in expatriation willingness. The predictors were ordered relative to their increasing alignment with expatriation willingness in terms of the action, target, context, and time elements reflected in Ajzen's (1988, 1991) principle of correspondence. Dominance and relative weights analysis provided strong support for the hypothesis that greater alignment on these elements translates into greater predictive power, with biodata emerging as the most powerful predictor set, followed by expatriate specific predictors, the Five Factor Model, and finally core self-evaluations.

Criterion-related validity op Dutch police-selection measures and differences between ethnic groups. (Article)

2008-12-01T00:00:00Z

This study investigated the criterion-related validity of cognitive ability as well as non-cognitive ability measures and differences between ethnic majority (N = 2,365) and minority applicants (N = 682) in Dutch police officer selection. Findings confirmed the relatively low predictive validity of cognitive ability generally found for police jobs. Previous research reported no differential prediction. The present study, however, found small but systematic evidence for differences in validity for the ethnic majority and minority group of both cognitive and non-cognitive measures. For the minority group, training performance appeared to be mainly predicted by the cognitive ability test. For the majority group, cognitive ability showed very little predictive power. Non-cognitive ability variables appeared to be somewhat more predictive in this group.

Criterion-related validity of Dutch police-selection measures and differences between ethnic groups (Article)

2008-12-01T00:00:00Z

This study investigated the criterion-related validity of cognitive ability as well as non-cognitive ability measures and differences between ethnic majority (N=2365) and minority applicants (N=682) in Dutch police officer selection. Findings confirmed the relatively low predictive validity of cognitive ability generally found for police jobs. Previous research reported no differential prediction. The present study, however, found small but systematic evidence for differences in validity for the ethnic majority and minority group of both cognitive and non-cognitive measures. For the minority group, training performance appeared to be mainly predicted by the cognitive ability test. For the majority group, cognitive ability showed very little predictive power. Non-cognitive ability variables appeared to be somewhat more predictive in this group.

Assessor constructs in use as the missing component in validation of assessment center dimensions: A critique and directions for research (Article)

2008-09-01T00:00:00Z

The basis for assessment center dimension ratings has been examined through the lens of various multitrait-multimethod approaches, with some researchers concluding that dimension ratings are not representative of meaningful constructs. This presents a serious challenge for those who would generalize predictor constructs, particularly those that are broadly articulated in management assessment center dimensions. This paper addresses the problems with applying such analyses to assessment center dimension ratings without first articulating expected construct relationships. Ackerman and Humphreys' analysis of constructs will be used to better frame assessment center dimensions and to articulate possible assessor constructs in use. Theories of performance held by the managers, who serve both as subject matter experts when dimensional constructs are initially defined, and as the assessors who impose these dimensions on assessees' behavior in assessment center ratings, are suggested as important bases for further construct validation. Approaches for generalization of assessor constructs in use to the managerial work domain will be discussed.

Assessor-related factors and score differences between ethnically diverse Dutch police applicants (Research Paper)

2008-04-14T00:00:00Z

The present study examined the effects of demographic and perceived similarity between assessors and applicants on assessors’ evaluations of Dutch ethnic majority and minority applicants. Results showed that demographic similarity did not explain score differences between ethnic groups. Perceived similarity did explain score differences, but for Turkish applicants solely.

Vruchten van Selectie (Inaugural Lecture)

2007-11-30T00:00:00Z

Analyzing judgments of ethnically diverse applicants during personnel selection (Article)

2007-06-01T00:00:00Z

A judgment-analysis study was used to investigate assessors’ judgment processes, evaluating ethnic minority vs. ethnic majority applicants. Sixteen ethnic majority assessors judged 5,089 applicants during the Dutch police officer selection procedure, with each assessor judging 30 ethnic minority applicants minimally. Information from an employment interview, an assessment center, and a Big Five personality test were combined into a final selection advice. Results showed that as much as or more information sources were used to judge ethnic minority than ethnic majority applicants. Furthermore, a larger number of irrelevant cues were used for the judgment of ethnic minority applicants. Finally, when judging ethnic minority applicants, assessors based their decision to a lesser extent on their own ratings than on ratings of others.

