Development and validation of the leadership learning agility scale.

Introduction: Learning agility is key in the selection and development of future leaders. However, prior research has failed to clearly conceptualize learning agility and to empirically clarify its dimensions.

Method: We developed the Leadership Learning Agility Scale (LLAS) by using a combination of both deductive and inductive approaches and established scale development and validation procedures.

Constructed response formats and their effects on minority-majority differences and validity.

The inflow of immigrants challenges organizations to consider alternative selection procedures that reduce potential minority (immigrants)-majority (natives) differences, while maintaining valid predictions of performance. To deal with this challenge, this paper proposes response format as a practically and theoretically relevant factor for situational judgment tests (SJTs). We examine a range of response format categories (from traditional multiple-choice formats to more innovative constructed response formats) and conceptually link these response formats to mechanisms underlying minority-majority differences.

No Evidence for a Relationship Between Hair Testosterone Concentrations and 2D:4D Ratio or Risk Taking.

Using a recently developed alternative assay procedure to measure hormone levels from hair samples, we examined the relationships between testosterone, cortisol, 2D:4D ratio, overconfidence and risk taking. A total of 162 (53 male) participants provided a 3 cm sample of hair, a scanned image of their right and left hands from which we determined 2D:4D ratios, and completed measures of overconfidence and behavioral risk taking. While our sample size for males was less than ideal, our results revealed no evidence for a relationship between hair testosterone concentrations, 2D:4D ratios and risk taking.

Why Do Situational Interviews Predict Performance? Is it Saying How You Would Behave or Knowing How You Should Behave?

Purpose: The present study examined two theoretical explanations for why situational interviews predict work-related performance, namely (a) that they are measures of interviewees' behavioral intentions or (b) that they are measures of interviewees' ability to correctly decipher situational demands.

Design/methodology/approach: We tested these explanations with 101 students, who participated in a 2-day selection simulation.

Findings: In line with the first explanation, there was considerable similarity between what participants said they would do and their actual behavior in corresponding work-related situations.

What a difference your e-mail makes: effects of informal e-mail addresses in online résumé screening.

Résumés are screened rapidly, with some reports stating that recruiters form their impressions within 10 seconds. Certain résumé characteristics can have a significant impact on the snap judgments these recruiters make. The main goal of the present study was to examine the effect of the e-mail address (formal vs.

An evaluation of an aggression management training program to cope with workplace violence in the healthcare sector.

Workplace violence is a major occupational hazard for healthcare workers, generating a need for effective intervention programs. The purpose of this study was to evaluate the effectiveness of an aggression management training program. The evaluation design was based on the internal referencing strategy, an unobtrusive and applicable evaluation method that rules out some major threats to internal validity without the need for a control group.