Michael A. Campion's research while affiliated with Purdue University and other places
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Publications (154)
Machine learning (ML) may be the biggest innovative force in personnel selection since the invention of employment tests. As such, the purpose of this special issue was to draw out research from applied settings to supplement the work that appeared in academic journals. In this overview article, we aim to complement the special issue in five ways:...
This paper adapts real options theory to explain how executives create and maintain real options portfolios within leadership pipelines. Hypotheses flowing from our theorizing predict that executives often make seemingly risky staffing decisions for leaders who occupy stepping-stone positions. Focusing on their option (future potential) rather than...
Social media assessments (SMAs) are a common, relatively new, practice in employee selection. However, SMAs are generally conducted in an informal way, leaving organizations with a practice low in reliability and validity, as well as opening up potential legal and ethical issues. We propose a framework of nine SMA structural components based on pre...
We examined the effectiveness of pay for individual performance (PFIP) in companies operating in multiple cultures. With the use of data from 308 multinational enterprises (MNEs) collected by IBM's WorkTrends™ project, we tested hypotheses regarding the moderating influence of the nine dimensions of the GLOBE country culture model on the relationsh...
We examined the effectiveness of Pay for Individual Performance (PFIP) in companies operating in multiple cultures. Using data from 308 multinational enterprises (MNEs) collected by IBM’s WorkTrends™ project, we tested hypotheses regarding the moderating influence of the nine dimensions of the GLOBE country culture model on the relationship between...
We introduce the job crafting competency construct and apply it to predict tradeoffs between competing outcomes that are inherent in job crafting, like performance and well-being or engagement and withdrawal. Job crafting competencies are the clusters of individual knowledge, skills, and abilities that are necessary to achieve personal objectives t...
There are several major approaches to job design, each derived from a different discipline and reflecting different theoretical orientations and values. This chapter describes these approaches, their costs and benefits, and tools and procedures for developing and assessing jobs in all types of organizations. It compares the design of jobs for indiv...
“Boomerang” employees are workers who leave an organization and are later rehired by that same organization. Although many organizations rehire former employees, only a handful of studies have examined this phenomenon. The present study uses a large, longitudinal data set to examine the performance and turnover of boomerang employees rehired into m...
The use of social networking websites (SNWs) during employee selection is gaining popularity in organizations. Using a foundation that integrates identity and situational strength theories, we develop a conceptual framework that differentiates SNW information from information gathered through traditional selection procedures, and distinguishes betw...
One of the most important functions of a competency model is to translate organizational strategy into employee behavior. Yet, virtually no theoretical attempts to elucidate this process exist, and no empirical evidence has been offered demonstrating that it occurs. Drawing on the strategic management literature, we develop a conceptual framework d...
Recent research has developed an in-depth understanding of how workers change their jobs on their own to improve their performance and well-being, a process called job crafting. This research suggests that managers, coworkers, and organizations need a better understanding of how to manage job crafting to capitalize on its benefits and reduce its co...
Job analysis data are largely judgements from subject matter experts (SMEs), judgements with unknown accuracy. To date, accuracy has been inferred largely based on inter‐rater reliability or agreement between SMEs and without reference to an external criterion. The current research examined job analysis rating accuracy by comparing SME importance r...
This study introduces the use of practice employment tests during recruitment as a tool with the potential to improve outcomes for both an organization and its (potential) applicants during personnel selection. Synthesizing research on recruitment, selection, job search, adverse impact, signaling theory, and human capital theory, we propose that pr...
While tipped labor is common in the United States, it presents potential issues for employers unable to demonstrate how tipped workers use their time, thus violating the Fair Labor Standards Act and attracting lawsuits. According to the Fair Labor Standards Act, if tipped employees spend more than 20% of their workweek completing non-tipped tasks (...
Big data and its applicability to talent management (TM) as defined by Rotolo et al. (2018) has already been recognized by many outside the field of I-O psychology. The market is beginning to include offerings from vendors for products that use some combination of big data techniques to process vast amounts of data or previously unanalyzable data,...
While many organizations use incentive compensation bonuses to motivate employees, they are not always fully effective. This is likely due to two important factors. First, similar to other organizational systems, incentive compensation administration is complex and needs to be adjusted to the organization. Second, organizations tend to employ incen...
