Neil Robert Anderson

University of Bradford | UB · School of Management

Creativity and innovation in any organization are vital to its successful performance. The authors review the rapidly growing body of research in this area with particular attention to the period 2002 to 2013, inclusive. Conceiving of both creativity and innovation as being integral parts of essentially the same process, we propose a new, integrati...

This paper reports a comprehensive quantitative summary into applicant reactions to popular methods of employee selection. A detailed search of published and unpublished studies resulted in a final sample (k) of 38 independent samples covering 10 popular candidate assessment methods. Applicant reactions primary studies included samples from 17 coun...

In this review we argue that facilitators of innovation at the individual, group, and organizational levels have been reliably identified, and that validated process models of innovation have been developed. However, a content analysis of selected research published between 1997 and 2002 suggests a routinization of innovation research, with a heavy...

This article presents a meta-analysis of team-level antecedents of creativity and innovation in the workplace. Using a general input-process-output model, the authors examined 15 team-level variables researched in primary studies published over the last 30 years and their relation to creativity and innovation. An exhaustive search of the internatio...

The purpose of this study is first to explore the direct effects of team personality on team innovation implementation, using different operationalizations for team‐level conscientiousness and emotional stability. Second, although past research offers guidance for the role of team personality in shaping team climate, only a few empirical studies ha...

Despite evidence supporting the application of health and well-being policies and practices in the workplace, small and medium-sized enterprises (SMEs) still struggle to manage health at work. To address this gap, this research explores the role of a new occupational health (OH) adviceline assisting and managing health at work within SMEs. From our...

Considered as one of the cornerstones of work and organizational psychology, it is not surprising that the selection and recruitment literature is vast. In this review, we synthesize and integrate the findings from around 40 meta-analyses and literature reviews from the last decade to identify the most recent meta-trends and future research directi...

Cambridge Handbook of Personality Psychology

We present a targeted review of recent developments and advances in digital selection procedures (DSPs) with particular attention to advances in internet-based techniques. By reviewing the emergence of DSPs in selection research and practice, we highlight five main categories of methods (online applications, online psychometric testing, digital int...

By applying the lenses of institutional work, this study presents an empirical analysis on how agents create and manage a hybrid virtual organization to provide an innovative solution to the problem of the lack of occupational health (OH) services among small businesses. We specifically focus on how these actors exploit and balance the prescription...

Neue Produkte und Dienstleistungen werden heutzutage kaum noch von Einzelnen „erfunden“, sondern meistens von Projektteams erarbeitet. Inzwischen liegt eine ganze Reihe von Befunden darüber vor, welche gruppenbezogenen Faktoren die Innovativität von Projektteams beeinflussen, welche für die Projektpraxis bedeutsam sind.

The literature on individual differences in innovative work behavior reveals inconsistencies in the relations of personality traits and tenure on innovation at work. To provide greater clarity about the effects of these antecendents, this paper reports a study of the moderating effects of tenure on the associations of traits and innovative work beh...

Inclusive and discrimination-free personnel selection (IPS) is one of the most critical processes in the Human Resource Management system in inclusive organizations because it determines the efficiency of many other subsequent HRM practices (e.g., training, promotion, and turnover). IPS represents one of the critical “barriers to entry” for individ...

This article presents an integrative review of the rapidly growing body of research on trust in work teams. We start by analyzing prominent definitions of trust and their theoretical foundations, followed by different conceptualizations of trust in teams emphasizing its multilevel, dynamic, and emergent nature. We then review the empirical research...

Content: • Purpose: This study examined the extent to which procedural and distributive justice perceptions of promotional procedures could be used as a predictor of applicant work-related outcomes over time. • Design/Methodology: A three-time-point longitudinal design was used to assess applicant reactions: Time 1, before the promotion; Time 2,...

In Zeiten turbulenter, durch die globale Rezession ernsthaft angeschlagener Märkte ist es für Organisationen bedeutsam, zur Erlangung bzw. Aufrechterhaltung ihrer Wettbewerbsfähigkeit kontinuierlich zu innovieren. Ein Weg, organisationale Innovation zu steigern, besteht in der Rekrutierung und Auswahl innovativer Talente. Gemeint sind organisations...

In diesem Kapitel werden vier Hauptpunkte und -themen vertreten. Zum Ersten, dass eine natürliche Distanz zwischen den Berufsfeldern des wissenschaftlichen bzw. praktischen Bereichs der psychologischen Personalauswahl besteht. Die absolut wichtige, logische Folge davon ist, dass Vernetzungsmechanismen, die Informations- und Kommunikationskanäle und...

Symposium on Evidence-based leadership and how it can improve the success rate of innovation. Quantitative review of empirical evidence of effectiveness of different leadership styles.

