T B H P S
Handbooks in Management
Donald L. Sexton and Hans Landström
The Blackwell Handbook of Entrepreneurship
Edwin A. Locke
The Blackwell Handbook of Principles of Organizational Behavior
Martin J. Gannon and Karen L. Newman
The Blackwell Handbook of Cross-Cultural Management
Michael A. Hitt, R. Edward Freeman and Jeffrey S. Harrison
The Blackwell Handbook of Strategic Management
Mark Easterby-Smith and Marjorie A. Lyles
The Blackwell Handbook of Organizational Learning and Knowledge Management
Henry W. Lane, Martha L. Maznevski, Mark Mendenhall, and Jeanne McNett
The Blackwell Handbook of Global Management
Arne Evers, Neil Anderson, and Olga Voskuijl
The Blackwell Handbook of Personnel Selection
T B H
P S
Edited by
A E, N A, O V
© 2005 by Blackwell Publishing Ltd
except for editorial material and organization © 2005 by Arne Evers, Neil Anderson, and
Olga Voskuijl
BLACKWELL PUBLISHING
350 Main Street, Malden, MA 02148-5020, USA
9600 Garsington Road, Oxford OX4 2DQ , UK
550 Swanston Street, Carlton, Victoria 3053, Australia
The right of Arne Evers, Neil Anderson, and Olga Voskuijl to be identified as the Authors of the
Editorial Material in this Work has been asserted in accordance with the UK Copyright, Designs,
and Patents Act 1988.
All rights reserved. No part of this publication may be reproduced, stored in a retrieval system, or
transmitted, in any form or by any means, electronic, mechanical, photocopying, recording or
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prior permission of the publisher.
First published 2005 by Blackwell Publishing Ltd
1 2005
Library of Congress Cataloging-in-Publication Data
The Blackwell handbook of personnel selection / edited by Arne Evers, Neil Anderson,
and Olga Voskuijl.
p. cm. — (Handbooks in management)
Includes bibliographical references and index.
ISBN-13: 978–1–4051–1702–9 (hard cover : alk. paper)
ISBN-10: 1–4051–1702–8 (hard cover : alk. paper)
1. Employee selection. 2. Employee screening. 3. Employment tests. 4. Employees—
Recruiting. I. Evers, Arne. II. Anderson, Neil, 1961– III. Voskuijl, Olga. IV.
Series.
HF5549.5.S38B55 2005
658.3¢112—dc22
2005006582
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Contents
List of Contributors
viii
Notes on the Editors
xii
Notes on the Contributors
xiii
Preface
xxi
1
Relationships between Practice and Research in Personnel Selection:
Does the Left Hand Know What the Right Is Doing?
N A
P I P S
1
25
2
Job Analysis: Current and Future Perspectives
O F. V
27
3
The Impracticality of Recruitment Research
A M. S
47
4
The Design of Selection Systems: Context, Principles, Issues
R A. R
73
5
Is the Obvious Obvious? Considerations About Ethical Issues in Personnel
Selection
O F. V, A E, S G
P II D U D K
P
6
The Selection/Recruitment Interview: Core Processes and Contexts
R L. D
98
119
121
vi
7
Cognitive Ability in Personnel Selection Decisions
D S. O, C V, S D
143
8
Personality in Personnel Selection
J F. S F F
174
9
Emotional Factors as Selection Criteria
C W
199
10
Situational Judgment Tests
D C N S
219
11
Assessment Centers: Recent Developments in Practice and Research
F L G C. T III
243
P III D C
12
Decision Making in Selection
M P. B D S
13
Relevance and Rigor in Research on the Applicant’s Perspective:
In Pursuit of Pragmatic Science
A L. I A M R
14
267
291
Ethnic Bias and Fairness in Personnel Selection: Evidence and Consequences 306
