Key Publications

On this page, you find a list of my key publications. Click on the link to start downloading them.

““...My mind rebels at stagnation. Give me problems, give me work, give me the most abstruse cryptogram, or the most intricate analysis, and I am in my own proper atmosphere...” ”
— Sherlock Holmes (Conan Doyle), The Sign of Four.

In press

Berry, C. M., Lievens, F., & Zhang, C., & Sackett, P. R. (in press). Insights from an updated personnel selection meta-analytic matrix: Revisiting general mental ability tests’ role in the validity-diversity tradeoff. Journal of Applied Psychology.

This paper provides updated meta-analytic correlations across a wide range of predictors (with the addition of Situational Judgment Tests). As a key result, cognitive ability tests were no longer the primary driver of the validity-diversity trade-off.

2024

Herde, C. N., & Lievens, F. (2024). The chemistry between us: Illuminating complementarity patterns in interpersonal role play assessment via moment-to-moment analyses. Journal of Applied Psychology, 109, 534-550.

This paper zooms in on the interpersonal microcosmos that develops when candidates participate in interpersonal assessment exercises. We find that complementarity principles are consistently followed. Dominance leads to submissiveness and vice versa and (lack of) affiliation leads to (lack of) affiliation. Remote assessors do not seem to pick up these complementarity effects.

De Corte, W., Sackett, P. R., & Lievens, F. (2024). Designing Pareto-optimal selection systems for multiple minority subgroups and multiple criteria. Journal of Applied Psychology, 109, 513-533.

This paper extends current methods for designing Pareto-optimal selection systems to situations involving multiple criteria and multiple minority groups (i.e., multi-objective Pareto-optimal selection systems).

Mönke, F. W., Lievens, F., Hess, I., & Schäpers, P. (2024). Politics speak louder than skills: Political similarity effects in hireability judgments in multi-party contexts and the role of political interest. Journal of Applied Psychology, 109, 1-12.

This paper elaborates on the pervasive effects of information about someone’s political ideology on social media pages on cybervetting ratings about hireability.

2023

Sackett, P. R., Berry, C. M., & Lievens, F., & Zhang, C. (2023). Correcting for range restriction in meta-analysis: A reply to Oh et al. (2023). Journal of Applied Psychology, 108, 1311-1315.


Van Iddekinge, C. H., Lievens, F., & Sackett, P. R. (2023). Personnel selection: A review of ways to maximize validity, diversity, and the applicant experience. Personnel Psychology, 76, 651-686.

This paper reviews the current literature on personnel selection from a specific perspective. That is, how do decisions (use multiple selection procedures, contextualize procedure content, provide pre-test explanations, reveal target competencies, weight predictors and criteria, use artificial intelligence) affect validity, diversity, and applicant perceptions.

Herde, C.N., & Lievens, F. (2023). Multiple, speeded assessments under scrutiny: Underlying theory, design considerations, reliability, and validity. Journal of Applied Psychology, 108, 351-373.

This paper presents the theoretical background and evidence related to multiple, speeded (“flash”) role-play simulations. It answers questions such as: Do ratings based upon such multiple, short behavioral simulations reliably assess performance? Do they reveal information about participants’ cognitive ability and personality? Do they predict job-related performance (above traditional selection procedures)? And do multiple, speeded simulations outweigh their design and implementation costs in terms of utility?


Breil, S. M., Lievens, F., Forthmann, B., & Back, M. D. (2023). Interpersonal behavior in assessment center role-play exercises: Investigating structure, consistency, and effectiveness. Personnel Psychology, 76, 759-795.

Drawing on behaviour personality science this paper provides a detailed look on the kind of behaviours that are shown in assessment center exercises. Interestingly, the structure underlying behavioural differences in interpersonal exercises was represented by four broad behavioural constructs: agency, communion, interpersonal calmness, and intellectual competence. There was also more consistency in showing these behaviours than typically found in dimension ratings in assessment centers.


Van Iddekinge, C.H., Arnold, J.D., Aguinis, H., Lang, J.W.B., & Lievens, F. (2023). Work effort: A conceptual and meta-analytic review. Journal of Management, 49, 125-157.

