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

Author

Anne JANSEN, University of Zurich
Klaus G. MELCHERS, University of Zurich
Filip LIEVENS, Singapore Management UniversityFollow
Martin KLEINMANN, University of Zurich
Michael BRANDLI, University of Zurich
Laura FRAEFEL, University of Zurich
Cornelius J. KONIG, Universitat des Saarlandes

Publication Type

Journal Article

Version

acceptedVersion

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

Industrial and Organizational Psychology | Organizational Behavior and Theory

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

Citation

JANSEN, Anne; MELCHERS, Klaus G.; LIEVENS, Filip; KLEINMANN, Martin; BRANDLI, Michael; FRAEFEL, Laura; and KONIG, Cornelius J.. Situation assessment as an ignored factor in the behavioral consistency paradigm underlying the validity of personnel selection procedures. (2013). Journal of Applied Psychology. 98, (2), 326-341.
Available at: https://ink.library.smu.edu.sg/lkcsb_research/5504

Copyright Owner and License

Authors

Creative Commons License

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

Additional URL

https://doi.org/10.1037/a0031257