Job crafting refers to changes to a job that workers make with the intention of improving the job for themselves, and it may include structural (i.e. physical and procedural), social, and cognitive forms. We draw on two studies to develop a role-resource approach-avoidance taxonomy that integrates and extends the dominant role- and resource-based p...
This study presents a taxonomic foundation for research on employee performance management practices based on a comprehensive review of the literature (198 articles and book chapters). The taxonomy consists of 50 practices organized within seven topic categories, including an evaluation of the amount of research evidence supporting each practice. T...
The present research tested a set of “wise” interventions (Walton, 2014) designed to improve employee reactions to assessment tests. Drawing upon theories of test-taking reactions, fairness, and social exchange, we generated and pilot-tested pre-test explanations to facilitate positive reactions to the assessments. Across two experimental studies o...
This study proposes that reaching applicants through more diagnostic recruitment sources earlier in their educational development (e.g., in high school) can lead them to invest more in their occupation-specific human capital (OSHC), thereby making them higher quality candidates. Using a sample of 78,157 applicants applying for jobs within a desirab...
Emerging advancements including the exponentially growing availability of computer-collected data and increasingly sophisticated statistical software have led to a "Big Data Movement" wherein organizations have begun attempting to use large-scale data analysis to improve their effectiveness. Yet, little is known regarding how organizations can leve...
This study explores normative feedback as a way to reduce rating errors and increase the reliability and validity of structured interview ratings. Based in control theory and social comparison theory, we propose a model of normative feedback interventions (NFIs) in the context of structured interviews and test our model using data from over 20,000...
While the career benefits associated with professional networking are relatively well-established, the repercussions of this highly regarded career management activity for voluntary turnover have rarely been examined. Given the potential costs associated with voluntary turnover, the current study sought to clarify the roles of networking behaviors...
The purpose of this commentary is to complement the lead article by Pulakos, Mueller Hanson, Arad, and Moye (2015) by proposing the incorporation of 360 feedback as another means of improving performance management (PM). A 360 feedback refers to the practice of soliciting anonymous ratings and narrative comments on the job performance and other beh...
Job crafting refers to changes to a job that workers make with the intention of improving the job for themselves, and it may include physical, cognitive, social, technological, and procedural changes. Using theory and both qualitative and quantitative methods, data were collected on 433 job crafting episodes from interviews with 196 workers from 58...
rwg is a common metric used to quantify interrater agreement in the organizational sciences. Finn developed rwg but based it on the assumption that raters’ deviations from their true perceptions are influenced by random chance only. James, Demaree, and Wolf extended Finn’s work by describing procedures to account for the additional influence of res...
This study compares job interviews (n = 11,667) in Mexico with those in the following countries: Belgium, Russia, Taiwan, and the U.S. The findings support our hypotheses, which are based on a meta-cultural framework. The results reveal that in Mexico and Taiwan women are less likely to conduct interviews. In addition, interviewers asked different...
Job analysis has a central role in virtually every aspect of HR and is one of several high performance work practices thought to underlie firm performance. Given its ubiquity and importance, it is not surprising that considerable effort has been devoted to developing comprehensive job analysis systems and methodologies. Yet, the complexity inherent...
This study explores normative feedback as a way to reduce rating errors and increase the reliability and validity of structured interview ratings. Based in control theory and social comparison theory, we propose a model of normative feedback interventions (NFIs) in the context of structured interviews and test our model using data from over 20,000...
In the 20 years since frameworks of employment interview structure have been developed, a considerable body of empirical research has accumulated. We summarize and critically examine this literature by focusing on the 8 main topics that have been the focus of attention: (a) the definition of structure; (b) reducing bias through structure; (c) impre...
The concept of differential validity suggests that cognitive ability tests are associated with varying levels of validity across ethnic groups, such that validity is lower in certain ethnic subgroups than in others. A recent meta-analysis has revived the viability of this concept. Unfortunately, data were not available in this meta-analysis to corr...
Considerable evidence suggests that how candidates react to selection procedures can affect their test performance and their attitudes toward the hiring organization (e.g., recommending the firm to others). However, very few studies of candidate reactions have examined one of the outcomes organizations care most about: job performance. We attempt t...
