Hostname: page-component-586b7cd67f-rcrh6 Total loading time: 0 Render date: 2024-11-24T02:38:03.305Z Has data issue: false hasContentIssue false
  • English
  • Français

Scientific Principles Versus Practical Realities: Insights From Organizational Theory to Individual Psychological Assessment

Published online by Cambridge University Press:  07 January 2015

Ute-Christine Klehe
Ute-Christine Klehe*
Affiliation:
University of Amsterdam
*
E-mail: [email protected], Address: Arbeids- & Organisatiepsychologie, Universiteit van Amsterdam, Roetersstraat 15, 1018 WB Amsterdam, The Netherlands
Get access Rights & Permissions [Opens in a new window]

Abstract

An abstract is not available for this content so a preview has been provided. Please use the Get access link above for information on how to access this content.
Image of the first page of this content. For PDF version, please use the ‘Save PDF’ preceeding this image.'
Type
Commentaries
Information
Industrial and Organizational Psychology , Volume 4 , Issue 3 , September 2011 , pp. 311 - 316
Copyright
Copyright © Society for Industrial and Organizational Psychology 2011 

Access options

Get access to the full version of this content by using one of the access options below. (Log in options will check for institutional or personal access. Content may require purchase if you do not have access.)

Footnotes

Many (though not all) of the ideas voiced in this commentary are based on Klehe (2004), which in turn is largely based on Oliver (1991) and has found first empirical support by König, Klehe, Berchtold, and Kleinmann (2010).

