Chockalingam (Vish) Viswesvaran

Florida International University | FIU · Department of Psychology

Although we have many important areas of agreement with Sackett and colleagues, we must address two issues that form the backbone of their article "Revisiting the design of selection systems in light of new findings regarding the validity of widely used predictors." First, we explain why range restriction corrections in concurrent validation are ap...

Turnover among nurses has been recognized as a frequent and enduring problem in healthcare worldwide. The widespread nursing shortage has reached the level of a healthcare crisis. The COVID-19 pandemic has illustrated the importance of understanding the contributing factors of nurse turnover, and more importantly how to mitigate the problem. Using...

We report a meta-analytic examination of the value of five facets of family-friendly work environments (FFWEs) in reducing work/family conflict (WFC). Cumulation of 38 studies (total N = 13,605) suggests that facets of FFWE may provide less assistance to workers in managing WFC than one may hope, as none explained more than 7 percent of the varianc...

The use of social media in selection processes to gather information about job candidates is a heavily debated and controversial topic. However, research that focuses on whether applicant reactions differ when social networking sites (SNSs) are screened is limited. This study used a quasi-experimental design to examine perceptions of face validity,...

Purpose Although affective accounts of organizational justice theory have been offered, suggesting a role played by trait affectivity dimensions – trait positive affectivity (TPA) and trait negative affectivity (TNA) - in shaping applicant reactions to selection procedures, research in this area relies on cognitive information processing accounts o...

We report a systematic review and meta-analysis of studies examining the prospective relationship between therapeutic alliance and outcomes for youth ages 6 to 18 receiving intervention for internalizing disorders, with a primary aim to identify potential sources of heterogeneity. Twenty studies met criteria for the review and 18 studies met criter...

Purpose The psychological contract breach (PCB) literature has documented the negative effects of PCB on employee job attitudes and the variables that moderate (accentuate or mitigate) this relationship. Given that multiple variables together influence a subordinate’s PCB – job attitudes relationship, this paper aims to investigate a three-way inte...

Research has found that employees high in cooperative and persistent personality traits tend to engage in more contextual performance at work—extra-role behaviors that support and maintain organizational structure. In a between-subjects experiment, we examined whether descriptions of employees engaged in contextual performance affected inferences a...

Aims We explore the effects of four predictors of anxiety (work constraints, work/family conflict, verbal abuse, and negative team orientation) among nurses and their subsequent effects on job satisfaction and turnover intentions. We also examine the moderating effect of supervisor support on the relationship between job satisfaction and turnover i...

Organizations have great interest in controlling counterproductive work behaviors. In an effort to reduce the amount of counterproductivity among employees, professionals have turned to integrity tests – a non‐cognitive measure used worldwide for more than 60 years to identify individuals with a higher propensity to engage in counterproductive work...

Organizations have great interest in controlling counterproductive work behaviors. In an effort to reduce the amount of counterproductivity among employees, professionals have turned to integrity tests – a non‐cognitive measure used worldwide for more than 60 years to identify individuals with a higher propensity to engage in counterproductive work...

Por la pandemia del COVID-19 ha quedado clara la necesidad de trabajar en modalidad de teletrabajo para algunos puestos de en las administraciones públicas. Se hace necesaria alguna metodología que permita comprometer de forma pactada y razonable las acciones a realizar en dicha modalidad no presencial. Este trabajo pretende ayudar en esa tarea. En...

Organizations have great interest in controlling counterproductive work behaviors. In an effort to reduce the amount of counterproductivity among employees, professionals have turned to integrity tests—a non-cognitive measure used worldwide for more than 60 years to identify individuals with a higher propensity to engage in counterproductive work b...

Regulating individual expressions of faith: A balancing act for organizations - Volume 12 Issue 4 - David A. Beane, Chockalingam Viswesvaran

Although research into issues of conscientiousness bandwidth for personnel selection has compared global vs. facet validities using cross‐sectional designs, there has been an absence of longitudinal research. We provided the first empirical test of differential dynamicity between conscientiousness and its four facets across time, observing evidence...