A E, J N, H F
P IV C M
15
265
The Prediction of Typical and Maximum Performance in
Employee Selection
U-C K N A
329
331
16
Job Performance: Assessment Issues in Personnel Selection
C V D S. O
354
17
The Prediction of Contextual Performance
L M. P W C. B
376
P V E T A C
18
Computer-Based Testing and the Internet
D B
19
A Review of Person–Environment Fit Research: Prospects
for Personnel Selection
A E. M. V V
20
Selection of Leaders in Global Organizations
N C-S D W
397
399
419
440
vii
21
Expatriate Selection: A Process Approach
A E. M. V V, I E. D P,
P M. C
458
22
Selection for Teams
N J. A M A. W
476
23
Multilevel Selection and Prediction: Theories, Methods, and Models
R E. P B S
495
Author Index
517
Subject Index
541
Contributors
Natalie J. Allen
Department of Psychology, The University of Western Ontario, London, Ontario, CANADA N6A 5C2
E-mail:
[email protected]
Neil Anderson
Department of Work and Organizational Psychology, University of Amsterdam, Roetersstraat 15, 1018 WB
Amsterdam, THE NETHERLANDS
E-mail:
[email protected]
Dave Bartram
SHL Group plc, The Pavilion, 1 Atwell Place, Thames Ditton, Surrey KT7 0NE, UNITED KINGDOM
E-mail:
[email protected]
Walter C. Borman
Personnel Decisions Research Institutes, Inc., 100 South Ashley Drive, Suite 375, Tampa FL 33602, USA
E-mail:
[email protected]
Marise Ph. Born
Erasmus Universiteit Rotterdam, FSW, Instituut Psychologie, Postbus 1738 (kamer W J505), 3000 DR
Rotterdam, THE NETHERLANDS
E-mail:
[email protected]
Paula M. Caligiuri
Human Resource Management Department, Rutgers University, 94 Rockafeller Road, 200B Levin Building,
Piscataway, New Jersey 08854, USA
Email:
[email protected]
David Chan
Department of Social Work and Psychology, National University of Singapore, 10 Kent Ridge Crescent, Singapore
119260, REPUBLIC OF SINGAPORE
E-mail:
[email protected]
Nicole Cunningham-Snell
Shell Centre, PSSL-LD, York Road, London SE1 7NA, UNITED KINGDOM
E-mail: N.Cunningham-Snell@shell-com
Filip de Fruyt
Ghent University, Henri Dunantlaan 2, Gent 9000, BELGIUM
E-mail:
[email protected]
Irene E. de Pater
Department of Work and Organizational Psychology, University of Amsterdam, Roetersstraat 15, 1018 WB
Amsterdam, THE NETHERLANDS
E-mail:
[email protected]
Stephan Dilchert
University of Minnesota, Department of Psychology, 75 E River Road, Minneapolis MN 55455-0344, USA
E-mail:
[email protected]
Robert L. Dipboye
Rice University, PO Box 1892, Houston TX 77251-1892, USA
E-mail:
[email protected]
Arne Evers
Department of Work and Organizational Psychology, University of Amsterdam, Roetersstraat 15, 1018 WB
Amsterdam, THE NETHERLANDS
E-mail:
[email protected]
Sacha Geerlings
Department of Work and Organizational Psychology, University of Amsterdam, Roetersstraat 15, 1018 WB
Amsterdam, THE NETHERLANDS
E-mail:
[email protected]
Anna L. Imus
Department of Psychology, 340C Psychology Building, Michigan State University, East Lansing MI 488241116, USA
E-mail:
[email protected]
Ute-Christine Klehe
Psychologisches Institut, Arbeits- und Organisationspsychologie, Universität Zürich, Rämistrasse 62, CH-8001
Zürich, SWITZERLAND
E-mail:
[email protected]
Filip Lievens
Department of Personnel Management and Work and Organizational Psychology, Ghent University, Henri
Dunantlaan 2, 9000 Ghent, BELGIUM
E-mail:
[email protected]
ix
x
Deniz S. Ones