References

Ægisdóttir, S., White, M., Spengler, P., Maugherman, A., Anderson, L., Cook, R., Rush, J. (2006). The meta-analysis of clinical judgment project: Fifty-six years of accumulated research on clinical versus statistical prediction. The Counseling Psychologist, 34, 341–382. Google Scholar
Colarelli, S. M., & Thompson, M. (2008). Stubborn reliance on human nature in employee selection: Statistical decision aids are evolutionarily novel. Industrial and Organizational Psychology, 1, 347–351. Google Scholar
Conway, J. M., & Peneno, G. M. (1999). Comparing structured interview question types: Construct validity and applicant reactions. Journal of Business and Psychology, 13, 485–506. Google Scholar
Day, D. V. (2009). Executive selection is a process not a decision. Industrial and Organizational Psychology, 2, 159–162. Google Scholar
DiMaggio, P. J., & Powell, W. W. (1983). The iron cage revisited—Institutional isomorphism and collective rationality in organizational fields. American Sociological Association, 48, 147–160. Google Scholar
Dipboye, R. L. (1992). Selection interviews: Process perspectives. Cincinnati, OH: South-Western. Google Scholar
Dipboye, R. L. (1994). Structured selection interviews: Why do they work? Why are they underutilized? In Anderson, N. & Herriot, P. (Eds.), International handbook of selection and assessment. New York, NY: Wiley. Google Scholar
Finlay, W., & Coverdill, J. E. (2002). Headhunters: Matchmaking in the labor market. Ithaca, NY: Cornell University Press. Google Scholar
French, W. L. (1987). The personnel management process. Boston, MA: Houghton Mifflin. Google Scholar
Galaskiewicz, J., & Wasserman, S. (1989). Mimetic processes within an interorganizational field: An empirical test. Administrative Science Quarterly, 34, 454–479. Google Scholar
Grove, W., Zald, D., Lebow, B., Snitz, B., & Nelson, C. (2000). Clinical versus mechanical prediction: A meta-analysis. Psychological Assessment, 12, 19–30. Google Scholar
Harris, L. (2000). Procedural justice and perceptions of fairness in selection practice. International Journal of Selection and Assessment, 8, 148–157. Google Scholar
Highhouse, S. (2008). Stubborn reliance on intuition and subjectivity in employee selection. Industrial and Organizational Psychology, 1, 333–342. Google Scholar
Klehe, U.-C. (2004). Choosing how to choose: Institutional pressure affecting the adoption of personnel selection techniques. Journal of Selection and Assessment, 12, 315–330. Google Scholar
Klimoski, R., & Jones, R. G. (2008). Intuiting the selection context. Industrial and Organizational Psychology, 1, 352–354. Google Scholar
König, C. J., Klehe, U.-C., Berchtold, M., & Kleinmann, M. (2010). Reasons for being selective when choosing personnel selection procedures. International Journal of Selection and Assessment, 18, 17–27. Google Scholar
Kraut, A. I. (2009). It is not all our fault they don't invite us to the party. Industrial and Organizational Psychology, 2, 171–172. Google Scholar
Kuncel, N. R. (2008). Some new (and old) suggestions for improving personnel selection. Industrial and Organizational Psychology, 1, 343–346. Google Scholar
Latham, G. P., & Finnegan, B. J. (1993). Perceived practicality of unstructured, patterned, and situational interviews. In Schuler, H. (Ed.), Personnel selection and assessment: Individual and organizational perspectives (pp. 41–55). Hillsdale, NJ: Erlbaum. Google Scholar
Murphy, K. R., & Davidshofer, C. O. (1991). Psychological testing: Principles and applications (2nd ed.). Upper Saddle River, NJ: Prentice-Hall. Google Scholar
Oliver, C. (1991). Strategic responses to institutional processes. Academy of Management Review, 16, 145–179. Google Scholar
Ones, D. S., & Dilchert, S. (2009). How special are executives? How special should executive selection be? Observations and recommendations. Industrial and Organizational Psychology, 2, 163–170. Google Scholar
Pfeffer, J., & Salancik, G. R. (1978). The external control of organizations. New York, NY: Harper & Row. Google Scholar
Phillips, J. M., & Gully, S. M. (2008). The role of perceptions versus reality in managers' choice of selection decision aids. Industrial and Organizational Psychology, 1, 361–363. Google Scholar
Rubenzer, S. J., Faschingbauer, T. R., & Ones, D. S. (2000). Assessing the U.S. presidents using the revised NEO personality inventory. Assessment, 7, 403–420. Google Scholar
Rynes, S. L., Heneman, H. G., & Schwab, D. P. (1980). Individual reactions to organizational recruiting: A review. Personnel Psychology, 33, 529–542. Google Scholar
Schneider, B. (1972). Organizational climate: Individual preferences and organizational realities. Journal of Applied Psychology, 56, 211–217. Google Scholar
Schuler, H. (1992). Das multimodale einstellungsinterview [The multimodal employment interview]. Diagnostica, 38, 281–300. Google Scholar
Silzer, R. F. (2005). Playing three-dimensional chess: The complexity of executive success. Presentation at the SIOP Leading Edge Consortium: Leadership at the Top: The Selection, Globalization and Ethics of Executive Talent. St. Louis, Missouri.Google Scholar
Silzer, R., & Jeanneret, R. (2011). Individual psychological assessment: A practice and science in search of common ground. Industrial and Organizational Psychology, 4, 270–296.Google Scholar
Smalley, M. D. (2009). The executive job is kaput. Industrial and Organizational Psychology, 2, 173–176. Google Scholar
Smith, A. B., & Howard, A. (2009). Executive selection as a strategic business decision. Industrial and Organizational Psychology, 2, 144–150. Google Scholar
Spengler, P., White, M., Ægisdóttir, S., Maugherman, A., Anderson, L., Cook, R., et al. (2009). The meta-analysis of clinical judgment project: Effects of experience on judgment accuracy. The Counseling Psychologist, 37, 350–398. Google Scholar
Tolbert, P. S., & Zucker, L. G. (1983). Institutional sources of change in the formal structure of organizations: The diffusion of civil service reform, 1880–1935. Administrative Science Quarterly, 28, 22–39.Google Scholar