Open AccessSituation assessment as an ignored factor in the behavioral consistency paradigm underlying the validity of personnel selection procedures.
Author(s) -
Anne Jansen,
Klaus G. Melchers,
Filip Lievens,
Martin Kleinmann,
Michael Brändli,
Laura Fraefel,
Cornelius J. König
Publication year - 2012
Publication title -
journal of applied psychology
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 6.522
H-Index - 284
eISSN - 1939-1854
pISSN - 0021-9010
DOI - 10.1037/a0031257
Subject(s) - situational ethics , psychology , selection (genetic algorithm) , consistency (knowledge bases) , personnel selection , job performance , variance (accounting) , assessment center , social psychology , applied psychology , job analysis , process (computing) , job satisfaction , computer science , statistics , artificial intelligence , business , mathematics , accounting , operating system
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.
Accelerating Research
Robert Robinson Avenue,
Oxford Science Park, Oxford
OX4 4GP, United Kingdom
Address
John Eccles HouseRobert Robinson Avenue,
Oxford Science Park, Oxford
OX4 4GP, United Kingdom