Analyzing judgments of ethnically diverse applicants during personnel selection: A study at the Dutch police (Article)

2007-04-14T00:00:00Z

A judgment-analysis study was used to investigate assessors’ judgment processes, evaluating ethnic minority vs ethnic majority applicants. Sixteen ethnic majority assessors judged 5089 applicants during the Dutch police officer selection procedure, with each assessor judging 30 ethnic minority applicants minimally. Information from an employment interview, an assessment center, and a Big Five personality test were combined into a final selection advice. Results showed that as much as or more information sources were used to judge ethnic minority than ethnic majority applicants. Furthermore, a larger number of irrelevant cues were used for the judgment of ethnic minority applicants. Finally, when judging ethnic minority applicants, assessors based their decision to a lesser extent on their own ratings than on ratings of others.

Applicant and Method Factors Related to Ethnic Score Differences in Personnel Selection: A Study at the Dutch Police (Article)

2006-08-01T00:00:00Z

The aim of this study was to examine applicant and method factors related to ethnic score differences on a cognitive ability test, a personality test, an assessment center (AC), an employment interview, and a final employment recommendation in the context of police officer selection (N = 13,526). Score differences between the majority group and the first-generation minority groups were comparable to research findings from the literature. However, score differences between the majority group and second-generation minority groups were much smaller. On the cognitive ability test and the personality test, most variability was explained by Dutch language-proficiency. Confirming assumed-characteristics theory, more variability on the interview and the employment recommendation was explained by Dutch language-proficiency and education than on the AC. Unsupportive of complexity-extremity theory, there seemed to be a general tendency to give lower scores to the ethnic minority group.

Ethnic and gender differences in applicants’ decision-making processes: an application of the theory of reasoned action (Research Paper)

2006-03-10T00:00:00Z

This study was supported by Tempo-Team (a Dutch employment agency).

The Cross-cultural Generalizability of the Theory of Planned Behavior: a study on job seeking in The Netherlands (Article)

2006-03-01T00:00:00Z

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.

Ethnic and gender differences in applicants' decision-making processes: An application of the theory of reasoned action (Article)

2006-01-01T00:00:00Z

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.

Predictors and outcomes of job search behavior: the moderating effects of gender and family situation (Article)

2005-10-01T00:00:00Z

This study explored differences in the antecedents and consequences of job search behavior depending on gender and family situation in a large, nationwide sample of the Dutch population. Using Ajzen’s (1991) theory of planned behavior (TPB), we found no gender differences in the antecedents of job seeking. However, family situation did affect the relations in the TPB, such that personal attitude was a slightly weaker, and perceived social pressure a stronger predictor of job seeking for individuals with families than for singles. Concerning the consequences, job search behavior significantly predicted the chances of finding (new) employment, but not job satisfaction in the new job and the level of agreement between the obtained and wanted job.

The Cross-cultural Generalizability of the Theory of Planned Behavior: a study on job seeking in The Netherlands (Article)