University of Minnesota, N218 Elliott Hall, 75 E River Road, Minneapolis MN 55455-0344, USA
E-mail:
[email protected]
Lisa M. Penney
Department of Psychology, 126 Heyne Building, University of Houston, Houston TX 77204-5022, USA
E-mail:
[email protected]
Robert E. Ployhart
Department of Management, Moore School of Business, University of South Carolina, Columbia SC 29208,
USA
E-mail:
[email protected]
Robert A. Roe
Universiteit Maastricht, PO Box 616, 6200 MD Maastricht, THE NETHERLANDS
E-mail:
[email protected]
Ann Marie Ryan
Department of Psychology, 333 Psychology Building, Michigan State University, East Lansing MI 48824-1116,
USA
E-mail:
[email protected]
Alan M. Saks
Division of Management, Joseph L. Rotman School of Management, and Centre for Industrial Relations,
University of Toronto, 105 St. George Street, Toronto, Ontario, CANADA M5S 3E6
E-mail:
[email protected]
Jesús F. Salgado
Departamento de Psicología Social, Universidad de Santiago de Compostela, 15782 Santiago de Compostela,
SPAIN
E-mail:
[email protected]
Neal Schmitt
Department of Psychology, Michigan State University, East Lansing MI 48824-1116, USA
E-mail:
[email protected]
Benjamin Schneider
Department of Psychology, University of Maryland, College Park MD 20742, USA
E-mail:
[email protected]
Dora Scholarios
Dept. of Human Resource Management, University of Strathclyde, 50 Richmond St. Glasgow G1 1XU,
UNITED KINGDOM
E-mail:
[email protected]
Jan te Nijenhuis
Open Universiteit, Postbus 2960, 6401 DL Heerlen, THE NETHERLANDS
E-mail:
[email protected]
George C. Thornton III
Colorado State University, Department of Psychology, Fort Collins, Collorado 80523-52323, USA
E-mail:
[email protected]
Henk van der Flier
Vrije Universiteit, Van der Boechorststraat 1, 1081 BT Amsterdam, THE NETHERLANDS
E-mail:
[email protected]
Annelies E. M. van Vianen
Department of Work and Organizational Psychology, University of Amsterdam, Roetersstraat 15, 1018 WB
Amsterdam, THE NETHERLANDS
E-mail:
[email protected]
Chockalingam Viswesvaran
Dep. of Psychology, Florida International University, University Park, Miami FL 33199, USA
E-mail:
[email protected]
Olga F. Voskuijl
Department of Work and Organizational Psychology, University of Amsterdam, Roetersstraat 15, 1018 WB
Amsterdam, THE NETHERLANDS
E-mail:
[email protected]
Michael A. West
University of Aston, Birmingham B4 7ET, UNITED KINGDOM
E-mail:
[email protected]
David Wigfield
Shell Centre, PSSL-LD, York Road, London SE1 7NA, UNITED KINGDOM
E-mail:
[email protected]
Charles Woodruffe
19 Dunraven Street, London W1Y 4JR, UNITED KINGDOM
E-mail:
[email protected]
xi
Notes on the Editors
Arne Evers is Associate Professor in Work and Organizational Psychology at the University of Amsterdam. His research interests include personnel selection, discrimination in
selection, test and scale construction, organizational diagnosis, and work stress. He has
published chapters or articles on these issues in Journal of Organizational Behavior, International Journal of Testing, European Journal of Psychological Assessment, Journal of Occupational and
Organizational Psychology, Educational Psychology, and the Handbook of Work and Organizational
Psychology (Psychology Press, UK). Arne is a member of the Committee on Testing of the
Dutch Association of Psychologists (COTAN) and of the standing Committee on Tests
and Testing of the European Federation of Psychological Associations.
