Ute-Christine Klehe

Ute-Christine Klehe
Justus-Liebig-Universität Gießen | JLU · Department of Psychology

PhD (University of Toronto)

About

102
Publications
77,991
Reads
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3,187
Citations
Introduction
CAREER SELF-MGT Career transitions require career self-managemt (exploring, planning, …). Longitudinal quanti- & qualitative studies address antecedents, processes, interventions, & outcomes. JOB SEARCH: IDENTITY THREAT & SELF-REGULATION A fruitless job-hunt is tough to bear and to sustain. Qualitative studies address coping with identity threat (among older job seekers, refugees), longitudinal surveys study links between external factors (e.g., meta-stereotypes), job seekers’ employability, job search, & reemployment. PERSONNEL SELECTION: EMOTIONS, COGNITIONS, & BEHAVIOR During selection, applicants need to present themselves. We study antecedents, processes & consequences of self-presentation by combining ideas on candidates’ ATIC, trait activation, authenticity & stereotype threat.
Additional affiliations
October 2011 - present
Justus-Liebig-Universität Gießen
Position
  • Professor (Full) of work and organizational psychology
July 2005 - September 2011
University of Amsterdam
Position
  • Research Assistant
January 2004 - June 2005
University of Zurich
Position
  • Research Assistant

Publications

Publications (102)
Article
Full-text available
Research on career adaptability has mainly relied on a variable-centered approach, focusing on the average effects of its four resource dimensions (i.e., concern, control, confidence, and curiosity) in relation to antecedents and outcomes within a given sample. A complementary approach is person-centered research (i.e., mixture models). Following 9...
Preprint
The present study explored the feasibility of data assessment from refugees in Germany via social networking sites (N = 127). A paper/pencil approach revealed that almost ninety percent can be reached via Facebook or Instagram. Level of migration forcedness did not vary dependent on whether respondents had an account.
Article
Skilled migrants constitute a significant and growing population in our knowledge economy, as they self‐initiate international careers in search of permanent resettlement. Yet, once in the new country, many skilled migrants face dire disappointments in that the jobs offered to them often fall short of their training and aspirations. The current qua...
Article
Job search is a demanding and often demotivating process, challenging job-seekers’ self-regulation. Particularly, mature-aged job seekers face lower reemployment chances – and may benefit from strategies known from the lifespan literature. The current study examined whether and when the use of aging strategies (elective selection, loss-based select...
Article
Full-text available
Impression management (IM), especially deceptive IM (faking), is a cause for concern in selection interviews. The current study combines findings on lie detection with signaling theory to address how candidates’ deceptive versus honest IM shows in verbal deception cues, which then relate to interview ratings of candidates’ interview performance. Af...
Article
Career adaptability as a resource and adaptation as a process are essential concepts in career research and counseling, inspired by and building on a long tradition in vocational psychology. Career proactivity, a sub-facet of proactive work behavior in general, comes from industrial- and organizational psychology and is grounded in the literature o...
Article
A successful school-to-work transition is an important yet challenging step in graduates' careers. Unfortunately, most interventions found to help students master this transition are too elaborate and time consuming to scale-up to student cohorts, as they require multiple sessions and/or one-on-one counseling. In this study, we answer to the call f...
Chapter
Human rights are, in many instances, at stake in the working domain. In this chapter, we introduce the reader to those aspects of the labour market and in companies that build on and can violate human rights. By doing so, we focus on those rights stated in the 1948 Universal Declaration of Human Rights (UDHR) of the United Nations that primarily af...
Article
Full-text available
While social science has substantially documented the individual experience of unemployment, less is known about the role of contextual variables. One contextual factor that is important for unemployed job seekers is the unemployment insurance (UI) that they receive. This study examines the relationships between job seeker perceptions of UI generos...
Article
Full-text available
This paper proposes interaction analysis as an alternative scoring procedure in assessment centers (ACs). Interaction analysis allows for a more fine-grained scoring approach by which candidate behaviors are captured as they actually happen, thus avoiding judgment errors typically associated with traditional scoring procedures. We describe interact...
Presentation
The presentation deals with the question whether and how applicants' faking can influence their reactions to specific selection procedures. In a mock selection setting, we tested a mediation model proposing a direct positive effect of faking on applicant reactions and a negative indirect effect mediated via inauthenticity. The results confirmed our...
Article
Full-text available
Much research has sought to understand how people construct their careers; however, only little is known about the career construction of older workers. To understand how people construct their careers in later life, we take a lifespan development perspective on career construction theory. Specifically, we propose and test a model in which we take...