2005-06-02T00:00:00Z

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 supported the equivalence of the measures used. Moreover, the TPB relationships were found to be comparable across the two samples. Contrary to the predictions, intentions of Turkish individuals were not affected more by subjective norms and less by job search attitudes then those of native-Dutch individuals. The Netherlands The theory of planned behavior (TPB) is a widely used theoretical framework that details the determinants of human behavior (Ajzen, 1991). Meta-analysis demonstrated its validity in the prediction of a large variety of social behaviors (Armitage & Conner, 2001). Also in the context of job seeking, research has confirmed the validity of the TPB (e.g., Van Ryn & Vinokur, 1992). Studies on the TPB typically use Western samples, and job seeking has been studied almost exclusively from a Western point of view. Therefore the current study focused on the crosscultural generalizability of the TPB in the context of job seeking. Job seeking is an important aspect of people’s work lives as it determines the opportunity set of potential jobs from which job seekers may choose, and influences employment outcomes such as job attainment and employment quality (Kanfer, Wanberg, & Kantrowitz, 2001). Although a considerable body of research has investigated the predictors of job seeking (see Kanfer et al., 2001), hardly any study investigated the generalizability of models explaining job search behavior to “non-traditional” applicant pools, such as ethnic minorities. The current study aims to fill this gap by examining the predictors of job seeking among Turkish immigrants in The Netherlands. These predictors were examined in the context of the TPB, and were compared with the predictors of job seeking in a representative sample of the native-Dutch population. The Turkish migrant population was chosen because of its substantial size in The Netherlands, their relatively weak position at the labor market, and their cultural differences with the Dutch population. The first generation of Turkish immigrants came to The Netherlands in the late 60s and early 70s. As guest workers, they were mainly employed in lower skilled jobs, to resolve the shortages at the labor market for these jobs. Nowadays they are the largest ethnic minority group, with 2.1% of the total population. However, their position at the labor market is relatively weak, as is indicated by high unemployment rates and overrepresentation in lower skilled jobs. Turkish culture differs from Dutch culture in the level of individualism versus Generalizability of the TPB collectivism (INDCOL). Whereas Dutch culture is a typical example of an individualistic culture, Turkish culture has been characterized as highly collectivistic (Hofstede, 1980; Javidan & House, 2001; Pasa, Kabasakal, & Bodur, 2001). The Turkish and Dutch cultures were selected because differences in INDCOL may affect the relationships as outlined by the TPB. Applied to job seeking, the TPB states that the most proximal determinant of job search behavior is the individual’s intention to engage in job seeking. Job search intention comprises the motivation necessary to engage in job seeking. The more an individual intends to engage in job seeking, the more likely it is that actual job search activities are performed (cf. Ajzen, 1991). Job search intention is predicted by the extent to which a person evaluates job seeking positively or negatively (i.e., job search attitude), by the individual’s perception of social pressure to look for a (new) job (i.e., subjective norm), and by people’s confidence in their ability to perform various job search activities (i.e., perceived behavioral control; Ajzen, 1991). That is, people who regard job seeking as more beneficial and more sensible will be more likely to intend to search for a (new) job than people with less positive attitudes towards job seeking. Also, individuals will be more likely to form job search intentions as they perceive more social pressure from important others to do so. Lastly, people will be more likely to make job search intentions if they are more confident about their ability to perform job search activities. Based on the TPB, we expected: Hypothesis 1: (a) Job search attitude, (b) subjective norm, and (c) perceived behavioral control positively predict job search intention. The TPB was hypothesized to be a valid framework to predict job seeking for both native-Dutch and Turkish-Dutch individuals. However, based on differences in INDCOL we expected differences in the relative weights of the predictors across the two cultural groups. In individualistic cultures people tend to perceive themselves as autonomous individuals who are independent of the group (‘independent self’), and tend to prioritize personal goals over collective goals. Behavior in these cultures is guided more by personal attitudes than by social norms. Conversely, in collectivistic cultures people tend to perceive themselves as interdependent with Generalizability of the TPB their group, and tend to prioritize goals of the in-group over their personal goals. Behavior is guided more by anticipated expectations of others or social norms of the in-group than by internal dispositions such as personality traits and personal attitudes (e.g., Markus & Kitayama, 1998). Applied to the TPB, these theories about INDCOL and the self suggest that in collectivistic cultures perceptions of social pressure (i.e., subjective norm) will predict behavior more strongly than in individualistic cultures. Internal dispositions such as personal attitudes are stronger predictors of behavior in individualistic cultures. Thus, Hypothesis 2: Job search intentions of Turkish immigrants are (a) more strongly predicted by subjective norm, and (b) more weakly by job search attitude as compared to job search intentions of native-Dutch individuals.