Neil Anderson is Professor of Organizational Psychology at the University of
Amsterdam. His research interests include recruitment and selection, organizational and
work group socialization, innovation at work, and organizational climate. Neil has relevant
ongoing research projects, either collaboratively or alone, into interviewer and applicant
decision making in assessment interviews, the structure and properties of popular “Big
Five” measures of personality, and the practitioner–researcher divide in Work and Organizational Psychology. He has co-authored and edited a number of books, including the
Handbook of Industrial, Work and Organizational Psychology (Sage, UK) and the International
Handbook of Selection (Wiley, UK) and his work has appeared in several scholarly journals
including Journal of Applied Psychology, Human Relations, Journal of Organizational Behavior,
Journal of Occupational and Organizational Psychology, and International Journal of Selection and
Assessment. Neil has been Visiting Professor to the University of Minnesota (USA) and the
Free University of Amsterdam (The Netherlands). Neil is a Fellow of the British Psychological Society and the Society for Industrial and Organizational Psychology.
Olga Voskuijl is Assistant Professor in Work and Organizational Psychology at the University of Amsterdam. Her research interests concern personnel selection; theory, modeling, and measurement of job performance; job analysis; measurement and analysis of
ability, personality, and vocational development. She has published on these topics in journals such as International Journal of Selection and Assessment, International Journal of Human
Resource Management, and European Journal of Psychological Assessment.
Notes on the Contributors
Natalie J. Allen is a Professor in the Department of Psychology at The University of
Western Ontario in Canada. Much of her research deals with the conceptualization and
measurement of employee commitment to organizations, the development of employee
commitment, and its behavioral consequences. She is the co-author, with John Meyer, of
an award-winning book entitled Commitment in the Workplace: Theory, Research and Application
(Sage, 1997). More recent research focuses on psychological issues associated with teams.
Dr. Allen’s work appears in various journals, including the Journal of Applied Psychology,
Journal of Organizational Behavior, Journal of Occupational and Organizational Psychology, Group
Dynamics, Human Resource Management Review, Journal of Vocational Behavior, and the Academy
of Management Journal. Dr. Allen is a Fellow of the Canadian Psychological Association, an
Associate Editor of the Journal of Occupational and Organizational Psychology, and has been a
visiting scholar at universities in The Netherlands, Australia, and the UK.
Dave Bartram is Research Director of the SHL Group plc. Prior to joining SHL in
1998, he was Dean of the Faculty of Science and the Environment, and Professor of Psychology in the Department of Psychology at the University of Hull. He is a Chartered
Occupational Psychologist, Fellow of the British Psychological Society (BPS), and a Fellow
of the Ergonomics Society. He is Past-President and a Council member of the International Test Commission (ITC), a member of the British Psychological Society’s Steering
Committee on Test Standards and of the European Federation of Psychologists Association’s Standing Committee on Tests and Testing. He is President-Elect of the International
Association of Applied Psychology’s Division 2 (Measurement and Assessment). He is the
author of several hundred scientific journal articles, papers in conference proceedings,
and book chapters in a range of areas relating to occupational assessment, especially in
relation to computer-based testing.
Walter C. Borman is CEO of Personnel Decisions Research Institutes and is Professor
of Industrial-Organizational Psychology at the University of South Florida. He is a Fellow
of the Society for Industrial and Organizational Psychology, and in 1994–95 served as
xiv
President of the Society. Borman has written more than 300 books, book chapters, journal
articles, and conference papers. He recently co-edited the I/O volume of the Handbook of
Psychology (Borman, Ilgen, & Klimoski, 2003), and, with two PDRI colleagues, wrote the
Personnel Selection chapter for the 1997 Annual Review of Psychology. He also has served on
the editorial boards of several journals in the I/O field. He was the recipient of SIOP’s
Distinguished Scientific Contributions Award for 2003. Dr. Borman’s main areas of
interest are performance measurement, personnel selection, job analysis, and assessment
centers.
Marise Ph. Born is Associate Professor in Industrial/Organizational Psychology at
the Department of Psychology of the Erasmus University Rotterdam, The Netherlands.