Article
Full-text available
Even though empirical research and unemployment statistics reveal that older workers face longer unemployment periods compared to younger or middle-aged workers, the job search process among older workers is not well understood. In addressing this knowledge gap, the present paper presents a conceptual model of job search and (re)employment from a l...
Chapter
Die schnellen, beispielsweise technologischen Veränderungen und zunehmende Globalisierung in der heutigen Arbeitswelt haben nicht nur Auswirkungen auf die Unternehmen, sondern ziehen auch direkte Konsequenzen für alle Personen auf dem Arbeitsmarkt nach sich. Insbesondere die Unsicherheit in Bezug auf Beschäftigungsverhältnisse, die Zunahme von Wiss...
Conference Paper
We propose and test a model on older workers’ career adaptability and aging experience (i.e., physical loss, social loss, personal growth, and gaining self-knowledge) as relevant factors shaping their late career planning. Moreover, we explore whether these relationships will be mediated by older workers’ occupational future time perspective. We te...
Chapter
Full-text available
Kersting, M. & Klehe, U.-C. (2018). Personalauswahl und -beurteilung: Eine integrative Perspektive. In: S. Greif. & K.C. Hamborg, (Hrsg.), Enzyklopädie der Psychologie. Themenbereich B, Serie III, Band 3, Methoden der Arbeits-, Organisations- und Wirtschaftspsycholgie (S. 81-144). Göttingen: Hogrefe.
Article
This qualitative study, derived from 36 interviews with refugees in Germany, contributes to the literature on career construction theory by exploring career adaptation in the context of forced migration. We focus on the complexity of refugees' adaptive coping responses and study how refugees resort to and develop these adaptive responses in the hos...
Article
In today's world of work, workers need to adapt their careers to ever-changing demands and circumstances, a possible challenge for employees of traditionally stable organizations. This raises the call for efficient and effective interventions that support employees in this adaptation. In the current study we present and validate a scalable interven...
Book
The Oxford Handbook of Job Loss and Job Search offers a first comprehensive and timely overview of the state of the art thinking and empirical knowledge in the areas of job loss and job search. Multidisciplinary in nature, the 31 chapters in this handbook offer insights into the diverse theoretical and methodological perspectives from which job los...
Article
Faking has been a concern in selection research for many years. Many studies have examined faking in questionnaires while far less is known about faking in selection exercises with higher fidelity. This study applies the theory of planned behavior (TPB, Ajzen, 1991) to low- (interviews) and high-fidelity (role play, group discussion) exercises, tes...
Article
Trying to re-establish their lives in a host country, refugees face multiple integration barriers in relation to work and society. This study, derived from 31 semi-structured interviews with refugees residing in Germany, explores how these barriers also threaten refugees' fundamental identity needs for worth, distinctiveness, continuity, and contro...
Article
Full-text available
Small business growth is critical for economic development and poverty reduction in emerging markets, yet there remains an over $2 trillion gap in financing these entrepreneurs. This study explores the potential of personality assessments to help lenders solve this problem and lend to more entrepreneurs and contributes to psychological selection re...
Chapter
Full-text available
Self-efficacy is a person’s belief in his or her capability to successfully perform a particular task or attain a targeted outcome. Together with the goals that people set and their habits, self-efficacy is one of the most powerful motivational predictors of how well a person will perform at almost any endeavor. Self-efficacy is a strong determinan...
Article
Today's workers often need to adapt their careers in the face of looming career transitions, i.e., they need to be concerned about and to have a sense of control over the progress of their careers, be confident that they are able to master the career-related challenges ahead, and remain curious about alternative career options. This can become an i...
Article
Full-text available
Purpose The purpose of this paper is to explore how disadvantaged young adults construct a positive work-related identity in their transition from unemployment to employment, and what enables or constrains a successful transition. Design/methodology/approach The authors conducted semi-structured interviews with 29 apprentices of a reemployment pro...
Article
Job seekers can have different motivations to search for jobs. Some search to find a better job, others because reemployment guidance stimulates them to do so. Understanding how reemployment guidance impacts these different types of job search motivation, and how these types of motivation impact job search behavior, is important in fully comprehend...
Article
Past research suggests that transparency during personnel selection procedures, that is, revealing to candidates the dimensions on which their performance is being assessed, increases both fairness and candidates’ performance. Two experiments challenge this assumption and propose that this effect only holds for nonthreatening performance dimensions...
Article
Job loss and job search are traumatic experiences for mature-aged workers, also because of the threats that these experiences entail to workers' self-concepts and identities. We investigate how job loss threatens such self-definitions, how mature-aged workers cope with self-definition threats, and whether coping can be conducive to psychological gr...
