Other Research

On this page, my publications about a variety of other HR and OB related topics can be downloaded.

Adaptability

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., & Oliver, T. (2014). Conceptualizing and assessing interpersonal adaptability: Towards a functional framework In: D. Chan (Ed.) Responding to changes at work: New directions in research on individual adaptability (pp. 52-72). Organizational and Management Series, Taylor & Francis Group.

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.

Applicant Perceptions

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.

Harris, M.M., Lievens, F., & Van Hoye, G. (2004). “I think they discriminated against me”: Using prototype theory and organizational justice theory for understanding perceived discrimination in selection and promotion decisions. International Journal of Selection and Assessment, 12, 54-65.

Harris, M.M., Van Hoye, G., & Lievens, F. (2003). Privacy and attitudes towards Internet-based selection systems: A cross-cultural comparison. International Journal of Selection and Assessment, 11, 230-236.

Lievens, F., De Corte, W., & Brysse, K. (2003). Applicant perceptions of selection procedures: The role of selection information, belief in tests, and comparative anxiety. International Journal of Selection and Assessment, 11, 67-77.

Employment Interviews

Rogiers, S., Corneillie, E., Lievens, F., Anseel, F., Veelaert, P., & Philips, W. (2022). Distinctive features of nonverbal behavior and mimicry in application interviews through data analysis and machine learning. Machine Learning With Applications, 9, 100318.

Wilhelmy, A., Kleinmann, M., Melchers, K.G., & Lievens, F. (2019). What do consistency and personableness in the interview signal to applicants? Investigating indirect effects on organizational attractiveness through symbolic organizational attributes. Journal of Business and Psychology, 34, 671-684.

De Kock, F., Lievens, F., & Born, M. (2020). The profile of the ‘Good Judge’ in HRM: A systematic review and agenda for future research. Human Resource Management Review, 30, 1-21.

De Kock, F., Lievens, F., & Born, M. (2017). A closer look at the measurement of dispositional reasoning: Dimensionality and invariance across assessor groups. International Journal of Selection and Assessment, 25, 240-252.

De Kock, F., Lievens, F., & Born, M. (2015). An in-depth look at dispositional reasoning and interviewer accuracy. Human Performance, 28, 199-221.

Posthuma, R.A., Levashina, J., Lievens, F., Schollaert, E., Tsai, W.C., Wagstaff, M.F., & Campion, M.A. (2014). Comparing employment interviews in Latin America with other countries. Journal of Business Research, 67, 943-951.

Melchers, K.G., Klehe, U., Richter, G.M., Kleinmann, M., König, C.J., & Lievens, F. (2009). “I know what you want to know”: The impact of interviewees’ ability to identify criteria on interview performance and construct-related validity. Human Performance, 22, 355-374.

Lievens, F., & Peeters, H. (2008). Interviewers’ sensitivity to impression management tactics in structured interviews. European Journal of Psychological Assessment, 24, 174-180.

Peeters, H., & Lievens, F. (2006). Verbal and nonverbal impression management tactics in behavior description and situational interviews. International Journal of Selection and Assessment, 14, 206-222.

Lievens, F., & De Paepe, A. (2004). An empirical investigation of interviewer-related factors that discourage the use of high structure interviews. Journal of Organizational Behavior, 25, 29-46.

Adverse Impact

Lievens, F., Sackett, P.R., & De Corte, W. (2022). Weighting admission scores to balance predictiveness-diversity: The Pareto-Optimization approach. Medical Education, 56, 151-158.

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, 40-59.

De Corte, W., Sackett, P. R., & Lievens, F. (2020). Robustness, sensitivity and sampling variability of Pareto-Optimal selection system solutions to address the quality-diversity trade-off. Organizational Research Methods, 23, 535-568.

Lievens, F. (2015). Diversity in medical admission: Insights from personnel recruitment and selection. Medical Education, 49, 11-14.

De Corte, W., Sackett, P.R., & Lievens, F. (2011). Designing Pareto-optimal selection systems: Formalizing the decisions required for selection system development. Journal of Applied Psychology, 96, 907-926.
To download the software program, click here.

De Corte, W., Sackett, P.R., & Lievens, F. (2010). Selecting predictor subsets considering validity and adverse impact. International Journal of Selection and Assessment, 18, 206-270.
To download the software program, click here.

Sackett, P.R., De Corte, W., & Lievens, F. (2009). Decision aids for addressing the validity-adverse impact tradeoff (pp. 453-472). In J. Outtz (Ed.) Adverse Impact: Implications for Organizational Staffing and High Stakes Selection. SIOP Frontiers Series, Lawrence Erlbaum.

Sackett, P.R., De Corte, W., Lievens, F. (2008). Pareto-optimal predictor composite formation: A complementary approach to alleviating the selection quality/adverse impact dilemma. International Journal of Selection and Assessment, 16, 206-209.
To download the software program, click here.