Marise’s research interests are in the areas of personnel selection, job search and choice,
personality and individual differences, cross-cultural research, and test development. She
is currently on the editorial boards of the International Journal of Selection and Assessment
and European Journal of Personality. She is also council member of the International Test
Commission and serves on the Committee on Testing of the Dutch Association of
Psychologists (COTAN).
Paula M. Caligiuri is the Director of the Center for Human Resource Strategy (CHRS)
and she is Associate Professor of Human Resources Management at Rutgers University in
the School of Management and Labor Relations. Paula is also a Visiting Professor at Università Bocconi business school in Milan, Italy. Paula researches, publishes, and consults in
three primary areas: strategic human resource management in multinational organizations,
global leadership development, and global assignee management. Her academic publications include several articles in the International Journal of Human Resource Management, Journal
of World Business, Journal of Applied Psychology, Personnel Psychology, and International Journal of
Intercultural Relations. Her book (with Allan Bird and Mark Mendenhall), Global Dimensions
of HRM: Managing the Global Workforce, is due out in 2005. She is on several editorial boards
and is an Associate Editor for Human Resource Management Journal.
David Chan is Associate Professor at the National University of Singapore and
Scientific Advisor to the Center for Testing and Assessment in Singapore. His research
includes areas in personnel selection, longitudinal modeling, and adaptation to changes at
work. He has published numerous journal articles, authored several Handbook chapters,
and co-authored a textbook in personnel selection. He has received several scholarly
awards, including the Society for Industrial and Organizational Psychology’s Distinguished
Early Career Contributions Award, William Owens Scholarly Achievement Award, Edwin
Ghiselli Award for Innovative Research Design, the American Psychological Association’s
Dissertation Research Award, and the Michigan State University Social Science College
Award. He currently serves on six editorial boards and regularly reviews for over ten
journals. He is currently a consultant to the Prime Minister’s Office in Singapore, the
Ministry of Community Development and Sports, the Singapore Police Force, and
the Singapore Prison Service.
Nicole Cunningham-Snell is a Senior Consultant with Shell International’s leadership
development team and is based in London. She has worked as an Occupational Psychol-
xv
ogist with Shell for seven years and currently manages the design and delivery of Shell’s
suite of leadership assessment and development programs globally. Nicole’s work also
involves competencies, appraisal systems, multi-rater feedback systems, selection methods,
assessor training, team-building, and she has facilitated learning events globally. She
obtained her Ph.D. in 1999 from Goldsmiths College, University of London, and is a
member of the British Psychological Society.
Filip de Fruyt obtained a Master’s in Biomedical Sciences and a Ph.D. in Psychology.
He is appointed as Professor in Differential Psychology and Personality Assessment at the
Ghent University in Belgium. His research spans a broad area, including adaptive and
maladaptive individual differences, their structure and development, and applied personality psychology. He has been a member and secretary of the Executive Board of the
European Association of Personality Psychology for six years, and is currently associate
editor of the European Journal of Personality and consulting editor for the International Journal
of Selection and Assessment.
Irene E. de Pater is a Ph.D. student in work and organizational psychology at the University of Amsterdam, The Netherlands. Her current research interests include career
development, managerial development, personality, and gender and work. She has coauthored publications with Tim Judge, Erin Johnson, and Annelies van Vianen.
Stephan Dilchert is a doctoral student of industrial and organizational psychology at
the University of Minnesota. His research interests lie in the domains of cognitive ability
and personality as predictors in personnel decisions. He has published and presented over
a dozen papers on the organizational consequences of using cognitive ability measures in
personnel selection as well as on group differences on personality traits and their implications for adverse impact. He has also reviewed tests for the Mental Measurements Yearbook.
He is currently investigating the merits of newly proposed intelligence constructs for personnel selection. He has recently completed a meta-analysis of the practical intelligence
literature, assessing the utility of the construct in comparison to general mental ability and
other specific cognitive abilities.