Article
Compulsory reemployment courses aim to increase unemployed people's chances of reemployment by enhancing their employability and job search activities. However, the course outcomes vary greatly. This study examined the conditions and mechanisms that influence the outcomes of reemployment courses. In a two-wave study of 643 participants, we assessed...
Article
Full-text available
It has been argued that those applicants who have the ability to identify what kind of behavior is evaluated positively in a personnel selection situation can use this information to adapt their behavior accordingly. Even though this idea has been tested for assessment centers and structured interviews, it has not been studied with regard to integr...
Article
In this theory paper, we aim to complement the substantial career success literature with the concept of managerial career demise, defined as a distinct and unwanted downturn in the trajectory of a manager’s valued career opportunities, status, income, and satisfaction. We develop a model of managerial career demise as a function of a manager’s dim...
Article
Employability and the pursuit of reemployment success Employability and the pursuit of reemployment success Searching for a job often does not suffice when searching for suitable first time employment and reemployment. This paper discusses how employability and its underlying factors (adaptability, human capital, social capital and career identity)...
Article
Full-text available
University business schools are increasingly adopting an international outlook as they compete for students who are aiming for global careers. A natural consequence of university internationalization is the need to internationalize the academic workforce, resulting in increasing attention on, and recognition for, the academic with international tea...
Article
Full-text available
Candidates’ assertive impression-management (IM) behaviors affect performance ratings during selection interviews, a finding that has caused some concern about selection interviews’ objectivity and accuracy. Similar effects have been proposed for assessment centers, yet research on IM in assessments centers is rare and inconclusive. This study uses...
Chapter
We often associate job search with job loss, an adverse and often traumatic experience with dire consequences to individuals, their families, and societies overall. Yet job search happens far more often in better circumstances, such as when people start out on their careers, move between jobs, or follow less traditional career paths. In either case...
Chapter
Volatile economic and labor market circumstances have significant effects on the development of people’s work careers; thus recent literature on careers has started to take into account the reality of increasingly unpredictable, nonlinear, and inherently uncertain careers. In this chapter we argue that careers in the new economy require, first, tha...
Chapter
Older workers are often shielded from job loss by high tenure, yet are struck particularly harshly when seeking reemployment after job loss. This article combines earlier research on coping with job loss and job search with insights on employability for older workers. We outline the situation of older workers, highlighting their vulnerability to po...
Article
Career exploration and identity are core aspects of numerous models about the factors that it takes to successfully direct and manage one�s career. Yet, the research on career exploration and career identity often relies on a number of basic assumptions that still await empirical examination. Among these are assumptions about a planful process un...
Article
Job-seekers are attracted to organizations if they perceive fit between their personal values and those of an organization. It is often assumed that people's person–organization (PO) fit perceptions reflect an overall comparison between the person and the organization: fits on values that are personally attractive, aversive, or relatively neutral a...
Article
Unemployment bears many negative consequences for both individuals and societies. Particularly the long-term unemployed face poor chances of finding reemployment, and many recommendations issued in the regular unemployment literature may not apply to them. Therefore, the current study investigates whether employability (Fugate et al., 2004) may hel...
Article
Multitasking has become an important skill in many jobs. Still, the predictive validity of job‐applicants’ multitasking abilities has rarely been tested empirically. The current study focuses on the multitasking ability of call center applicants. Results from a Dutch call center show that applicants’ multitasking ability as assessed during personne...
Article
Full-text available
Many organizations employ the services of third party recruiters in order to find suitable candidates for their free positions. Yet, we still know little about what drives search agents to use the specific recruitment tools they use. Based on institutional theory, we predicted three economic (costs and time investment, speed and longevity) and thre...
Article
Full-text available
Personality assessments are often distorted during personnel selection, resulting in a common ?ideal-employee factor? (IEF) underlying ratings of theoretically unrelated constructs. However, this seems not to affect the personality measures' criterion-related validity. The current study attempts to explain this set of findings by combining the lite...
Article
This special issue presents five papers, four empirical and one conceptual, on how people deal with different forms and stages of economic stress. Three manuscripts address coping with job insecurity in one's regular job or in the context of self-employment. These papers focus on the multidimensional nature and the development of insecurity over ti...
Chapter
Full-text available
Economic stressors such as job insecurity, job loss, unemployment, and underemployment cause severe difficulties for the workers affected, their families, organizations, and societies overall. Consequently, most past research has taken a thoroughly negative perspective on economic stress, addressing its diverse negative consequences and the ways th...
Article
Full-text available
Job loss and unemployment are among the worst stressors that people can encounter during their lifetimes, and the search for (re-)employment is often a process troubled with setbacks and disappointments. While older workers are often shielded from job loss by higher tenure in their current organization, they might be struck particularly harshly whe...
