Do candidate reactions relate to job performance or affect criterion-related validity? A multistudy investigation of relations among reactions, selection test scores, and job performance

Considerable evidence suggests that how candidates react to selection procedures can affect their test performance and their attitudes toward the hiring organization (e.g., recommending the firm to others). However, very few studies of candidate reactions have examined one of the outcomes organizati...

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Main Authors: MCCARTHY, Julie, VAN IDDEKINGE, Chad H., LIEVENS, Filip, KUNG, Mavis Mei-Chuan, SINAR, Evan F., CAMPION, Michael A.
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Language:English
Published: Institutional Knowledge at Singapore Management University 2013
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Online Access:https://ink.library.smu.edu.sg/lkcsb_research/5721
https://ink.library.smu.edu.sg/context/lkcsb_research/article/6720/viewcontent/Candidate_reactions_JP_av.pdf
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spelling sg-smu-ink.lkcsb_research-67202019-08-21T06:45:13Z Do candidate reactions relate to job performance or affect criterion-related validity? A multistudy investigation of relations among reactions, selection test scores, and job performance MCCARTHY, Julie VAN IDDEKINGE, Chad H. LIEVENS, Filip KUNG, Mavis Mei-Chuan SINAR, Evan F. CAMPION, Michael A. Considerable evidence suggests that how candidates react to selection procedures can affect their test performance and their attitudes toward the hiring organization (e.g., recommending the firm to others). However, very few studies of candidate reactions have examined one of the outcomes organizations care most about: job performance. We attempt to address this gap by developing and testing a conceptual framework that delineates whether and how candidate reactions might influence job performance. We accomplish this objective using data from 4 studies (total N = 6,480), 6 selection procedures (personality tests, job knowledge tests, cognitive ability tests, work samples, situational judgment tests, and a selection inventory), 5 key candidate reactions (anxiety, motivation, belief in tests, self-efficacy, and procedural justice), 2 contexts (industry and education), 3 continents (North America, South America, and Europe), 2 study designs (predictive and concurrent), and 4 occupational areas (medical, sales, customer service, and technological). Consistent with previous research, candidate reactions were related to test scores, and test scores were related to job performance. Further, there was some evidence that reactions affected performance indirectly through their influence on test scores. Finally, in no cases did candidate reactions affect the prediction of job performance by increasing or decreasing the criterion-related validity of test scores. Implications of these findings and avenues for future research are discussed. 2013-09-01T07:00:00Z text application/pdf https://ink.library.smu.edu.sg/lkcsb_research/5721 info:doi/10.1037/a0034089 https://ink.library.smu.edu.sg/context/lkcsb_research/article/6720/viewcontent/Candidate_reactions_JP_av.pdf http://creativecommons.org/licenses/by-nc-nd/4.0/ Research Collection Lee Kong Chian School Of Business eng Institutional Knowledge at Singapore Management University Candidate reactions personnel selection criterion-related validity job performance Human Resources Management Industrial and Organizational Psychology Organizational Behavior and Theory
institution Singapore Management University
building SMU Libraries
continent Asia
country Singapore
Singapore
content_provider SMU Libraries
collection InK@SMU
language English
topic Candidate reactions
personnel selection
criterion-related validity
job performance
Human Resources Management
Industrial and Organizational Psychology
Organizational Behavior and Theory
spellingShingle Candidate reactions
personnel selection
criterion-related validity
job performance
Human Resources Management
Industrial and Organizational Psychology
Organizational Behavior and Theory
MCCARTHY, Julie
VAN IDDEKINGE, Chad H.
LIEVENS, Filip
KUNG, Mavis Mei-Chuan
SINAR, Evan F.
CAMPION, Michael A.
Do candidate reactions relate to job performance or affect criterion-related validity? A multistudy investigation of relations among reactions, selection test scores, and job performance
description Considerable evidence suggests that how candidates react to selection procedures can affect their test performance and their attitudes toward the hiring organization (e.g., recommending the firm to others). However, very few studies of candidate reactions have examined one of the outcomes organizations care most about: job performance. We attempt to address this gap by developing and testing a conceptual framework that delineates whether and how candidate reactions might influence job performance. We accomplish this objective using data from 4 studies (total N = 6,480), 6 selection procedures (personality tests, job knowledge tests, cognitive ability tests, work samples, situational judgment tests, and a selection inventory), 5 key candidate reactions (anxiety, motivation, belief in tests, self-efficacy, and procedural justice), 2 contexts (industry and education), 3 continents (North America, South America, and Europe), 2 study designs (predictive and concurrent), and 4 occupational areas (medical, sales, customer service, and technological). Consistent with previous research, candidate reactions were related to test scores, and test scores were related to job performance. Further, there was some evidence that reactions affected performance indirectly through their influence on test scores. Finally, in no cases did candidate reactions affect the prediction of job performance by increasing or decreasing the criterion-related validity of test scores. Implications of these findings and avenues for future research are discussed.
format text
author MCCARTHY, Julie
VAN IDDEKINGE, Chad H.
LIEVENS, Filip
KUNG, Mavis Mei-Chuan
SINAR, Evan F.
CAMPION, Michael A.
author_facet MCCARTHY, Julie
VAN IDDEKINGE, Chad H.
LIEVENS, Filip
KUNG, Mavis Mei-Chuan
SINAR, Evan F.
CAMPION, Michael A.
author_sort MCCARTHY, Julie
title Do candidate reactions relate to job performance or affect criterion-related validity? A multistudy investigation of relations among reactions, selection test scores, and job performance
title_short Do candidate reactions relate to job performance or affect criterion-related validity? A multistudy investigation of relations among reactions, selection test scores, and job performance
title_full Do candidate reactions relate to job performance or affect criterion-related validity? A multistudy investigation of relations among reactions, selection test scores, and job performance
title_fullStr Do candidate reactions relate to job performance or affect criterion-related validity? A multistudy investigation of relations among reactions, selection test scores, and job performance
title_full_unstemmed Do candidate reactions relate to job performance or affect criterion-related validity? A multistudy investigation of relations among reactions, selection test scores, and job performance
title_sort do candidate reactions relate to job performance or affect criterion-related validity? a multistudy investigation of relations among reactions, selection test scores, and job performance
publisher Institutional Knowledge at Singapore Management University
publishDate 2013
url https://ink.library.smu.edu.sg/lkcsb_research/5721
https://ink.library.smu.edu.sg/context/lkcsb_research/article/6720/viewcontent/Candidate_reactions_JP_av.pdf
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