Filip Lievens
Biographic Data
| ID | 4412374 |
|---|---|
| NAME | Filip Lievens |
| GIVEN NAMES | Filip |
| FAMILY NAME | Lievens |
| SIGNATURE | LIEVENS F |
| AFFILIATIONS | Ghent University |
| ORCID | 0000-0002-9487-5187 |
| VERIFIED | Yes |
| TOTAL WORKS | 24 |
| TOTAL CITATIONS | 19 |
| AUTHOR COUNT | 24 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 2001 |
| LATEST PUBLICATION YEAR | 2025 |
| H-INDEX | 2 |
Hiring People in Organizations: The State and Future of the Science
Here we review recent work in the personnel selection field. We open with two sections, the first focusing on meta-analytic validity research on well-established predictors and the second on new measurement approaches. These include moving from a holistic to a modular view of predictors; from face-to-face to asynchronous video interviews; from resumes to social media assessments; from multiple choice to constructed response; and to using artifici…
From Personality Traits to Personality Dynamics: New Approaches to Personality Research in Organizations
It's just a game! Effects of fantasy in a storified test on applicant reactions
There is increasing attention to storification of assessments (i.e., embedding a storyline into a non‐storified assessment) in research and practice and to gamified and game‐based assessment in general. However, there is a surprising lack of agreement and of recommendations regarding what level of fantasy of the storyline one should choose for the storification from the perspective of applicant reactions. A distinction is typically made between f…
Human capital effects in the job search process for new labor market entrants: A double-edged sword
Weighting admission scores to balance predictiveness‐diversity: The Pareto‐optimization approach
Predicting counterproductive work behavior: Do implicit motives have incremental validity beyond explicit traits
How our work influences who we are: Testing a theory of vocational and personality development over fifty years
Effects of situation descriptions on the construct-related validity of construct-driven situational judgment tests
Within-Person Job Performance Variability Over Short Timeframes: Theory, Empirical Research, and Practice
We begin by charting the evolution of the dominant perspective on job performance from one that viewed performance as static to one that viewed it as dynamic over long timeframes (e.g., months, years, decades) to one that views it as dynamic over not just long but also short timeframes (e.g., minutes, hours, days, weeks)—and that accordingly emphasizes the within-person level of analysis. The remainder of the article is devoted to the newer, shor…
Hexaco personality predicts counterproductive work behavior and organizational citizenship behavior in low-stakes and job applicant contexts
Employer Image and Employer Branding: What We Know and What We Need to Know
In this article, we review theory and research on employer image and employer branding published since 2001. The review is wide ranging. First, we define employer image and distinguish it from similar constructs such as reputation and identity. We find that the literature has used two conceptualizations of images: an elementalistic perspective (e.g., distinction between symbolic and instrumental organizational attributes) and a holistic perspecti…
Situational Judgment Test
How Are We Doing After 30 Years? A Meta-Analytic Review of the Antecedents and Outcomes of Feedback-Seeking Behavior
This study provides meta-analytic estimates of the antecedents and consequences of feedback-seeking behavior (FSB). Clear support was found for the guiding cost/benefit framework in the feedback-seeking domain. Organizational tenure, job tenure, and age were negatively related to FSB. Learning and performance goal orientation, external feedback propensity, frequent positive feedback, high self-esteem, a transformational leadership style, and a hi…
Emotional intelligence predicts success in medical school
Accumulating evidence suggests that effective communication and interpersonal sensitivity during interactions between doctors and patients impact therapeutic outcomes. There is an important need to identify predictors of these behaviors, because traditional tests used in medical admissions offer limited predictions of "bedside manners" in medical practice. This study examined whether emotional intelligence would predict the performance of 367 med…
Personality across working life: The longitudinal and reciprocal influences of personality on work
This paper focuses on the role of personality at different stages of people's working lives. We begin by reviewing the research in industrial, work, and organizational (IWO) psychology regarding the longitudinal and dynamic influences of personality as an independent variable at different career stages, structuring our review around a framework of people's working lives and careers over time. Next, we review recent studies in the personality and …
The Role of Faculty Members' Cross-Cultural Competencies in Their Perceived Teaching Quality: Evidence from Culturally-Diverse Classes in Four European Countries
(2012). The Role of Faculty Members' Cross-Cultural Competencies in Their Perceived Teaching Quality: Evidence from Culturally-Diverse Classes in Four European Countries. The Journal of Higher Education: Vol. 83, No. 2, pp. 217-248