Bridging the gap between intentions and behavior: Implementations intentions, action control, and procrastination (Article)

2005-04-01T00:00:00Z

In the context of Ajzen’s (1991) theory of planned behavior, the antecedents of intentions are better understood than the antecedents of behavior. The current study aimed to improve the understanding of the transition from intentions to behavior. Based on the work of Gollwitzer (1993), Kuhl and Beckmann (1994), and Lay (1986) we proposed a model of mediators (i.e., implementation intentions) and moderators (i.e., action–state orientation and trait procrastination) in the intention–behavior relation. The model was applied to job seeking, and tested using longitudinal survey data of a sample of unemployed individuals in The Netherlands (N = 175). Support was found for the proposed mediating role of implementation intentions in the relation between job search intention and job search behavior. The proposed moderating roles of action–state orientation and trait procrastination were not supported.

Predicting Expatriate Job Performance for Selection Purposes: A Quantitative Review (Article)

2005-01-01T00:00:00Z

This article meta-analytically reviews empirical studies on the prediction of expatriate job performance. Using 30 primary studies (total N=4046), it was found that predictive validities of the big five were similar to big five validities reported for domestic employees (Barrick & Mount, 1991; Hurtz & Donovan, 2000; Salgado, 1997; Tae & Byung, 2002). Extraversion, emotional stability, agreeableness, and conscientiousness were predictive of expatriate job performance; openness was not. Other predictors that were found to relate to expatriate job performance were cultural sensitivity and local language ability. Cultural flexibility, selection board ratings, tolerance for ambiguity ego strength, peer nominations, task leadership, people leadership, social adaptability, and interpersonal interest emerged as predictors from exploratory investigations (K<4). Surprisingly, intelligence has seldom been investigated as a predictor of expatriate job performance.

Job search and the theory of planned behavior (Article)

2004-12-01T00:00:00Z

The labor market in many Western countries increasingly diversifies. However, little is known about job search behavior of “non-traditional” applicants such as ethnic minorities. This study investigated minority – majority group differences in the predictors of job search behavior, using the theory of planned behavior (Ajzen, 1985). Data were collected in a two-wave longitudinal design among 697 temporary employees in The Netherlands. Results showed that the ethnic minorities’ perceptions of social pressure predicted intentions to search for a (new) job more strongly than their personal attitudes did. The opposite was found in the native-Dutch group. Self-efficacy did not contribute to the prediction of job search intention. Job search behavior related significantly to job search outcomes, such as job attainment.

How applicants want and expect to be treated: Applicants' selection treatment beliefs and the development of the Social Process Questionnaire on Selection. (Article)

2004-03-01T00:00:00Z

In psychology, general beliefs are considered to be the stepping-stones of future behavior and attitudes (Rokeach, 1973; Olson, Roese, & Zanna, 1996). The goal of this paper is to explore applicants' general beliefs about the selection treatment, namely the way they want and expect to be treated during selection. After the concept of selection treatment beliefs is introduced and both its theoretical and practical relevance is highlighted, the development of the Social Process Questionnaire on Selection (SPQS) is reported, which measures selection treatment beliefs. Factor analyses (660 students and 643 applicants) revealed six treatment factors. Applicants valued and expected transparency, objectivity, feedback, job information, participation, and a humane treatment. Apparently, applicants valued the six factors more than they expected them to be realized. The scientific and practical relevance of the findings are discussed.

Predictors of job search behavior among employed and unemployed people (Article)

2004-02-01T00:00:00Z

This study investigated job search behavior and its predictors among employed and unemployed people. Ajzen’s (1985) theory of planned behavior (TPB) was used to predict job search intention and behavior in both groups. In addition, we examined the indirect effects of several other variables (i.e., job satisfaction, organizational commitment, work valence, expectancy, and financial need). Data were collected in a two-wave longitudinal design, using a sample of employed individuals (N = 989) and a sample of unemployed individuals (N = 317). Results supported the applicability of the TPB in the two groups. The attitude – intention – behavior relationship was stronger in the unemployed group than in the employed group. The TPB-variables partially mediated the effects of the additional variables studied.