De Corte, W., Lievens, F., & Sackett, P.R. (2008). Validity and adverse impact potential of predictor composite formation. International Journal of Selection and Assessment, 16, 183-194. To download the software program, click here.

Myors, B., Lievens, F., Schollaert, E., & Van Hoye, G., Cronshaw, S.F., Mladinic A., Rodríguez V., Aguinis, H., Steiner, D.D., Rolland, F., Schuler, H., Frintrup, A., Nikolaou, I., Tomprou, M., Subramony S., Raj, S.B. ,Tzafrir, S., Bamberger, P., Bertolino, M., Mariani, M., Fraccaroli, F., Sekiguchi, T., Onyura, B., Yang, H., Anderson, N., Evers, A., Chernyshenko, O., Englert, P., Kriek, H.J., Joubert, T., Salgado, J.F., König, C.J., Thommen, L.A., Chuang, A., Sinangil, H.K., Bayazit, M., Cook, M., Shen, W., & Sackett, P.R. (2008). International perspectives on the legal environment for selection. Industrial and Organizational Psychology: Perspectives on Science and Practice, 1, 206-246.

Myors, B., Lievens, F., Schollaert, E., & Van Hoye, G., Cronshaw, S.F., Mladinic A., Rodríguez V., Aguinis, H., Steiner, D.D., Rolland, F., Schuler, H., Frintrup, A., Nikolaou, I., Tomprou, M., Subramony S., Raj, S.B. ,Tzafrir, S., Bamberger, P., Bertolino, M., Mariani, M., Fraccaroli, F., Sekiguchi, T., Onyura, B., Yang, H., Anderson, N., Evers, A., Chernyshenko, O., Englert, P., Kriek, H.J., Joubert, T., Salgado, J.F., König, C.J., Thommen, L.A., Chuang, A., Sinangil, H.K., Bayazit, M., Cook, M., Shen, W., & Sackett, P.R. (2008). Broadening international perspectives on the legal environment for personnel selection. Industrial and Organizational Psychology: Perspectives on Science and Practice, 1, 266-270.

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.
To download the software program, click here.

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.
To download the software program, click here.

De Corte, W., & Lievens, F. (2005). The risk of adverse impact in selections based on a test with known effect size. Educational and Psychological Measurement, 65, 737-758.
To download the software program, click here.

De Corte, W. & Lievens, F. (2003). Quality and adverse impact of selection decisions: A practical procedure to estimate the quality and the adverse impact of single-stage selection decisions. International Journal of Selection and Assessment, 11, 89-97.
To download the software program, click here.

Van Hoye, G., & Lievens, F. (2003). The effects of sexual orientation on hirability ratings: An experimental study. Journal of Business and Psychology, 18, 15-30.

Job Analysis & Competency Modeling

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.

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.

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.

Selection & the Internet

These articles deal with assessment technology. Examples involve Unproctored Internet Testing, scraping of social media, etc.

Mönke, F.W., Roulin, N., Lievens, F., Bartosse, M.T., & Schäpers, P. (in press). Validity of social media assessments in personnel selection: A systematic review of the initial evidence. European Journal of Psychological Assessment.

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.

Lievens, F., & Van Iddekinge, C. (2016). Reducing the noise from scraping social media content: Some evidence-based recommendations. Industrial and Organizational Psychology – Perspectives on Science and Practice, 9, 660-666.

Lievens, F., & Burke, E. (2011). Dealing with the threats inherent in Unproctored Internet Testing of cognitive ability: Results from a large-scale operational test program. Journal of Occupational and Organizational Psychology, 84, 817-824.

Lievens, F. (2006). The ITC Guidelines on Computer-based and Internet-delivered Testing: Where do we go from here? International Journal of Testing, 6, 189-194.

Lievens, F., & Harris, M.M. (2003). Research on Internet recruitment and testing: Current status and future directions. In C.L. Cooper & I.T. Robertson (Eds.) International Review of Industrial and Organizational Psychology vol. 18. Chicester, England: John Wiley.

Career, Reflection, & Feedback Seeking

Anseel, F., Strauss, K., & Lievens, F. (2017). How future work selves guide feedback seeking and feedback responding at work (pp. 294-318). In: D.L. Ferris, R.E. Johnson, & C. Sedikides (Eds). The Self at Work. SIOP Organizational Frontiers Series. Taylor & Francis Group.

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.

Wang, X., Weng, X., McElroy, J.C., Ashkanasy, N.M., & Lievens, F. (2014). Organizational career growth and subsequent voice behavior: The role of affective commitment and gender. Journal of Vocational Behavior, 84, 431-441.

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.

Carette, B., Anseel, F., & Lievens, F. (2013). Does career timing of challenging job assignments influence the relationship with in-role job performance? Journal of Vocational Behavior, 83, 61–67.

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).

Anseel, F., & Lievens, F. (2009). The mediating role of feedback acceptance in the relationship between feedback and attitudinal and performance outcomes. International Journal of Selection and Assessment, 17, 362-376.