Response Rates in Organizational Science, 1995–2008: A Meta-analytic Review and Guidelines for Survey Researchers
Measurement Equivalence of the Wong and Law Emotional Intelligence Scale Across Self and Other Ratings
There exist a variety of measurement instruments for assessing emotional intelligence (EI). One approach is the use of other reports wherein knowledgeable informants indicate how well the scale items describe the assessed person’s behavior. In other reports, the same EI scales are typically used as in self-reports. However, it is not known whether the measurement structure underlying EI ratings is equivalent across self and other ratings. In this…
Measurement Invariance of the Pay Satisfaction Questionnaire Across Three Countries
In recent years, pay satisfaction has been increasingly studied in an international context, prompting the importance of examining whether the Pay Satisfaction Questionnaire (PSQ) is invariant across countries other than the United States. This study investigated the measurement invariance across three countries, namely, the United States (N = 321), Belgium (N = 301), and Cyprus (N = 132). Results showed that the measurement structure of the PSQ …
The Risk of Adverse Impact in Selections Based on a Test with Known Effect Size
The authors derive the exact sampling distribution function of the adverse impact (AI) ratio for single-stage, top-down selections using tests with known effect sizes. Subsequently, it is shown how this distribution function can be used to determine the risk that a future selection decision on the basis of such tests will result in an outcome that reflects the presence of AI. The article therefore provides test and selection practitioners with a …
Situational Judgment Tests and their Predictiveness of College Students’ Success: The Influence of Faking
There is increasing interest in using situational judgment tests (SJTs) to supplement traditional student admission procedures. An important unexplored issue is whether students can intentionally distort or fake their responses on SJTs. This study examined the fakability of an SJT of college students’ performance. Two hundred ninety-three psychology students completed a cognitive test, a personality measure, and an SJT. Only for the SJT, the stud…
Measuring Attraction to Organizations
Organizational attractionmeasures are commonly used as surrogate assessments of organizational pursuit. Despite the range in content often encompassed by such instruments, no research has systematically examined the assumptions underlying their use. The authors address this issue by empirically distinguishing items assessing attractiveness, prestige, and behavioral intentions and by modeling their effects on organization pursuit. Undergraduates (…
An empirical investigation of interviewer‐related factors that discourage the use of high structure interviews
High structure interviews appear to be less frequently used in personnel management practice than might be expected given their good reliability and validity. Although several authors have speculated on the factors of resistance to high structure interviews, empirical research is very scarce. Two studies are conducted among experienced human resources representatives who frequently conduct employment interviews. The first study provides a fine‐gr…
Assessors and use of assessment centre dimensions: A fresh look at a troubling issue
Previous studies on the construct validity of assessment centres have generally produced puzzling results. The premise of this study is that these prior studies were relatively one‐sided. Actually, most previous studies were field studies, which typically used the multitrait–multimethod approach to distinguish between two sources of variance (i.e., exercises and dimensions). Therefore, this study aims to shed light on the issue of assessment cent…
Hexaco personality predicts counterproductive work behavior and organizational citizenship behavior in low-stakes and job applicant contexts
Personality across working life: The longitudinal and reciprocal influences of personality on work
This paper focuses on the role of personality at different stages of people's working lives. We begin by reviewing the research in industrial, work, and organizational (IWO) psychology regarding the longitudinal and dynamic influences of personality as an independent variable at different career stages, structuring our review around a framework of people's working lives and careers over time. Next, we review recent studies in the personality and …
It's just a game! Effects of fantasy in a storified test on applicant reactions
There is increasing attention to storification of assessments (i.e., embedding a storyline into a non‐storified assessment) in research and practice and to gamified and game‐based assessment in general. However, there is a surprising lack of agreement and of recommendations regarding what level of fantasy of the storyline one should choose for the storification from the perspective of applicant reactions. A distinction is typically made between f…
Predicting counterproductive work behavior: Do implicit motives have incremental validity beyond explicit traits