This paper provides a much needed review of one of the most elusive OB constructs, work effort. We reviewed conceptualizations of effort and provided an integrated definition that views effort as a direct outcome of motivation that captures (a) what employees work on, (b) how hard they work, and (c) how long they persist in that work. In addition, we meta-analytically tested a nomological network to gain a better understanding of effort’s antecedents and outcomes.

2022

Sackett, P.R., Zhang, C., Berry, C.M., & Lievens, F. (2022). Revisiting meta-analytic estimates of validity in personnel selection: Addressing systematic overcorrection for restriction of range. Journal of Applied Psychology, 107, 2040-2068.

This paper revisits our meta-analyses on the most common selection and assessment procedures. So, finally, there are more accurate (because less overcorrected) estimates of the validity of our common selection procedures. Most selection procedures that ranked high previously remain high in rank. Yet, structured interviews are now the top-ranked approach and thus remove cognitive ability from the top spot.

Heimann, A.L., Ingold, P.V., Melchers, K., Lievens, F., Keen, G., & Kleinmann, M. (2022). Actions define a character: Assessment centers as behavior-focused personality measures. Personnel Psychology, 75, 675-705.

This paper provides evidence that assessment center exercises can be used for observing personality-based behaviours.

De Corte, W., Sackett, P. R., & Lievens, F. (2022). A comprehensive examination of the cross-validity of Pareto-optimal vs. fixed weights selection systems in the bi-objective selection context. Journal of Applied Psychology, 107, 1243-1260.

The above study presents much-needed evidence for the cross-validity potential of fixed weight versus Pareto-optimal selection systems in bi-objective selection situations where both the goals of diversity and quality are valued and the importance of the goals is undetermined a priori.

Lievens, F., Harrison, S., Mussel, P., & Litman, J. (2022). Killing the cat? A review of curiosity at work. Academy of Management Annals, 16, 179-216.

This paper provides a review of the last 20 years of research on curiosity in organisations and it aims to set the stage for the next 20 years of such research.

Li, H., Fan, J., Zhao, G., Wang, M., Zheng, L., Meng, H., Weng, Q., Liu, Y., & Lievens, F. (2022). The role of emotions as mechanisms of mid-test warning messages during personality testing: A field experiment. Journal of Applied Psychology, 107, 40-59.

The above study delves into mechanisms underlying mid-test warnings and shows that different emotions (anger, fear, and guilt) play differential roles for fakers and non-fakers on personality tests.

2020

Zhang, L., Van Iddekinge, C. H., Arnold, J. D., Roth, P., Lievens, F., Lanivich, S., Jordan, S.
(2020). What’s on job seekers’ social media sites? A content analysis and effects of structure on recruiter judgments and predictive validity. Journal of Applied Psychology, 105, 1530—1546.

Schäpers, P., Mussel, P., Lievens, F., König, C.J., Freudenstein, J.-P., & Krumm, S. (2020). The role of situations in Situational Judgment Tests: Effects on construct saturation, predictive validity, and applicant perceptions. Journal of Applied Psychology, 105, 808-818.

Dalal, R.S., Balca, A.B., & Lievens, F. (2020). Within-person job performance variability over short timeframes: Theory, empirical research, and practice. Annual Review of Organizational Psychology and Organizational Behavior, 7, 421-449.

2019

Lievens, F., Sackett, P. R., Dahlke, J., Oostrom, J. K., & De Soete, B. (2019). Constructed response formats and their effects on minority-majority differences and validity. Journal of Applied Psychology, 104, 715–726.

2018

Ingold, P. V., Dönni, M., & Lievens, F. (2018). A dual‐process theory perspective to better understand judgments in assessment centers: The role of initial impressions for dimension ratings and validity. Journal of Applied Psychology, 103, 1367– 1378.

Lievens, F., Lang J., De Fruyt, F., Corstjens, J., Van de Vijver, M., & Bledow. R. (2018). The predictive power of people's intraindividual variability across situations: Implementing Whole Trait Theory in assessment. Journal of Applied Psychology, 103, 753-771.

2017

Sackett, P.R., Lievens, F., Van Iddekinge, C., & Kuncel, N. (2017). Individual differences and their measurement: A review of 100 years of research. Journal of Applied Psychology, 102, 254-273.

Lievens, F., & Sackett, P.R. (2017). The effects of predictor method factors on selection outcomes: A modular approach to personnel selection procedures. Journal of Applied Psychology, 102, 43-66.