Personnel selection and assessment (PSA) is an applied field of Work and Organizational Psychology used by organizations to decide which of the applicants for a job is the most appropriate for a particular position. This chapter is organized into four main sections. The first section starts with the ‘systems view’ of recruitment and selection, high...

This chapter seeks to clarify the definition of trust and its conceptualization specifically at the team or workgroup level, as well as discussing the similarities and differences between interpersonal and team level trust. Research on interpersonal trust has shown that individual perceptions of others trustworthiness and their willingness to engag...

We provide a comprehensive but critical review of research on applicant reactions to selection procedures published since 2000 (n = 145), when the last major review article on applicant reactions appeared in the Journal of Management. We start by addressing the main criticisms levied against the field to determine whether applicant reactions matter...

This study investigates the relationship between emotional intelligence (EI) and Total Sales Performance (TSP), and whether EI contributes to predicting the performance of sales professionals in Kuwait. The sample was 218 sales professionals working for 24 different car dealerships. An ability model of EI was measured using the Assessing Emotions S...

This study examines applicant reactions to ten popular selection methods in China. Using a sample of 294 graduates we found that Chinese applicants’ reactions were highly favorable for work sample tests, interviews, and written ability tests, whereas Guanxi (i.e., relying on personal contacts when applying for a job) and graphology were perceived a...

OBJECTIVE To adapt and validate the Team Climate Inventory scale, of teamwork climate measurement, for the Portuguese language, in the context of primary health care in Brazil. METHODS Methodological study with quantitative approach of cross-cultural adaptation (translation, back-translation, synthesis, expert committee, and pretest) and validatio...

The aim of this paper is to examine and clarify the nomological network of change and innovation (CI)-related constructs. A literature review in this field revealed a number of interrelated constructs that have emerged over the last decades. We examine several such constructs—innovation, creativity, proactive behaviours, job crafting, voice, taking...

There is criticism in the literature about the use of interrater coefficients to correct for criterion reliability in validity generalization (VG) studies and disputing whether .52 is an accurate and non-dubious estimate of interrater reliability of overall job performance (OJP) ratings. We present a second-order meta-analysis of three independent...

The field of applicant reactions has grown since the introduction of the original applicant reactions models over 20 years ago. In this chapter, we describe the theoretical basis for applicant reactions research. We further summarize the empirical findings about the antecedents and moderators of applicant reactions in affecting a range of outcomes...

In this study, we examine the structures of 10 personality inventories (PIs) widely used for personnel assessment by mapping the scales of PIs to the lexical Big Five circumplex model resulting in a Periodic Table of Personality. Correlations between 273 scales from 10 internationally popular PIs with independent markers of the lexical Big Five are...

Advances in information technology have transformed the practice of personnel selection, with internet-based selection procedures (IBSPs) now being widely implemented (Konradt, Warszta, & Ellwart, 2013). In this paper, technological factors and openness to experience have been incorporated into Gilliland’s (1993) justice-based model of applicant re...

A comprehensive meta‐analysis of two types of forced‐choice ( FC ) personality inventories (ipsative and quasi‐ipsative) across nine occupational groups (Clerical, Customer Service, Health Care, Managerial, Military, Police, Sales, Skilled Manual, and Supervisory) is reported. Quasi‐ipsative measures showed substantially higher operational validity...

Although assessment centers (AC) continue to spread to Asian countries, no published study exists that evaluates AC practices in an Asian country, and none within the largest populous country within the region of Indonesia. Therefore, we conducted an exploratory survey of Indonesian organizations to examine how ACs are designed, executed, implement...

This paper introduces the concept of user validity and provides a new perspective on the validity of interpretations from tests. Test interpretation is based on outputs such as test scores, profiles, reports, spreadsheets of multiple candidates' scores, etc. The user validity perspective focuses on the interpretations a test user makes given the pu...

Dieses Kapitel widmet sich der Rolle von Gruppen und Teams für Innovation in Organisationen. Dabei wird insbesondere auf die Bedeutung von Struktur- und Prozessmerkmalen von Gruppen und Teams und ihre Innovationsförderlichkeit bzw. -hinderlichkeit eingegangen. Die in diesem Kapitel diskutierte Literatur und Befunde legen nahe, dass insgesamt Prozes...

In Zeiten turbulenter, durch die globale Rezession ernsthaft angeschlagener Märkte ist es für Organisationen bedeutsam, zur Erlangung bzw. Aufrechterhaltung ihrer Wettbewerbsfähigkeit kontinuierlich zu innovieren. Ein Weg, organisationale Innovation zu steigern, besteht in der Rekrutierung und Auswahl innovativer Talente. Gemeint sind organisations...

In present-day organizations, new products and services are almost invariably not invented or developed by one individual, but by project teams. Research into innovation in project team has flourished, and we now know a lot about which factors affect innovative behavior, innovative processes, and innovative outcomes in project teams.