High Performance Work Systems are designed to enhance organizational performance by improving employee capability, commitment, and productivity. Yet there is very little consensus about the structure of these systems and the practices therein. The lack of structure may be inhibiting the growth of knowledge in this field and the degree to which orga...
Although self‐rated or self‐scored selection measures are commonly used in selection contexts, they are potentially susceptible to applicant response distortion or faking. The response elaboration technique (RET), which requires job applicants to provide supporting information to justify their responses, has been identified as a potential way to mi...
This chapter analyzes the current state of research on the topic of age stereotypes and age discrimination in the workplace. Recognizing the growing importance of age stereotyping research as the workforces of many countries continue to grow older, this chapter defines and differentiates the important concepts used in this field of research (e.g.,...
The relationship between and among interviewers' evaluations of applicants and applicants' evaluations of interviewers in a college placement center was examined. 62 applicants being interviewed by 11 different recruiters from various industrial and academic agencies participated. Interviewers and applicants evaluated each other on three analogous...
Purpose
The purpose of this paper is to use a risk management perspective to identify the risks of employment discrimination law liability for multinational employers.
Design/methodology/approach
Data from 101 US Federal Court cases that involved multinational employers operating both inside and outside of the USA were content coded and then used...
Despite recent interest in the practice of allowing job applicants to retest, surprisingly little is known about how retesting affects 2 of the most critical factors on which staffing procedures are evaluated: subgroup differences and criterion-related validity. We examined these important issues in a sample of internal candidates who completed a j...
The purpose of this article is to present a set of best practices for competency modeling based on the experiences and lessons learned from the major perspectives on this topic (including applied, academic, and professional). Competency models are defined, and their key advantages are explained. Then, the many uses of competency models are describe...
This field study linked multiple dimensions of procedural justice to working nurses' (N=198) agreement to permit their names to appear in recruiting advertisements for their employer. Using a longitudinal design, surveys were completed at two different times. After controlling for differences in gender, tenure, job involvement, and distributive jus...
This article explores the intersection of 2 critical and timely concerns in personnel selection-applicant retesting and subgroup differences-by exploring demographic differences in retest effects across multiple assessments. Results from large samples of applicants taking 3 written tests (N = 7,031) and 5 performance tests (N = 2,060) revealed that...
This study examines the extent to which highly structured job interviews are resistant to demographic similarity effects. The sample comprised nearly 20,000 applicants for a managerial-level position in a large organization. Findings were unequivocal: Main effects of applicant gender and race were not associated with interviewers’ ratings of applic...
In a representative sample of 13,683 U.S. employees, we compared survivors of layoffs, offshoring, outsourcing, and their combinations to a group who experienced no downsizing. Survivors of layoffs perceived lower organizational performance, job security, affective attachment, calculative attachment, and had higher turnover intentions. Offshoring s...
In recent years we have seen a growing attention to the issue of background checks. Research on pre-employment inquires suggests
that job candidates engage in extensive misrepresentation of academic and work credentials listed on resumes and job applications.
An employer who fails to perform a thorough background check on a prospective employee may...
Despite its scientific and practical importance, relatively few studies have been conducted to investigate the relationship between job applicant mental abilities and faking. Some studies suggest that more intelligent people fake less because they do not have to. Other studies suggest that more intelligent people fake more because they have increas...
Despite the high skill levels needed to cope with complex technical systems and the pace of technological change, there remain persistent skill gaps in the United States workforce. Organizations are increasingly relying on skill-based programs to encourage and foster employee skill development. Unfortunately, many questions remain about how to make...
The authors identify, analyze, and summarize prior research from 117 research articles and books that deal with age stereotypes in the workplace. They discover and report the most prevalent and well-supported findings that have implications for human resource management. These findings are described in terms of prevalent age stereotypes that occur...
We identify, analyze, and summarize prior research from 117 research articles and books that deal with age stereotypes in the workplace. We discover and report the most prevalent and well supported findings that have implications for human resource management. These findings are described in terms of prevalent age stereotypes that occur in work set...
The present study investigated how key organizational contextual factors relate to bundles of human resource (HR) practices. In a two-phase study of a sample of 661 organizations representing a full range of industries and organizational size, the authors found that organizations use 1 of 5 HR bundles: cost minimizers, contingent motivators, compet...