We used meta‐analysis to advance our understanding of personality traits as antecedents of expatriate adjustment to international assignments and to test expatriate adjustment as a mediator linking the Five‐Factor Model (FFM) of personality to job performance and turnover intentions (k = 43; N = 7,007). Personality accounted for 20% of the variance...

Issues of trait bandwidth and trait-situation interactions have been scantly considered in the personality-job satisfaction literature. We addressed these gaps with respect to extraversion's major facets of enthusiasm and assertiveness. Consistent with expectations, only enthusiasm shared a direct relationship with job satisfaction. The assertivene...

We carried out a meta-analysis of perceived overqualification (POQ). Synthesizing twenty-five years of research (k = 61), we helped to clarify disparate and conflicting findings in the literature. Our results indicated that POQ was associated with job satisfaction (ρ = -.41), organizational commitment (ρ = -.35), turnover intentions (ρ = .37), job...

The lengthy and complex focal article by Tett, Hundley, and Christiansen (2017) is based on a fundamental misunderstanding of the nature of validity generalization (VG): It is based on the assumption that what is generalized in VG is the estimated value of mean rho ( $\bar{\rho}$ ). This erroneous assumption is stated repeatedly throughout the arti...

An important construct in Industrial, Work and Organizational (IWO) psychology, organizational behavior, and human resources management (personnel selection, training, and performance evaluation) in general, and personnel selection in particular, is the construct of job performance. Job performance is the most important dependent variable in IWO ps...

Workplace religious expression has become an intensely debated topic across news outlets and social media. However research on what constitutes acceptable vs unacceptable workplace religious display is sparse. At a time when EEOC claims involving religion are on the rise there is a clear need for study in this area. In this study participants in tw...

Measures of political skill have been shown to be significant predictors of job performance across a variety of occupations and have consistently been related to positive work-related behaviors and outcomes. A reliability generalization study was conducted on the Political Skill Inventory (PSI), currently the most frequently utilized measuring inst...

Popular and academic press alike have concluded that mindfulness significantly benefits healthy individuals as well as those suffering from physical and psychological problems. Workplace interventions, clinical therapies, and popular self-help programs aimed at enhancing mindfulness abound, and research has demonstrated the efficacy of such mindful...

In this commentary, we build on Bracken, Rose, and Church's (2016) definition stating that 360° feedback should involve “the analysis of meaningful comparisons of rater perceptions across multiple ratees, between specific groups of raters” (p. 764). Bracken et al. expand on this component of the definition later by stressing that “the ability to co...

This might be the most opportune time for Human Resource Management (HRM) to benefit from psychometric meta-analysis. Explosion of empirical research, often with conflicting results, hide important takeaways that can guide evidence-based applications of HRM. The science of HRM can turn to meta-analyses and meta-analytic thinking as the antidote to...

Integrity is a critically important individual differences construct and plays a central role in organizational sciences. Integrity tests have a long-standing history in the field of personality assessment. In this chapter, we review four different conceptualizations of how integrity test scores map into the personality domain as described by the w...

This study explores the correlates of multitasking ability, as measured by a commercially developed test that has been used for high stakes personnel selection contexts with more traditional predictors (i.e., personality and cognitive ability) in an organizational sample. Multitasking ability exhibited differential relationships with the cognitive...

Many studies have examined creative and innovative performance (CIP)–task performance, CIP–organizational citizenship behaviour (OCB), and CIP–counterproductive work behaviour (CWB) relationships in order to differentiate CIP from these established job performance dimensions. However, the overlap between CIP and these performance dimensions is stil...

All measurements must contend with unreliability. No measure is free of measurement error. More attention must be paid to measurement error in all psychological research. The problem of reliability is more severe when rating scales are involved. Many of the constructs in industrial–organizational (I–O) psychology and organizational behav-ior/human...

Measurement Error Obfuscates Scientific Knowledge: Path to Cumulative Knowledge Requires Corrections for Unreliability and Psychometric Meta-Analyses - Volume 7 Issue 4 - Chockalingam Viswesvaran, Deniz S. Ones, Frank L. Schmidt, Huy Le, In-Sue Oh

This paper provides a theoretical overview and empirical demonstration of Partial Least Squares Path Modeling (PLS) comparing it to Structural Equation Modeling (SEM). The two data analysis techniques share historical origins but differ in terms of underlying algorithms, which gives rise to other key differences: (a) the treatment of unexplained in...