Bridging the gap between intentions and behavior: Implementation intentions, action control, and procrastination. (Article)

2004-01-01T00:00:00Z

Predictors and outcomes of job search behavior: The moderating effects of gender and family situation (Miscellaneous)

2004-01-01T00:00:00Z

Predictors of job search behavior among employed and unemployed people (Miscellaneous)

2004-01-01T00:00:00Z

A triadic approach to assessment centre’s construct validity; The effect of categorising dimensions into a feeling, thinking, power taxonomy (Miscellaneous)

2004-01-01T00:00:00Z

This study examined the influence on construct validity of implementing the triad Feeling, Thinking and Power as a taxonomy for behavioural dimensions in assessment centre (AC) exercises. A sample of 1.567 job applicants participated in an AC specifically developed according to this taxonomy. Each exercise tapped three dimensions, one dimension from each cluster of the taxonomy. Confirmatory Factor Analysis of the multitrait-multimethod matrix showed evidence for construct validity. Thus the ratings matched the a priori triadic grouping to a good extent. Practical implications are discussed.

Job search and the theory of planned behavior: Minority – majority group differences in The Netherlands (Article)

2003-01-01T00:00:00Z

The labor market in many Western countries increasingly diversifies. However, little is known about job search behavior of 'non-traditional' applicants such as ethnic minorities. This study investigated minority – majority group differences in the predictors of job search behavior, using the theory of planned behavior (Ajzen, 1985). Data were collected in a two-wave longitudinal design among 697 temporary employees in The Netherlands. Results showed that the ethnic minorities’ perceptions of social pressure predicted intentions to search for a (new) job more strongly than their personal attitudes did. The opposite was found in the native-Dutch group. Self-efficacy did not contribute to the prediction of job search intention. Job search behavior related significantly to job search outcomes, such as job attainment.

Effects of Micronutrients during Pregnancy and Early Infancy on Mental and Psychomotor Development (Miscellaneous)

2003-01-01T00:00:00Z

Spectacular progress has been made in the last decades in the global fight against deficiencies of iodine and vitamin A [1]. As a result, the number of people suffering from iodine deficiency has been reduced from about 1.5 billion in 1990 to about 0.5 billion now, almost entirely due to the introduction in many countries of what has been termed ‘universal salt iodization’. In addition, approximately one million child deaths may have been prevented between 1998 and 2000 by vitamin A supplementation [2]. The political and financial commitment that has allowed these achievements has been generated to a large extent by scientific studies that have shown the extent of human suffering caused by these deficiencies, and that have determined the potential health gains of interventions. Progress in eliminating deficiencies of other micronutrients, notably iron, has been much slower. About two billion people, or about one third of the human population, continue to suffer from iron deficiency. Iron supplementation programs have been advocated for infants and preschool children, largely because of concerns of possible adverse effects of iron deficiency on mental and motor development. Similar concerns were instrumental in establishing salt iodization programs. The questions that will be addressed in this chapter concern the extent to which a shortage of iodine and iron during fetal and infant development impairs mental development, and the extent to which this impairment can be redressed by increasing the intake of these micronutrients. First, the stages of brain development in the fetus and infant will be addressed, followed by an assessment of the timing of vulnerable periods when the brain of the fetus and infant is at high risk of exposure to an inadequate supply of iodine or iron. Where possible, the mechanisms involved will be discussed. Then, observational and intervention studies will be reviewed that have examined the effect of deficiencies of iodine or iron on mental development. Approximately half of the world’s population may be at risk of low zinc intake [3]. Given this high prevalence, inconclusive but mounting evidence that zinc deficiency during pregnancy may possibly impair the infant’s neurobehavioral development and immune function should also raise great concern [4–10]. However, because of space limitations, such effects and those of other micronutrients [11] will not be reviewed in the present report.