2016

Windscheid, L., Bowes-Sperry, L., Kidder, D., Cheung, H.K., Morner, M., & Lievens, F. (2016). Actions speak louder than words: Perceptions of diversity mixed messages. Journal of Applied Psychology, 101, 1329-1241.

Oliver, T., Hausdorf, P., Lievens, F., & Conlon, P. (2016). Interpersonal dynamics in assessment center exercises: Effects of role player portrayed disposition. Journal of Management, 42, 1044-1074.

Lievens, F., & Slaughter, J.E. (2016). Employer image and employer branding: What we know and what we need to know. Annual Review of Organizational Psychology and Organizational Behavior, 3, 407-440.

2015

Lievens, F., De Corte, W., & Westerveld, L. (2015). Understanding the building blocks of selection procedures: Effects of response fidelity on performance and validity. Journal of Management, 41, 1604-1627.

Lievens, F., Schollaert, E., & Keen, G. (2015). The interplay of elicitation and evaluation of trait-expressive behavior: Evidence in assessment center exercises. Journal of Applied Psychology, 100, 1169-1188.

Rockstuhl, R., Ang, S., Lievens, F., & Van Dyne, L. (2015). Putting judging situations into Situational Judgment Tests: Verbal protocols and incremental validity. Journal of Applied Psychology, 100, 464-480.

Krumm, S., Lievens, F., Hüffmeier, J., Lipnevich, A.A., Bendels, H., & Hertel, G. (2015). How “Situational” is Judgment in Situational Judgment Tests? Journal of Applied Psychology, 100, 399-416.

Anseel, F., Beatty, A., Shen, W., Lievens, F., & Sackett, P.R. (2015). How are we doing after 30 years? A meta-analytic review of the antecedents and outcomes of feedback-seeking behavior. Journal of Management, 41, 318-348.

Rupp, D. E., Hoffman, B. J., Bischof, D., Byham, W. Collins, L., Gibbons, A., Hirose, S., Kleinmann, M., Kudisch, J. D., Lanik, M., Jackson, D. J. R., Kim, M., Lievens, F., Meiring, D., Melchers, K. G., Pendit, V. G., Putka, D. J., Povah, N., Reynolds, D., Schlebusch, S., Scott, J., Simonenko, S., & Thornton, G. (2015). Guidelines and Ethical Considerations for Assessment Center Operations. Journal of Management, 41, 1244-1273.

2014

Slaughter, J.E., Christian, M.S., Podsakoff, N.P., Sinar, E.F., & Lievens, F. (2014). On the limitations of using Situational Judgment Tests to measure interpersonal skills: The moderating influence of employee anger. Personnel Psychology, 67, 847-885.

McCarthy, J.M., Van Iddekinge, C.H., Lievens, F., Kung, M.C., Sinar, E.F., & Campion, M.A. (2014). Do candidate reactions relate to job performance or affect criterion-related validity? A multi-study investigation of relations among reactions, selection test scores, and job performance. Journal of Applied Psychology, 98, 701-719.

Libbrecht, N., Lievens, F., Carette, B., & Côté, S.C. (2014). Emotional intelligence predicts success in medical school. Emotion, 14, 64-73.

Ellis, S., Carette, B., Anseel, F., & Lievens, F. (2014). Systematic reflection: Implications for learning from failures and successes. Current Directions in Psychological Science, 23, 67-72.

2013

Jansen, A., Melchers, K.G., Lievens, F., Kleinmann, K., Brändli, M., Fraefel, L., & König, C.J. (2013). Situation assessment as an ignored factor in the behavioral consistency paradigm underlying the validity of personnel selection procedures. Journal of Applied Psychology, 98, 326-341.

2010

Lievens, F., Sanchez, J.I., Bartram, D., & Brown, A. (2010). Lack of consensus among competency ratings of the same occupation: Noise or substance? Journal of Applied Psychology, 95, 562-571.

2009

Lievens, F., Buyse, T., & Sackett, P.R. (2009). The effects of response instructions on situational judgment test performance and validity in a high-stakes context. Journal of Applied Psychology, 94, 1095-1101.

Van Hoye, G., & Lievens, F. (2009). Tapping the grapevine: A closer look at word-of-mouth as a recruitment source. Journal of Applied Psychology, 94, 341-352.