We examined gender differences in five different types of clerical work sample exercises. Our results indicated that, overall, gender differences were minimal. However, there was substantial variability in gender differences across work sample exercises such that the magnitude and direction of gender differences depended on the constructs that each...

Analizamos las diferencias de género en cinco tipos distintos de ejercicios de muestras de trabajo administrativo. Los resultados indican que, en general, las diferencias de género eran mínimas. No obstante, había gran variabilidad en las diferencias de género en los ejercicios de muestras de trabajo en función de los constructos evaluados por cada...

This study examined the moderating role of polychronicity, the preference for multitasking, on the relationship between multitasking ability and performance. The results support the importance of fit in understanding the interaction between preference for and ability to multitask. The relationship between multitasking ability and an overall perform...

A national sample of attorneys were surveyed to investigate how characteristics of a rejected applicants’ claim affect attorney decisions to represent the claimant, have confidence in favorable claimant outcomes, determine claim credibility, and select legal action outcomes. Three variables were manipulated within rejected applicant claim vignettes...

Many studies have examined the stability of criterion-related validity coefficients across time. However, the majority of this research has been conducted using tests of cognitive ability and has neglected alternate predictor constructs and methods. For example, little research has considered the dynamicity of personality predictor validities and n...

The prevalence of individuals using social networking sites to stay connected has increased considerably in only a few years and the information posted is now being used by organizations for employee selection. The purpose of the current study was to investigating how differences on the Big Five Personality traits, honesty-integrity, and emotional...

This chapter describes measures of cognitive ability (general mental ability and specific abilities) and examines their usefulness for personnel selection. An overview of definitional and theoretical issues as they apply to use of such measures in personnel decision making is provided first. Then, issues of reliability of measures are discussed, ag...

Examination of the Van Iddekinge, Roth, Raymark, and Odle-Dusseau (2012) meta-analysis reveals a number of problems. They meta-analyzed a partial database of integrity test validities. An examination of their coded database revealed that measures coded as integrity tests and meta-analyzed as such often included scales that are not in fact integrity...

Multi-rater feedback systems are increasingly being used in organizations for assessment and development. Research suggests self-ratings are often uncorrelated with other-ratings, which has implications for ratee receptivity to feedback. Prior research suggests ratee personality may offer insight into selfother rating discrepancy. We explored the e...

Multi-rater feedback systems are increasingly being used in organizations for assessment and development. Research suggests self-ratings are often uncorrelated with other-ratings, which has implications for ratee receptivity to feedback. Prior research suggests ratee personality may offer insight into self-other rating discrepancy. We explored the...

Purpose The benefits of humor for general well‐being have long been touted. Past empirical research has suggested that some of these benefits also exist in the work domain. However, there is little shared understanding as to the role of humor in the workplace. The purpose of this paper is to address two main gaps in the humor literature. First, the...

Meta-analytic structural equations modeling is increasingly used in theory testing. There has been much debate when meta-analyzed correlation matrices are used in structural equations modeling on whether to use mean observed correlations (i.e., corrected only for sampling error) or correlations corrected for study artifacts such as unreliability in...

Usefulness in Prediction and Explanation Current and Future Directions for Individual Differences Workplace Applications References

• individual differences and real-world outcomes - cognitive abilities and personality; • individual differences at work - role that individual differences play in work settings; • usefulness of individual differences' attributes - in work settings, relationships documented for broad spectrum of behaviors and outcomes at work; • job performance, vi...

Learning is one of the main goals of any training program. Much research has focused on how learning may be enhanced through effective training design. We compiled the extant literature exploring the efficacy of five common pre-training interventions in promoting learning. Meta-analytic results (k = 159; total N = 13,684) reveal consistent positive...

This meta-analysis of 103 independent samples provides a comparative evaluation of the relationships associated with four emergent proactive constructs including proactive personality, personal initiative, voice, and taking charge. This study investigates comparative relationships among these focal proactive constructs and key organizational variab...