Article
During organizational restructuring and downsizing, employees often worry about being redundant, actually are redundant, and/or feel unsatisfied with their jobs. Employees, in turn, often react with poor loyalty to and high voluntary exit from the organization. The current study addresses this process from a careers' perspective, showing that caree...
Article
Full-text available
This study tested the extent to which industry culture stereotypes influence job-seekers' Person–Organization fit when job-seekers inspect organizations' websites. We proposed that PO fit would relate to Person–Industry (PI) fit, which is the fit between personal values and industry culture stereotypes. Furthermore, a good website design should neg...
Article
Full-text available
There exists growing interest to assess applicants’ emotional intelligence (EI) via self-report trait-based measures of EI as part of the selection process. However, some studies that experimentally manipulated applicant conditions have cautioned that in these conditions use of self-report measures for assessing EI might lead to considerably higher...
Article
Full-text available
Interviewee impression management has been a long-standing concern in the interview literature. Yet recent insights into the impact of impression management on interviewee performance in structured interviews suggest that interviewee impression management may be more than just a source of bias and a nuisance. Rather, impression management should po...
Article
Past job-search research has focused on how hard unemployed people search for a job, but we still know little about the strategies that people use during their search and how we can predict the quality of the reemployment found. The first aim of this study was to predict the use of different job-search strategies via job-seekers' career adaptabilit...
Article
The scientist–practitioner gap in personnel selection is large. Thus, it is important to gain a better understanding of the reasons that make organizations use or not use certain selection procedures. Based on institutional theory, we predicted that six variables should determine the use of selection procedures: the procedures' diffusion in the fie...
Article
Full-text available
The current study tested whether candidates' ability to identify the targeted interview dimensions fosters their interview success as well as the interviews' convergent and discriminant validity. Ninety-two interviewees participated in a simulated structured interview developed to measure three different dimensions. In line with the hypotheses, int...
Article
Full-text available
Promotability evaluations are important for individuals' career development and organizations' human resource management practices. Nevertheless, little empirical research has addressed predictors of promotability evaluations, and the studies that have, have often focused on current job performance and fixed, nonbehavioral predictors. This study ta...
Article
Full-text available
The current study integrated the literature on selection tests of typical versus maximum performance (Cronbach, 1960) with the literature on job performance under typical and maximum performance conditions (Sackett, Zedeck, & Fogli, 1988). Tests of maximum performance (i.e., measures of task-related knowledge, skills, and abilities) loaded onto a d...
Article
Full-text available
Although researchers agree on the use of structured interviews in personnel selection, past research has been undecided on whether these interviews need to be conducted nontransparently (i.e., without giving interviewees any indication of the evaluated criteria) or transparently (i.e., by revealing to interviewees the dimensions assessed in the int...
Chapter
In any selection process, organizations wish to distinguish between what applicants can (i.e., maximum performance) and what they will (i.e., typical performance) do in terms of their likely job performance. Our objectives for the current chapter are to outline the distinction between typical and maximum performance and to demonstrate how it can ad...
Article
De efectiviteit van re-integratie kan zowel in de wetenschap als in de praktijk slechts worden gemeten aan de hand van het aantal mensen dat een betaalde baan vindt. Het is momenteel niet mogelijk om de ontwikeling van mensen richting een sucesvole re-integratie te meten. Dit onderzoek van de Dienst Werk en Inkomen Amsterdam en de Universiteit van...
Article
In selection procedures like assessment centers (ACs) and structured interviews, candidates are often not informed about the targeted criteria. Previous studies have shown that candidates' ability to identify these criteria (ATIC) is related to their performance in the respective selection procedure. However, past research has studied ATIC in only...
Article
Full-text available
The distinction between what people can do (maximum performance) and what they will do (typical performance) has received considerable theoretical but scant empirical attention in industrial-organizational psychology. This study of 138 participants performing an Internet-search task offers an initial test and verification of P. R. Sackett, S. Zedec...
Article
The current paper combines research from personality, cultural, social, and work- and organizational psychology. More precisely, it addresses the motivating effects of situations that either foster or inhibit social loafing under typical vs maximum performance conditions. It further tests how these effects are moderated by the three individual diff...
Article
Full-text available
The distinction between maximum performance ("what people can do") and typical performance ("what people will do") has received considerable theoretical yet rela-tively little empirical attention. Findings from social facilitation and inhibition sug-gest that the relationship between performers' typical and maximum performance may not always be as...
Article
Full-text available
This paper presents a literature review on the distinction between typical and maximal performance in personnel selection. We will see how a distinction between what applicants can do (i.e. maximum performance) and what they will do (i.e. typical performance) in terms of likely job performance can add valuable information both for practitioners and...