This study examines the evaluation of innovation in a wider competency framework and within a 360‐degree rating procedure among managerial‐level job holders. The total sample of 2,979 individuals consisted of 296 target employees and their 318 bosses, 1208 peers, 828 direct reports, and 329 others who provided ratings on a competency framework. The...

This paper reports findings from a survey into applicant reactions of working adults in Saudi Arabia. A sample of 193 participants from four job functions was obtained, with measures of organizational attractiveness, core‐self evaluation, and applicant reactions to four popular selection methods in the country – interviews, résumés, work sample tes...

Purpose The purpose of this paper is to contribute to the understanding of the HRM and organisational performance (OP) nexus by drawing attention to the complex interplay of internal and external factors affecting OP, and to further provide an integrated framework for the testing of this nexus. Design/methodology/approach Relevant literature is re...

There is an implicit undercurrent in the HRM literature that the role of present-day HR director has become ‘strategic’ as opposed to ‘routine’, as in the past. In this article, we empirically test these assertions in the context of the country of Jordan – a context within which little past research into HRM has been undertaken. The design includes...

The goal of this paper is to bridge the gap between research on job candidate attitudes and behavior and applied practice. We accomplish this objective by highlighting why candidate reactions matter, outlining the key research findings of research, reporting on international similarities as well as differences, and sharing a list of best practices.

Purpose – The majority of organizational newcomers have prior work experience. Organizational socialization tactics are less effective for such “experienced newcomers”, relative to graduate newcomers. Hence experienced newcomers tend to rely on their own actions to become socialized. The aim of this article is to assess and potentially extend the r...

This comment responds to the major issues raised by the papers of Anseel (2011) and Patterson and Zibarras (2011) as discussant commentaries to my keynote paper on perceived job discrimination (PJD) and applicant propensity to case initiation in employee selection. I respond first to the two main themes noted by these authors – (i) theoretical expl...

This paper develops and proposes the novel concept of perceived job discrimination (PJD) and a conceptual model of applicant propensity to case initiation (APCI) in employee selection. Distinguishing PJD from actual job discrimination (AJD) as traditionally viewed in selection, this paper puts forward a definition of PJD that emphasizes perceived u...

This article describes the development and validation of a multidimensional instrument designed to measure trust within teams. Trust is conceptualized as a latent variable resulting from distinct but related (formative) indicators, i.e., propensity to trust and perceived trustworthiness, which lead to (reflective) indicators, i.e., behaviours coope...

This study offers a new theoretical perspective on the unique nature and function of job satisfaction change, or systematic improvement or decline in job satisfaction over time. Using four diverse samples, we show that differences in the extent to which job satisfaction systematically improves or declines account for change in employees' "turnover...

A longitudinal study was designed to investigate relationships between socialization tactics, information acquisition, and attitudinal outcomes associated with successful organizational socialization. The research was conducted over three measurements with British Army recruits during their first 8 weeks of training. The key finding is the confirma...

One important question concerning personality measures used in pre-employment testing is whether different demographic groups exhibit different mean scores. The present study quantifies the magnitude of gender and ethnic group differences on three popular UK work-related personality inventories, using British data. The tests used were the British v...

This paper presents results into gender differences and potential adverse impact on Belbin's original BTRSPI. Based on a sample of 311 sales and customer service representatives (208 females, 103 males), a series of descriptive statistics, parametric and non-parametric tests are reported. Findings suggest significant differences between genders in...

In the present special issue new theoretical and empirical insights on applicant perceptions of selection procedures are provided. In this introductory editorial we address four primary goals. First, we introduce the reader to the topic of applicant perceptions and highlight key theoretical perspectives and past empirical findings. Second, we revie...

We have proposed that a dialectic perspective on innovation may serve well as a first step of an integrative framework for research on innovation and for effective practice. We would like to thank all commentators for their stimulating and challenging ideas and SIOP for enabling this dialog. In keeping with the process view inherent to dialectic th...

Abstract Innovation, the development and intentional introduction of new and useful ideas by individuals, teams, and organizations, lies at the heart of human adaptation. Decades of research in different disciplines and atdifferent organizational levelshave produced a wealth of knowledge,about how innovation emerges and the factors that facilitatea...

Within personnel selection there is an increasing emphasis on multi-level selection. However, while there are a range of psychometrically robust tools available for assessing person—job fit, substantially fewer are available for assessing person—team or person—organization fit. One of the few tools available for selecting for person—team fit is the...

Within personnel selection there is an increasing emphasis on multi-level selection. However, while there are a range of psychometrically robust tools available for assessing person-job fit, substantially fewer are available for assessing person-team or person-organization fit. One of the few tools available for selecting for person-team fit is the...

The failure to integrate training and socialization research has represented a significant shortcoming in our understanding of the effectiveness of organizational practices within these two domains. A survey of major British organizations was therefore undertaken to evaluate current practices in induction training, programme evaluation, and personn...

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