Robert L. Dipboye is chair of the psychology department at the University of Central
Florida. Previous to this he was the Herbert S. Autrey Professor at Rice University. He has
published widely on the topic of selection. He is a Fellow of the American Psychological
Association, the Society of Industrial and Organizational Psychology (SIOP), and the
American Psychological Society and a member of the Society of Organizational
Behavior. He was on the editorial boards of the Academy of Management Review, the Journal
of Organizational Behavior, and the SIOP Frontier Series and was Associate Editor of the
Journal of Applied Psychology.
Sacha Geerlings is a graduate student in Work and Organizational Psychology at the
University of Amsterdam. Her Master’s thesis concerned the attitudes on ethical matters
of selection psychologists. Furthermore, she compared the ethical guidelines of individual
European countries with the European Meta-Code. Her research interests include fairness
in selection and the ethics of selection.
xvi
Anna L. Imus is a graduate student in Industrial and Organizational Psychology at
Michigan State University. She obtained her B.S. from George Mason University where
she was given the Outstanding Undergraduate Researcher award. Her current research
interests include understanding well-being as it relates to preferential selection, applicant
perceptions of the hiring process, and other selection-related issues.
Ute-Christine Klehe is a junior faculty member at the Institute of Work- and Organizational Psychology at Zürich University, Switzerland. After obtaining her Master’s degree
in psychology at the University of Marburg, Germany, in fall 2000, she completed her
Ph.D. with Gary Latham at the Rotman School of Management, University in Toronto,
Canada, in 2003, followed by a one-year post-doctoral scholarship with Neil Anderson at
the University of Amsterdam, The Netherlands.
Her main interests of research include typical versus maximum performance as well as
selected areas from personnel selection, such as structured selection interviews and the
adoption of selection procedures by organizations. So far her work has been chosen for
the SIOP Flanagan award and has appeared in the International Journal of Selection and
Assessment.
Filip Lievens is Associate Professor at the Department of Personnel Management and
Work and Organizational Psychology at Ghent University, Belgium. His current research
interests focus on alternative selection procedures (e.g., assessment centers, situational judgment tests, web-based assessment) and organizational attractiveness. He is the author of
over 30 articles and has published in the Journal of Applied Psychology, Personnel Psychology,
Journal of Organizational Behavior, Journal of Occupational and Organizational Psychology, Applied
Psychology: An international Review, and International Journal of Selection and Assessment.
Deniz S. Ones is the Hellervik Professor of Industrial Psychology at the University of
Minnesota. Her research focuses on personnel selection and on personality, integrity, and
cognitive ability assessment for decision making. She received multiple awards for her work
in these areas: the 1994 Wallace best dissertation and the 1998 McCormick early career
distinguished scientific contributions awards from the Society for Industrial and Organizational Psychology (SIOP), and the 2003 Cattell early career award from the Society for
Multivariate Experimental Psychology. She is a Fellow of both Divisions 5 (Evaluation,
Measurement, and Statistics) and 14 (Industrial and Organizational Psychology) of the
American Psychological Association. She has served or continues to serve on the editorial
boards of six journals. She is the current editor in chief of the International Journal of Selection and Assessment. In 2001 and 2002, she co-edited the two-volume Handbook of Industrial,
Work and Organizational Psychology, a special issue of the journal Human Performance on use of
cognitive ability tests, and an issue of the International Journal of Selection and Assessment on
counterproductive work behaviors.
Lisa M. Penney received her Ph.D. in Industrial/Organizational Psychology at the University of South Florida in November of 2003. She is currently a Research Associate at
Personnel Decisions Research Institutes, Inc. Dr. Penney’s research has been presented in
several scholarly publications and conferences. Moreover, her work on the effects of
xvii
incivility in the workplace and counterproductive work behavior has been the subject
of numerous stories in media outlets, including Newsweek Japan, the Orlando Sentinel, and
the Arizona Republic. Dr. Penney’s primary areas of interest are counterproductive work
behavior, job stress, and leadership.