The Transparent Assessment Centre: The Effects of Revealing Dimensions to Candidates (Miscellaneous)

2003-01-01T00:00:00Z

What are the effects of revealing dimensions to candidates in an assessment centre? This question is addressed in two independent studies, using individual exercises. Results in Study 1 showed no difference in construct-related validity between a transparent (N =99) and a non-transparent group of university students (N =50),contrary to previous findings by Kleinmann, Kuptsch, and Köller (1996) and Kleinmann (1997), who used group exercises. Also, mean ratings did not alter, the exception being the dimension 'Sensitivity', which increased slightly after the transparency treatment. Conversely, results in Study 2, which contained a sample of actual job applicants, showed a significant improvement in construct-related validity for the transparent group (N =297) compared with the non-transparent group (N =393). Again, mean ratings did not differ between these two groups. Implications of these findings for practice and suggestions for future research are discussed in this paper.

On Expatriate Effectiveness and Goofy Criteria (Miscellaneous)

2003-01-01T00:00:00Z

While performance is quintessential to assessing expatriate effectiveness, significant domestic advances in performance measurement have seldom been applied to evaluating expatriate training and selection practices. In addition to a critical assessment of expatriate effectiveness research, this theoretical paper voices concerns about the conversion of domestic performance taxonomies, and offers solutions.

Het Meten van Werkprestaties van Internationale Managers : Vraagstellingen en Proposities Rond de Ontwikkeling van Criteria voor Selectie en Training (Miscellaneous)

2002-01-01T00:00:00Z

De doelstelling van dit theoretische artikel is om een innovatieve methode te beramen voor de ontwikkeling van valide en bruikbare criteria voor het vaststellen van de effectiviteit van internationale managers. Valide criteria zijn onontbeerlijk voor de ontwikkeling van valide predictoren en de evaluatie van training. Op basis van een beknopte literatuurbeschouwing zal worden betoogd dat reeds uitgevoerd onderzoek naar de voorspelling en training van de effectiviteit van internationale managers, wordt geteisterd door criteria met een twijfelachtige utiliteit en/of dubieuze begripsgerelateerde validiteit. Vervolgens zal worden beargumenteerd dat de aannames en doelstellingen die ten grondslag hebben gelegen aan conventioneel onderzoek, de ontwikkeling van criteria en predictoren die daadwerkelijk door de HRM afdelingen van multinationals kunnen worden geïmplementeerd, in de weg hebben gestaan. De aannames die de revue zullen passeren hebben betrekking op culturele, inhoudelijke en methodologische aspecten van criteria. Een voorgestelde herziening en herdefinitie van de gebruikelijke aannames en hun integratie met recente ideeën vanuit de personeelspsychologie zal leiden tot verscheidene proposities voor toekomstig onderzoek naar de effectiviteit van expatriates.

The Role of Constructs in Psychological and Educational Measurement (Miscellaneous)

2002-01-01T00:00:00Z

Applying the social relations model to self and peer evaluations (Miscellaneous)

2001-01-01T00:00:00Z

Peer evaluations of performance increasingly are being used to make organizational decisions and to provide individuals with performance related feedback. Using Kenny’s social relations model (SRM), data from 14 teams of undergraduate students who completed performance ratings of themselves and other team members were analyzed. Results indicated a significant target variance effect for the majority of performance dimensions and a significant perceiver variance effect for all performance dimensions. Results further indicated that, in general, how individuals see themselves is not congruent with how others see them, how individuals see themselves is congruent with how they see others, how individuals are seen on a particular dimension is related to how they are seen on other performance dimensions, and, how a person is seen by others does not relate to how that individual sees others. Implications, limitations, and suggestions for future research using the SRM are discussed.