Lievens, F., Ones, D.S., & Dilchert, S. (2009). Personality scale validities increase throughout medical school. Journal of Applied Psychology, 94, 1514-1535.

Anseel, F., & Lievens, F., & Schollaert, E. (2009). Reflection as a strategy to enhance task performance after feedback. Organizational Behavior and Human Decision Processes, 110, 23-35. (see also awards).

Lievens, F., Tett, R.P., & Schleicher, D.J. (2009). Assessment centers at the crossroads: Toward a reconceptualization of assessment center exercises. In J.J. Martocchio & H. Liao (Eds.), Research in Personnel and Human Resources Management (pp. 99-152). Bingley: JAI Press.

2008

Sackett, P.R., & Lievens, F. (2008). Personnel selection. Annual Review of Psychology, 59, 419-45.

Lievens, F., De Corte, W., & Schollaert, E. (2008). A closer look at the frame-of-reference effect in personality scale scores and validity. Journal of Applied Psychology, 93, 268-279.

Harris, M.M., Anseel, F., & Lievens, F. (2008). Keeping up with the joneses: A field study of the relationships between upward, downward, and lateral comparisons and pay level satisfaction. Journal of Applied Psychology, 93, 665-673.

2007

Lievens, F., Reeve, C.L., & Heggestad, E.D. (2007). An examination of psychometric bias due to retesting on cognitive ability tests in selection settings. Journal of Applied Psychology, 92, 1672-1682.

De Corte, W., Lievens, F., & Sackett, P.R. (2007). Combining predictors to achieve optimal trade-offs between selection quality and adverse impact. Journal of Applied Psychology, 92, 1380-1393.

Lievens, F., & Sackett, P.R. (2007). Situational judgment tests in high stakes settings: Issues and strategies with generating alternate forms. Journal of Applied Psychology, 92, 1043-1055.

Lievens, F., & Sanchez, J.I. (2007). Can training improve the quality of inferences made by raters in competency modeling? A quasi-experiment. Journal of Applied Psychology, 92, 812-819.

Sackett, P.R., Lievens, F., Berry, C.M., & Landers, R.N. (2007). A cautionary note on the effects of range restriction on predictor intercorrelations. Journal of Applied Psychology, 92, 538-544.

2006

Lievens, F., & Sackett, P.R. (2006). Video-based versus written situational judgment tests: A comparison in terms of predictive validity. Journal of Applied Psychology, 91, 1181-1188.

De Corte, W., Lievens, F., & Sackett, P.R. (2006). Predicting adverse impact and mean criterion performance in multi-stage selection. Journal of Applied Psychology, 91, 523-537.

Anderson, N., Lievens, F., Van Dam, K., & Born, M.P. (2006). A construct-driven investigation of gender differences in a leadership-role assessment center. Journal of Applied Psychology, 91, 555-566.

Lievens, F., Chasteen, C.S., Day, E.A., & Christiansen, N.D. (2006). Large-scale investigation of the role of trait activation theory for understanding assessment center convergent and discriminant validity. Journal of Applied Psychology, 91, 247-258.

2005

Lievens, F., Buyse, T., & Sackett, P.R. (2005). The operational validity of a video-based situational judgment test for medical college admissions: Illustrating the importance of matching predictor and criterion construct domains. Journal of Applied Psychology, 90, 442-452.

Lievens, F., Buyse, T., & Sackett, P.R. (2005). Retest effects in operational selection settings: Development and test of a framework. Personnel Psychology, 58, 981-1007.

2004

Lance, C.E., Lambert, T.A., Gewin, A.G., Lievens, F., & Conway, J.M. (2004). Revised estimates of dimension and exercise variance components in assessment center post-exercise dimension ratings. Journal of Applied Psychology, 89, 377–385.

Lievens, F., Sanchez, J.I., & De Corte, W. (2004). Easing the inferential leap in competency modeling: The effects of task-related information and subject matter expertise. Personnel Psychology, 57, 881-904.

2001

Lievens, F., & Conway, J.M. (2001). Dimension and exercise variance in assessment center scores: A large-scale evaluation of multitrait–multimethod studies. Journal of Applied Psychology, 86, 1202–1222.

Lievens, F. (2001). Assessor training strategies and their effects on accuracy, inter-rater reliability, and discriminant validity. Journal of Applied Psychology, 86, 255-264. (see also awards)

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