Robert E. Ployhart is an Associate Professor at George Mason University. His primary
program of research focuses on understanding staffing within the context of forces shaping
contemporary Human Resources (e.g., developing multilevel staffing models, enhancing
the effectiveness and acceptability of recruitment and staffing procedures, identifying
cultural/subgroup influences on staffing processes, merging technology with assessment).
His second program of research focuses on applied statistical/measurement models and
research methods, such as structural equation modeling, multilevel modeling, and longitudinal modeling. Rob has published over 40 articles and chapters on these topics. He is
an active member of both the Society for Industrial and Organizational Psychology and
the Academy of Management, and has won awards from both organizations. Rob serves
on several editorial boards and has consulted on a number of projects in the private and
public sectors.
Robert A. Roe is Professor of Organization Theory and Organizational Behavior at the
University of Maastricht. Previously, he taught at the universities of Amsterdam, Delft,
Tilburg, and Nijmegen. Robert has been Director of the Netherlands Aeromedical Institute, and has worked with numerous companies and public organizations as a consultant.
He was founding director of the Work & Organization Research Center (Tilburg), and
founding president of the European Association of Work & Organizational Psychology.
He received a special award for initiating the bi-annual European Congress of W&O
Psychology and for promoting European integration in this field. Robert has served on
several editorial boards. He has published over 300 journal articles and book chapters, as
well as some books, covering personnel selection and appraisal, performance, motivation,
competence, organizational assessment, and other issues. Robert has a strong interest in
conceptual and methodological issues, including the application of design methodology.
Ann Marie Ryan is a Professor of Industrial-Organizational Psychology at Michigan
State University. Her primary area of expertise is employee selection, with a particular
focus on issues of fairness and hiring processes, applicant perceptions and recruiting, and
diversity in organizations. She has co-authored numerous articles and book chapters. She
recently served as president of the Society for Industrial and Organizational Psychology,
and currently serves as editor of Personnel Psychology.
Alan M. Saks is a Professor of Organizational Behaviour and Human Resources Management at the University of Toronto where he holds a joint appointment and teaches in
the Division of Management, the Joseph L. Rotman School of Management, and the
Centre for Industrial Relations. His major research interests are in the areas of recruitment, job search, the transfer of training, and the socialization of new employees. He is
the author of Research, Measurement, and Evaluation of Human Resources, and co-author of
Organizational Behaviour: Understanding and Managing Life at Work, and Managing Performance
xviii
through Training & Development. He currently serves on the editorial boards of the Academy of
Management Journal, Journal of Organizational Behavior, and Journal of Vocational Behavior.
Jesús F. Salgado is Professor of Work and Organizational Psychology and Human
Resources in the University of Santiago de Compostela, Spain. He has been visiting fellow
at the Goldsmiths College of the University of London (1999, 2000). He has authored
over 70 articles published in leading psychology and management journals, including
Academy of Management Journal, Journal of Applied Psychology, Personnel Psychology, Journal of
Occupational and Organizational Psychology, Human Performance, International Journal of Selection
and Assessment, Applied Psychology: An International Journal, Journal of Organizational Behavior,
European Journal of Personality, and European Journal of Work and Organizational Psychology. He
also has authored two books and a number of chapters in international handbooks. His
research is mainly on the criterion validity and the international validity generalization of
personnel selection procedures. Currently, he is co-editor of the International Journal of Selection and Assessment and he is on the editorial board of six journals. Jesús is a fellow of the
Society for Industrial and Organizational Psychology.
Neal Schmitt is University Distinguished Professor of Psychology and Management at
Michigan State University. He was editor of the Journal of Applied Psychology from 1988–94
and has served on ten editorial boards. He has also been a Fulbright Scholar at the University of Manchester Institute of Science and Technology. He has received the Society
for Industrial and Organizational Psychology’s Distinguished Scientific Contributions
Award (1999) and Distinguished Contributions Award (1998). He served as the Society’s
President in 1989–90. He has co-authored three textbooks, Staffing Organizations with Ben
Schneider, Research Methods in Human Resource Management with Richard Klimoski, Personnel
Selection with David Chan, co-edited Personnel Selection in Organizations with Walter Borman
and Measurement and Data Analysis with Fritz Drasgow, and published approximately 150
articles. His current research centers on the effectiveness and outcomes of organizations’
selection procedures, particularly as they relate to subgroup employment and applicant
reactions and behavior.