Anseel, F., Lievens, F., Levy, P. (2007). A self-motives perspective on feedback-seeking behaviour: Linking organizational behaviour and social psychology research. International Journal of Management Reviews, 9, 211-236.

Anseel, F., & Lievens, F. (2007). The long-term impact of the feedback environment on job satisfaction: A field study in a Belgian context. Applied Psychology: An International Review, 56, 254-266.

Anseel, F., & Lievens, F. (2007). The relationship between uncertainty and desire for feedback: A test of competing hypotheses. Journal of Applied Social Psychology, 37, 1007-1040.

Anseel, F., & Lievens, F. (2007). An examination of strategies for encouraging feedback interest after career assessment. Journal of Career Development, 33, 250-268.

Anseel, F., & Lievens, F. (2006). A within-person perspective on feedback seeking about task performance. Psychologica Belgica, 46, 269-286.

Anseel, F., & Lievens, F. (2006). Certainty as a moderator of feedback reactions? A test of the strength of the self-verification motive. Journal of Occupational and Organizational Psychology, 79, 533-551.

Pay Comparisons & Pay Satisfaction

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.

Lievens, F., Anseel, F., Harris, M.M., & Eisenberg, J. (2007). Measurement invariance of the pay satisfaction questionnaire across three countries. Educational and Psychological Measurement, 67, 1042-1051.

Methodology

Krumm, S., Hüffmeier, J., & Lievens, F. (2019). Experimental test validation: Examining the path from test elements to test performance. European Journal of Psychological Assessment, 35, 225-232.

Anseel, F., Lievens, F., Schollaert, E., & Choragwicka, B. (2010). Response rates in organizational science, 1995-2008: A meta-analytic review and guidelines for survey researchers. Journal of Business and Psychology, 25, 335-349.

De Beuckelaer, A., & Lievens, F. (2009). Measurement equivalence of paper-and-pencil and Internet organizational surveys: A large scale examination in 16 countries. Applied Psychology: An International Review, 58, 336-361.

De Beuckelaer, A., Lievens, F., & Swinnen, G. (2007). Measurement equivalence in the conduct of a global organizational survey across countries in six cultural regions. Journal of Occupational and Organizational Psychology, 80, 575-600.

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.

Conway, J.M., Lievens, F., Scullen, S.E., & Lance, C.E. (2004). Bias in the correlated uniqueness model for MTMM data. Structural Equation Modeling, 11, 535-559.

Misc

Ohlms, M.L., Melchers, K.G., & Lievens, F. (in press). It's just a game! Effects of fantasy in a storified test on applicant reactions. Applied Psychology: An International Review.

Lievens, F., Sackett, P.R., & Zhang, C. (2021). Personnel selection: A longstanding story of impact at the individual, firm, and societal level. European Journal of Work and Organizational Psychology, 30, 444-455.

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.

Lievens, F., & Corstjens, J. (2018). New approaches to selection system design in healthcare: The practical and theoretical relevance of a modular approach (pp. 167-192). In: F. Patterson & L. Zibarras. Selection and Recruitment in the Healthcare Professions: Research, Theory and Practice. Palgrave McMillan.

Anseel, F., Carette, B., Lang, J.W.B., & Lievens, F. (2014). The move to business schools: How is I/O Psychology holding up in Europe? Industrial and Organizational Psychology – Perspectives on Science and Practice, 7, 365-370.

De Beuckelaer, A., Lievens, F., & Bücker, J. (2012). The role of faculty members’ cross-cultural competencies in perceived teaching quality: Evidence from culturally-diverse classes in four European countries. Journal of Higher Education, 83, 217-248.

Buyse, T., Lievens, F., & Martens, L. (2010). Admission systems to dental school in Europe: A closer look at Flanders. European Journal of Dental Education, 14, 215-220.

Lievens, F., & Conway, J.M., & De Corte, W. (2008). The relative importance of task, citizenship, and counterproductive performance to job performance ratings: Do rater source and team-based culture matter? Journal of Occupational and Organizational Psychology, 81, 11-27.

Lievens, F., & De Corte, W. (2008). Development and test of a model of external organizational commitment in human resources outsourcing. Human Resource Management, 47, 559-579.

Anseel, F., & Lievens, F. (2007). From six to one degree of separation (and back): I-O Psychology in Belgium. The Industrial - Organizational Psychologist, 44, 69-73.

Lievens, F., Highhouse, S., & De Corte W. (2005). The importance of traits and abilities in supervisors’ hirability decisions as a function of method of assessment. Journal of Occupational and Organizational Psychology, 78, 453-470.

Lievens, F., & Anseel, F. (2004). Confirmatory factor analysis and invariance of an organizational citizenship behavior measure across samples in a Dutch-speaking context. Journal of Occupational and Organizational Psychology, 77, 299-306.

Lievens, F., Van Geit, P., & Coetsier, P. (1997). Identification of transformational leadership qualities: An examination of potential biases. European Journal of Work and Organizational Psychology, 6, 415-430.

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