Survey results (N = 198) suggest emotional intelligence is a significant predictor of individual ethicality, perceptions of others’ethicality and perceptions that unethical behavior facilitates success. Importantly, emotional intelligence explains incremental variance in perceptions of others’ ethicality, over and above individual ethicality. The r...

Los resultados de este estudio (N = 198) sugieren que la inteligencia emocional es un predictor significativo de la eticidad individual, la percepción de la condición ética de los demás y la percepción de que el comportamiento no ético facilita el éxito. Especialmente, la inteligencia emocional muestra varianza añadida en la percepción de la condic...

This paper offers theoretical development clarifying the structure and function of collective job satisfaction and uses meta-analytic methods (k = 73) to examine the satisfaction–performance relationship when both constructs are construed at the work unit level. Overall, our results suggest that the relationship between unit-level job satisfaction...

The present study examined the measurement equivalence of a second-order factor model of emotional intelligence (EI). Using scores for 921 job applicants obtained during a personnel selection process, measurement equivalence of the Wong and Law Emotional Intelligence Scale (WLEIS) was tested across ethnic (Whites, Blacks, and Hispanics) and gender...

Work–family conflict can have a dramatic negative effect on organizational productivity. Accordingly, organizations are adopting initiatives aimed at assisting employees in achieving a balance between work and family (e.g., family-friendly work culture, supportive supervisors, work-family programs and policies, etc.). Research regarding the effecti...

This study used a Solomon four-group design to investigate the fakability of a widely used measure of emotional intelligence (EI). Administration instructions (faking/honest-response) and testing effects (pre-test/no pre-test) were the two conditions (i.e., 2 x 2) examined; two different Solomon four-group designs – one for fake-good instructional...

Cognitive ability (CA) or intelligence testing has been hailed "as the most practical contribution made to humanity by all of psychology" (Roberts, Markham, Matthews, & Zeidner, in press). Spearman's paper from 100 years ago, "General Intelligence, Objectively Determined and Measured," was the initial turning point in directing attention to the con...

The article reviews psychosocial treatments for phobic and anxiety disorders in youth. Using criteria from Nathan and Gorman (2002), 32 studies are evaluated along a continuum of methodological rigor. In addition, the treatments evaluated in each of the 32 studies are classified according to Chambless et al.'s (1996) and Chambless and Hollon's (199...

The article reviews the current status (1993-2007) of psychosocial treatments for children and adolescents who have been exposed to traumatic events. Twenty-one treatment studies are evaluated using criteria from Nathan and Gorman (2002) along a continuum of methodological rigor ranging from Type 1 to Type 6. All studies were, at a minimum, robust...

Emotional intelligence (EI) is thought to offer significant benefit to organizational productivity through enhanced employee performance and satisfaction, decreased burnout, and better teamwork. EI may also have implications for the incidence of counterproductive workplace behavior. Survey results suggest EI is a significant predictor of individual...

Personality constructs have been demonstrated to be useful for explaining and predicting attitudes, behaviors, performance, and outcomes in organizational settings. Many professionally developed measures of personality constructs display useful levels of criterion-related validity for job performance and its facets. In this response to Morgeson et...

With the increasing use of personality, several measurement issues have been raised. The papers included in the special section of this journal, across three issues, address some of these concerns. In this post-script, we summarize some of the major themes and conclusions that appear across papers published in the special issue. Questions around th...

In a sample of industrial job applicants, relationships among scores on an integrity test, a job knowledge measure, and maximal performance as assessed by a work sample measure were investigated. The observed correlation between the personality-based integrity test and maximal performance was .27, indicating that integrity tests can be predictive o...

Goal setting has been used in a variety of contexts in an effort to induce maximal effort and to facilitate greater performance outcomes than would otherwise be achieved through an individual's more typical efforts. Do pretraining goals induce trainees to maximize learning efforts in training? Does the type of goal matter? We meta-analytically cumu...

Four studies investigating labor market influences on personality scale scores of job applicants are presented. The first three studies examined whether or not job applicants from internal vs. external labor markets scored similarly on multiscale personality inventories used for personnel selection. Across three samples, data from external job appl...