Benjamin Schneider is Professor of Psychology at the University of Maryland and
a Senior Research Fellow with Personnel Research Associates, Inc. In addition to
Maryland, Ben has taught at Michigan State University and Yale University and for
shorter periods of time at Dartmouth College (Tuck School), Bar-Ilan University (Israel,
on a Fulbright), University of Aix-Marseilles (France), and Peking University (PRC). He
has published more than 125 professional journal articles and book chapters, as well as
eight books. Ben’s interests concern service quality, organizational climate and culture,
staffing issues, and the role of personality in organizational life. Ben was awarded the
Year 2000 Distinguished Scientific Contributions Award by the Society for Industrial and
Organizational Psychology. In addition to his academic work, Ben over the years has
consulted with numerous companies including Citicorp, AT&T, Allstate, Sotheby’s, the
Metropolitan Opera, Prudential, GEICO, IBM, American Express, Giant Eagle, and
MeadWestvaco.
xix
Dora Scholarios is a Reader in Organizational Behaviour at the Department of Human
Resource Management in the University of Strathclyde, Glasgow, Scotland. She received
her Ph.D. in Industrial/Organizational Psychology from The George Washington University in Washington, DC (1990). Dora’s research interests are in the areas of personnel
selection and classification, social process perspectives of selection, and the effects of
emerging forms of work on career patterns and employee well being. She has been involved
in several large research projects funded by the US Army Research Institute for
Behavioral and Social Sciences, the UK’s Economic and Social Research Council, and the
European Union.
Jan te Nijenhuis is employed at the Dutch Open University. Previously, he worked as
Assistant Professor and Postdoc at the University of Amsterdam and Leiden University.
He won a prize for talented young researchers for his Master’s thesis on test training.
His Ph.D. project at the Department of Work and Organizational Psychology of the Free
University on the assessment of immigrants was carried out at and paid for by Dutch
Railways and won a prize for the best dissertation on applied psychology. Jan is interested
in applied and fundamental research into personality and individual differences, with a
focus on personnel psychology, and has published many professional journal articles
and book chapters. He is a member of the Society for Industrial and Organizational
Psychology and the International Society for Intelligence Research.
George C. Thornton III is Professor of Industrial and Organizational Psychology in
the Department of Psychology at Colorado State University. His current research
interests include the effectiveness of developmental assessment centers for managers and
students, the role of industrial psychology in employment discrimination litigation, and
the cross-cultural study of achievement motivation to work. He is the author of three
books, several chapters, and numerous articles and conference presentations on assessment
center methods. He has helped both public and private organizations develop assessment
centers. He has lectured on the assessment center method in numerous countries in
Europe and Asia.
Henk van der Flier is Professor and Head of the Department of Work and Organizational Psychology at the Vrije Universiteit Amsterdam, The Netherlands. He was Head of
the Department of Industrial Psychology of the Dutch Railways until 1990 and Manager
Product Development and Quality of the Arbo Management Group until 1998. His
research interests and publications are in the fields of working conditions, safety,
personnel selection, psychometrics, and cross-cultural psychology.
Annelies E. M. van Vianen is Associate Professor in Work and Organizational Psychology at the University of Amsterdam, The Netherlands. Her research interests include
person environment fit, expatriation, organizational culture, career development, personnel selection, and gender and work. She is the author of 50 Dutch and 30 international
scientific journal articles, such as in the Academy of Management Journal, International Journal
of Human Resource Management, Personnel Psychology, and International Journal of Selection and
Assessment. For several years, she was the editor of the Dutch scientific journal Gedrag en
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