The Role of Faculty Members' Cross-Cultural Competencies in Their Perceived Teaching Quality: Evidence from Culturally-Diverse Classes in Four European Countries
(2012). The Role of Faculty Members' Cross-Cultural Competencies in Their Perceived Teaching Quality: Evidence from Culturally-Diverse Classes in Four European Countries. The Journal of Higher Education: Vol. 83, No. 2, pp. 217-248
An empirical investigation of interviewer‐related factors that discourage the use of high structure interviews
High structure interviews appear to be less frequently used in personnel management practice than might be expected given their good reliability and validity. Although several authors have speculated on the factors of resistance to high structure interviews, empirical research is very scarce. Two studies are conducted among experienced human resources representatives who frequently conduct employment interviews. The first study provides a fine‐gr…
Assessors and use of assessment centre dimensions: A fresh look at a troubling issue
Previous studies on the construct validity of assessment centres have generally produced puzzling results. The premise of this study is that these prior studies were relatively one‐sided. Actually, most previous studies were field studies, which typically used the multitrait–multimethod approach to distinguish between two sources of variance (i.e., exercises and dimensions). Therefore, this study aims to shed light on the issue of assessment cent…
Assessors and use of assessment centre dimensions: A fresh look at a troubling issue
Previous studies on the construct validity of assessment centres have generally produced puzzling results. The premise of this study is that these prior studies were relatively one‐sided. Actually, most previous studies were field studies, which typically used the multitrait–multimethod approach to distinguish between two sources of variance (i.e., exercises and dimensions). Therefore, this study aims to shed light on the issue of assessment cent…
Measuring Attraction to Organizations
Organizational attractionmeasures are commonly used as surrogate assessments of organizational pursuit. Despite the range in content often encompassed by such instruments, no research has systematically examined the assumptions underlying their use. The authors address this issue by empirically distinguishing items assessing attractiveness, prestige, and behavioral intentions and by modeling their effects on organization pursuit. Undergraduates (…
An empirical investigation of interviewer‐related factors that discourage the use of high structure interviews
High structure interviews appear to be less frequently used in personnel management practice than might be expected given their good reliability and validity. Although several authors have speculated on the factors of resistance to high structure interviews, empirical research is very scarce. Two studies are conducted among experienced human resources representatives who frequently conduct employment interviews. The first study provides a fine‐gr…
The Risk of Adverse Impact in Selections Based on a Test with Known Effect Size
The authors derive the exact sampling distribution function of the adverse impact (AI) ratio for single-stage, top-down selections using tests with known effect sizes. Subsequently, it is shown how this distribution function can be used to determine the risk that a future selection decision on the basis of such tests will result in an outcome that reflects the presence of AI. The article therefore provides test and selection practitioners with a …
Situational Judgment Tests and their Predictiveness of College Students’ Success: The Influence of Faking
There is increasing interest in using situational judgment tests (SJTs) to supplement traditional student admission procedures. An important unexplored issue is whether students can intentionally distort or fake their responses on SJTs. This study examined the fakability of an SJT of college students’ performance. Two hundred ninety-three psychology students completed a cognitive test, a personality measure, and an SJT. Only for the SJT, the stud…
Measurement Invariance of the Pay Satisfaction Questionnaire Across Three Countries
In recent years, pay satisfaction has been increasingly studied in an international context, prompting the importance of examining whether the Pay Satisfaction Questionnaire (PSQ) is invariant across countries other than the United States. This study investigated the measurement invariance across three countries, namely, the United States (N = 321), Belgium (N = 301), and Cyprus (N = 132). Results showed that the measurement structure of the PSQ …
Response Rates in Organizational Science, 1995–2008: A Meta-analytic Review and Guidelines for Survey Researchers
Measurement Equivalence of the Wong and Law Emotional Intelligence Scale Across Self and Other Ratings
There exist a variety of measurement instruments for assessing emotional intelligence (EI). One approach is the use of other reports wherein knowledgeable informants indicate how well the scale items describe the assessed person’s behavior. In other reports, the same EI scales are typically used as in self-reports. However, it is not known whether the measurement structure underlying EI ratings is equivalent across self and other ratings. In this…
