Publication Type

Journal Article

Publication Date

3-2013

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

behavioral consistency;job performance;employment interview;assessment center;assessment of situational demands

Discipline

Organizational Behavior and Theory | Social and Behavioral Sciences

Research Areas

Organisational Behaviour and Human Resources

Publication

Journal of Applied Psychology

Volume

98

Issue

2

First Page

326

Last Page

341

ISSN

0021-9010

Identifier

10.1037/a0031257

Publisher

American Psychological Association

Creative Commons License

Creative Commons Attribution-Noncommercial-No Derivative Works 4.0 License
This work is licensed under a Creative Commons Attribution-Noncommercial-No Derivative Works 4.0 License.

Additional URL

http://doi.org./10.1037/a0031257

Share

COinS