This paper reviews the research literature on age discrimination in the employment interview and related contexts. Twenty
one studies were identified which explored whether age discrimination occurs within the context of the employment interview
since the Age Discrimination in Employment Act was put into law. Sixteen studies were conducted in labor...
The main objectives in this research were to introduce the concept of team role knowledge and to investigate its potential usefulness for team member selection. In Study 1, the authors developed a situational judgment test, called the Team Role Test, to measure knowledge of 10 roles relevant to the team context. The criterion-related validity of th...
We recently published an article in which we highlighted a number of issues associated with the use of self-report personality tests in personnel selection contexts (Morgeson et al., 2007). Both Ones, Dilchert, Viswesvaran, and Judge (2007) and Tett and Christiansen (2007) have written responses to this article. In our response to these articles we...
An Interview Faking Behavior (IFB) scale is developed and validated in 6 studies (N = 1,346). In Study 1, a taxonomy of faking behavior is delineated. The factor structure of a measure is evaluated and refined (Studies 2 and 3). The convergent and discriminant validity of the measure is examined (Study 4). The IFB scale consists of 4 factors (Sligh...
Although long thought to be unrelated to job performance, research in the early 1990s provided evidence that personality can predict job performance. Accompanying this research was a resurgence of interest in the use of personality tests in high-stakes selection environments. Yet there are numerous potential problems associated with the current ope...
The article discusses research that focuses on team-based work design. The goal of the article is to introduce readers to the concept of team role knowledge and its potential utility for staffing work teams. The article also aims to develop and validate a situational test design to measure team role knowledge. The article defines team role knowledg...
Leadership scholars have called for additional research on leadership skill requirements and how those requirements vary by organizational level. In this study, leadership skill requirements are conceptualized as being layered (strata) and segmented (plex), and are thus described using a strataplex. Based on previous conceptualizations, this study...
To empirically address the importance of the cultural context for successful assignments, we conducted two studies using a large sample of public-sector US professionals working in comparable jobs in 156 different countries. The results provided direct evidence that social and perceptual skill, reasoning ability, and adjustment- and achievement-ori...
A conceptual integration of job design and compensation draws on interdisciplinary job design, job evaluation, and labor economic theory. It is argued that job design influences the number and level of skills required and the degree to which jobs are physically aversive or hazardous. External labor markets also respond to skill and physical require...
This paper describes research that fills a void in the applicant reactions literature by developing a comprehensive measure of Gilliland's (1993) procedural justice rules, called the Selection Procedural Justice Scale (SPJS). Five separate phases of scale development were conducted. In Phase 1 we generated and refined the items. For Phase 2 we redu...
There has been surprisingly little research on faking in the employment interview, despite the fact that professional judgment would suggest that faking might occur in the interview. Based on a review of the literature on faking in personality tests and the literature on deception, we propose a model of faking during an employment interview and dev...
The authors examined the influence of personal information privacy concerns and computer experience on applicants’ reactions to online screening procedures. Study 1 used a student sample simulating application for a fictitious management intern job with a state personnel agency (N = 117) and employed a longitudinal, laboratory-based design. Study 2...
Although there is a growing applicant reactions literature, relatively little work has addressed the role of personality in applicant perceptions. Using a sample of actual law enforcement applicants (N=120), we studied the relationship between Big Five personality measured before a written test and applicants' post-test fairness perceptions, percep...
The question of whether U.S. employment discrimination laws apply to international employers is complex and involves multiple sources of legal authority including U.S. statutes, international treaties, and the laws of non-American host countries. This article provides detailed and simplifying guidance to assist employers in working through that com...
Although the last 10 years have witnessed an increased recognition of the importance of procedural fairness in selection contexts, most empirical research has focused on job relevance as the primary influence on fairness perceptions. There is reason to believe, however, that “opportunity-to-perform” (OTP) perceptions are also an important aspect of...
Redesigning jobs from a traditional workgroup structure to a semi-autonomous team structure has become increasingly popular, but the impact of such redesigns on employee effectiveness criteria has been mixed. The present longitudinal quasi-experimental study showed that although such a redesign had positive effects on 3 performance behaviors (effor...