The Role of Faculty Members' Cross-Cultural Competencies in Their Perceived Teaching Quality: Evidence from Culturally-Diverse Classes in Four European Countries
(2012). The Role of Faculty Members' Cross-Cultural Competencies in Their Perceived Teaching Quality: Evidence from Culturally-Diverse Classes in Four European Countries. The Journal of Higher Education: Vol. 83, No. 2, pp. 217-248
Emotional intelligence predicts success in medical school
Accumulating evidence suggests that effective communication and interpersonal sensitivity during interactions between doctors and patients impact therapeutic outcomes. There is an important need to identify predictors of these behaviors, because traditional tests used in medical admissions offer limited predictions of "bedside manners" in medical practice. This study examined whether emotional intelligence would predict the performance of 367 med…
Personality across working life: The longitudinal and reciprocal influences of personality on work
This paper focuses on the role of personality at different stages of people's working lives. We begin by reviewing the research in industrial, work, and organizational (IWO) psychology regarding the longitudinal and dynamic influences of personality as an independent variable at different career stages, structuring our review around a framework of people's working lives and careers over time. Next, we review recent studies in the personality and …
Situational Judgment Test
How Are We Doing After 30 Years? A Meta-Analytic Review of the Antecedents and Outcomes of Feedback-Seeking Behavior
This study provides meta-analytic estimates of the antecedents and consequences of feedback-seeking behavior (FSB). Clear support was found for the guiding cost/benefit framework in the feedback-seeking domain. Organizational tenure, job tenure, and age were negatively related to FSB. Learning and performance goal orientation, external feedback propensity, frequent positive feedback, high self-esteem, a transformational leadership style, and a hi…
Employer Image and Employer Branding: What We Know and What We Need to Know
In this article, we review theory and research on employer image and employer branding published since 2001. The review is wide ranging. First, we define employer image and distinguish it from similar constructs such as reputation and identity. We find that the literature has used two conceptualizations of images: an elementalistic perspective (e.g., distinction between symbolic and instrumental organizational attributes) and a holistic perspecti…
Hexaco personality predicts counterproductive work behavior and organizational citizenship behavior in low-stakes and job applicant contexts
Within-Person Job Performance Variability Over Short Timeframes: Theory, Empirical Research, and Practice
We begin by charting the evolution of the dominant perspective on job performance from one that viewed performance as static to one that viewed it as dynamic over long timeframes (e.g., months, years, decades) to one that views it as dynamic over not just long but also short timeframes (e.g., minutes, hours, days, weeks)—and that accordingly emphasizes the within-person level of analysis. The remainder of the article is devoted to the newer, shor…
Predicting counterproductive work behavior: Do implicit motives have incremental validity beyond explicit traits
How our work influences who we are: Testing a theory of vocational and personality development over fifty years
Effects of situation descriptions on the construct-related validity of construct-driven situational judgment tests
Weighting admission scores to balance predictiveness‐diversity: The Pareto‐optimization approach
Human capital effects in the job search process for new labor market entrants: A double-edged sword
It's just a game! Effects of fantasy in a storified test on applicant reactions
There is increasing attention to storification of assessments (i.e., embedding a storyline into a non‐storified assessment) in research and practice and to gamified and game‐based assessment in general. However, there is a surprising lack of agreement and of recommendations regarding what level of fantasy of the storyline one should choose for the storification from the perspective of applicant reactions. A distinction is typically made between f…
Hiring People in Organizations: The State and Future of the Science
Here we review recent work in the personnel selection field. We open with two sections, the first focusing on meta-analytic validity research on well-established predictors and the second on new measurement approaches. These include moving from a holistic to a modular view of predictors; from face-to-face to asynchronous video interviews; from resumes to social media assessments; from multiple choice to constructed response; and to using artifici…
From Personality Traits to Personality Dynamics: New Approaches to Personality Research in Organizations
Psychology (21 works) · Social Psychology (19 works) · Computer Science (11 works) · Personality (9 works) · Personality Traits and Psychology (9 works) · Big Five personality traits (8 works) · Social Psychology (8 works) · Emotional Intelligence and Performance (7 works) · Applied Psychology (6 works) · Developmental psychology (5 works)