Massive shifts in the recruitment landscape, the continually changing nature of work and workers, and extraordinary technological progress have combined to enable…
Massive shifts in the recruitment landscape, the continually changing nature of work and workers, and extraordinary technological progress have combined to enable unparalleled advances in how current and prospective employees receive and process information about organizations. Once the domain of internal organizational public relations and human resources (HR) teams, most employment branding has moved beyond organizations’ control. This chapter provides a conceptual framework pertaining to third party employment branding, defined as communications, claims, or status-based classifications generated by parties outside of direct company control that shape, enhance, and differentiate organizations’ images as favorable or unfavorable employers. Specifically, the authors first theorize about the underlying mechanisms by which third party employment branding might signal prospective and current employees. Second, the authors develop a framework whereby we comprehensively review third party employment branding sources, thus identifying the different ways that third party employment branding might manifest. Third, using prototypical examples, the authors link the various signaling mechanisms to the various third party employment branding sources identified. Finally, the authors propose an ambitious future research agenda that considers not only the positive aspects of third party employment branding but also potential “dark sides.” Thus, the authors view this chapter as contributing to the broader employment branding literature, which should enhance scholarly endeavors to study it and practitioner efforts to leverage it.
Exercises are key components of assessment centers (ACs). However, little is known about the nature and determinants of AC exercise performance. The traditional exercise…
Exercises are key components of assessment centers (ACs). However, little is known about the nature and determinants of AC exercise performance. The traditional exercise paradigm primarily emphasizes the need to simulate task, social, and organizational demands in AC exercises. This chapter draws on trait activation theory in proposing a new AC exercise paradigm. First, we develop a theoretical framework that addresses the complexity of situational characteristics of AC exercises as determinants of AC performance. Second, we argue for planting multiple stimuli within exercises as a structured means of eliciting candidate behavior. Third, we show how the new paradigm also has key insights for the rating part of ACs, namely, in selecting dimensions, designing behavioral checklists, screening assessors, and training assessors. Finally, the impact of this new AC exercise paradigm is anticipated on important AC outcomes such as reliability, internal/external construct-related validity, criterion-related validity, assessee perceptions, and feedback effectiveness.
The purpose of this paper is to give an empirically‐based review of the strengths and weaknesses of situational judgment tests (SJTs).
The features, history, and development of SJTs are discussed. Next, a computerized search (from 1990‐2007) is conducted to retrieve empirical studies related to SJTs. The effectiveness of SJTs is discussed in terms of reliability, criterion‐related validity, incremental validity, construct‐related validity, utility, adverse impact, applicant perceptions, fakability, and susceptibility to practice and coaching effects.
Strengths of SJTs are that they show criterion‐related validity and incremental validity above cognitive ability and personality tests. SJTs have also less adverse impact towards minorities (especially if the cognitive loading of the SJT is low). Furthermore, applicant reactions towards SJTs are positive and SJTs enable to test large applicant groups at once (through the Internet). In terms of weaknesses, SJTs might be prone to faking, practice, and coaching effects. There is also debate about what constructs are measured by SJTs.
Five avenues for future research are discussed: construct‐related validity of SJTs, utility of SJTs vis‐à‐vis other predictors, impact of SJT features on validity and adverse impact, examination of alternative stimulus and response formats, and cross‐cultural transportability of SJTs.
Practitioners receive evidence‐based information about the features, development, and strengths and weaknesses of SJTs.
Apart from the USA, SJTs have not made strong inroads in selection practice in Europe and other parts of the world. This evidence‐based paper might highlight the value of SJTs.
The aim of this article is to identify recent developments in personnel selection and to review existing research with regard to these recent developments. To this end, 26 human resource representatives were asked to list current or future trends in personnel selection. In addition, existing academic reviews of recent research in personnel selection were scrutinized. As a result, the following four main trends are identified: labour market shortages, technological developments, applicant perceptions of selection procedures, and construct‐driven approaches. Per trend, relevant existing research is reviewed and avenues for future research are discussed.
To diffuse new management fads or to promote existing management practices slogans are often used. In this study eight slogans regarding assessment centres were retrieved…
To diffuse new management fads or to promote existing management practices slogans are often used. In this study eight slogans regarding assessment centres were retrieved from brochures of consultancy agencies and were compared to empirical research. These slogans were that assessment centres work, are expensive, fair, have a potent influence on candidates, provide insight into candidates’ personality, and are not prone to trainability effects. Other slogans include that trained assessors speak the same language and that candidate reactions are positive. Resulting from this comparison a more fine‐grained picture of the strengths and weaknesses of assessment centres emerges. In particular, it is demonstrated that the accuracy of the slogans often depends on design factors. It is suggested that future studies combine multiple research perspectives, examine assessment centre process issues, and validate new assessment centre applications.
The purpose of this paper is to present a global view of the research that has been conducted regarding brand personality by using the Core Collection of the Web of…
The purpose of this paper is to present a global view of the research that has been conducted regarding brand personality by using the Core Collection of the Web of Science (WoS) as a reference. The main bibliometric indicators considered are number of articles, number of citations, main authors, principal journals, institutions, countries and keywords.
Through a bibliometric investigation, this paper performs an analysis of investigations of brand personality that have been conducted to date. In particular, the analysis focuses on the papers that have generated the greatest impact in the scientific community, the journals that have given the most attention to this concept and the authors who have most strongly influenced the academic world in this field. The analysis reveals a series of relationships between the bases of knowledge considered for different authors and journals and the structure of those relationships based on the keywords considered in each contribution.
This analysis allows to obtain a general and impartial view of brand personality research, and it reveals the most relevant contributions to the academic world in terms of authors, journals, institutions, countries and keywords. The analysis shows that the concept under study seems to still be in an early stage of development and there may well be an important amount of development ahead. Although there have been important contributions to this field, work is still required to consolidate this knowledge.
The information provided pertains to a relatively specific subject but is still general when considered within the context of this topic and thus leaves aside elements that could greatly enrich the analysis. However, this work presents some important guidelines for conducting in-depth academic research and publication.
This work identifies the most productive and influential authors, journals, institutions and countries regarding this important topic, as well as the leading trends in this field. Applying those concepts would be helpful to improve the effectiveness of the promotion of brands and products.
The work developed in this article provides an overview of the academic research on brand personality that has been conducted as of April 2018. Another differential characteristic is that this research deeply investigates this concept, considering all the articles published in WoS worldwide.
Maureen L. Ambrose is a professor of management in the College of Business at the University of Central Florida. She received her Ph.D. from the University of Illinois at Urbana-Champaign. Dr. Ambrose's research interests include organizational justice, employee deviance, and ethics. Her work has appeared in the Academy of Management Journal, Academy of Management Review, Administrative Sciences Quarterly, Journal of Applied Psychology, Journal of Management, and Organizational Behavior and Human Decision Processes. She is a Fellow of the Academy of Management and of the Society for Industrial and Organizational Psychology. She served as an associate editor for the Academy of Management Journal and as co-editor of a special issue on organizational justice for Organizational Behavior and Human Decision Processes. She has served on editorial boards for the Academy of Management Journal, Journal of Applied Psychology, Journal of Management, and Organizational Behavior and Human Decision Processes.