Redesigning jobs from a traditional workgroup structure to a semi-autonomous team structure has become increasingly popular, but the impact of such redesigns on employee effectiveness criteria has been mixed. The present longitudinal quasi-experimental study showed that although such a redesign had positive effects on 3 performance behaviors (effor...
Successful work-design initiatives must overcome many obstacles in order to have their intended impact.This article outlines eight obstacles to work redesign: (1) influences on multiple outcomes, (2) trade-offs between different approaches, (3) difficulty in choosing appropriate units of analysis, (4) difficulty in predicting the nature of the job,...
Although work is commonly organized around teams, there is relatively little empirical research on how to select individuals in team-based settings. The goal of this investigation was to examine whether 3 of the most commonly used selection techniques for hiring into traditional settings (a structured interview, a personality test, and a situationa...
This study tests a risk assessment model for employer compliance with U.S. employment discrimination laws. Data from N = 101 federal court cases that involved multinational employers operating both outside and inside the U.S. were used to identify risk factors that predict the likelihood that foreign employers operating inside the U.S. -- and U.S....
The research evidence addressing practical issues faced when implementing a 360-degree feedback system are reviewed. Notwithstanding the popularity and apparent utility of 360-degree feedback programs, there is a need for clearer translations of research-based knowledge into recommendations for practically applying such programs. This article uses...
Using prehire biographic and work history data, temporary help agency workers (N = 201) were classified as marginal or satisfactory. Marginal temps had characteristics suggesting poor work histories and willingness to accept any kind of employment. In prior jobs, they were paid less and more likely to have been laid off. They had also been temps fo...
This study examined predictors of initial levels and of changes in self-efficacy (S-E) for cognitive ability employment testing. The testing S-E of 287 job applicants at a utility company was measured before the test, immediately after, and again after pass/fail feedback. Being male, having been hired previously by cognitive ability tests, perceivi...
Process models of turnover focus on how people quit; content models focus on why. To integrate these approaches and test whether motives relate systematically to decision processes, we classified 159 leavers using four process types and measured eight content motives for leaving. One key finding was that those who quit with no job alternative had m...
Although job analysis is a widely used organizational data collection technique, little research has investigated the extent to which job analysis information is affected by self-presentation processes. This study represents the first direct test of the propositions offered by F. P. Morgeson and M. A. Campion (1997) concerning self-presentation in...
This research contributes to the understanding of reactions to different selection screening methods. A sample of students (n=153) experienced one of three types of screening techniques, face-to-face interview screenings, telephone interview screenings, and interactive voice response (IVR) screenings, with identical content in a pre- to post-screen...
This study examines the effects of procedural justice perceptions on outcomes in an actual selection context with applicants taking a general mental ability test to gain employment as utility meter readers. Applicant attraction and intention related to the organization were measured at 3 time periods. This allowed us to control for initial levels o...
Existing turnover models have been developed and tested almost exclusively in Anglo cultures. Thus, there is reason to question whether these models apply to workers elsewhere. We addressed this question using as participants 47 Mexican maquiladora workers. Through interview responses analyzed using a variation of grounded theory-building, we induc...
The article discusses the fake responses of job candidates during employment interviews. Job candidates distort their responses in job-desirable, but not necessarily in socially desirable, ways. Capacity to fake refers to the cognitive capabilities that enable job candidates to fake effectively and includes cognitive ability, social skills, oral ex...
The article focuses on the leadership skills required across organizational levels. Leadership skill requirements across organizational levels can be usefully described using a strataplex. The term 'strataplex' is derived from the term 'strata' which comes from the word 'stratify' meaning having a number of layers, levels, or classes in an organize...
In this chapter we review Industrial/Organizational Psychology research on work design. To do so, the chapter is divided into seven sections. First, the five major work design perspectives are reviewed, including scientific management, job enrichment approaches, sociotechnical systems theory, the social information processing perspective, and the i...
Although laboratory studies have found that selection information can affect applicant perceptions, this has not been tested in the field. The authors followed 2 cohorts of police applicants (N = 274) in a longitudinal study to examine the relationship between information, applicant perceptions, and behavior (e.g., turnover). Information was relate...