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Peer Reviewed
See detailSelecting job candidates who have a propensity to exhibit change-oriented organizational citizenship behaviour.
Lothe, Benoit ULg; Hansez, Isabelle ULg

Conference (2014, September)

Purpose An abundant literature indicates that Organizational Citizenship Behaviours (OCBs) positively influence a number of important organizational outcomes. Furthermore, research is needed on the topic ... [more ▼]

Purpose An abundant literature indicates that Organizational Citizenship Behaviours (OCBs) positively influence a number of important organizational outcomes. Furthermore, research is needed on the topic of assessing and selecting applicants who have a propensity to exhibit OCB (Organ & al., 2010). Some of these behaviours are truly important to enable organization to adapt and “to make constructive changes in the work and task environment” (Choi, 2007, p.468). Examples include Voice, a challenging dimension of OCB (Dominguez & al., 2013), and Sportsmanship, that facilitate the change by reducing the diversion of resources in trivial matters (Organ & al., 2006). This exploratory study provides empirical evidence about using Situational Judgment Tests (SJTs) for identifying applicants who have a propensity to exhibit change oriented OCB. Method Two SJTs were developed to comply with OCBs assessment. The OCBs framework includes behaviours relating to organizational adaptation (sportsmanship) and change (voice). OCBs were concurrently collected using self-reported measurement scales. Data were collected from 220 white collars and 139 university students through an online survey. Results Significant correlations were found between the SJT scores and overall OCB ratings. More specifics findings provided substantial evidence for the concurrent validity of the SJTs to measure change-oriented sub-dimensions of OCBs. Conclusions Researches on techniques to predict OCBs are scarce and this study is the first to address the development and validation of a SJT for the assessment of affiliative and challenging dimensions of OCBs. [less ▲]

Detailed reference viewed: 11 (1 ULg)
Peer Reviewed
See detailDeveloping situational judgment tests to assess organizational citizenship behaviours
Lothe, Benoit ULg; Hansez, Isabelle ULg

Conference (2014, August)

a) Purpose As Organizational Citizenship Behaviours (OCBs) positively influence a number of important outcomes (e.g. job performance, unit productivity, organizational efficiency, etc.) and are valued by ... [more ▼]

a) Purpose As Organizational Citizenship Behaviours (OCBs) positively influence a number of important outcomes (e.g. job performance, unit productivity, organizational efficiency, etc.) and are valued by managers as well, Organ, Podsakoff and Podsakoff (2010) assert the need “to try to identify and select those job candidates who have a propensity to exhibit these behaviours” (p.314). This study provides some empirical evidence about using Situational Judgment Tests (SJTs) for this specific target and allows us to discuss the main methodological issues in the development of such SJTs. b) Method Based on relevant best practices and recommendations from the literature (e.g. Weekley, Ployhart & Holtz, 2006), two distinct SJTs were especially developed to comply with OCBs assessment. The two SJTs differ on their job specificity degree (project manager in the industrial sector vs transversal function in the services sector), both propose ten different work related situations and, for each stem, five action proposals are available. Data were collected through online survey on two different samples (220 white collars professionals and 291 university students). Professionals were allowed to choose which SJT they wanted to participate, students were randomized within the two SJTS. An experimental manipulation of the response instructions (ipsative vs normative) was added within the student sample. OCBs were concurrently collected using self-reported measurement scales. c) Results In both samples (respectively professionals and students), the internal consistency was higher for the “job specific” SJT (α = .79 & .81) than for the “transversal job” SJT (α = .49 & 64). Notwithstanding, significant relations were found between the SJT scores and overall OCB ratings for both of the SJT forms in each of the two samples (r ranged from .30 to .57). Other specifics findings also provided substantial evidence for the concurrent validity of the SJTs to measure sub-dimensions of OCBs (altruism, courtesy, civic virtue, sportsmanship, loyalty and voice). d) Conclusions This study is, to our knowledge, the first to address the development and validation of a SJT for the assessment of OCBs. Review of the literature indicates that researches on techniques to predict OCBs are scarce and the present findings appear to surpass the average personality traits validity coefficients (r= .20) according to Organ & al. (2010)’s meta-analysis. There are two main practical implications. The first is the opportunity to use OCBs-SJTs as an alternative to assess applicants OCBs for job-specific or generic personnel selection issue. The second is to provide methodological development advices (e.g. the choice of response instruction) to ensure the SJT match the OCBs assessment requirement. Principal current limitations call for further research development that will be discussed: using different sources of OCBs rating, testing the incremental validity on personality tests, determining whether OCBs-SJTs are correlated with cognitive ability and establishing criterion validity with job performance. [less ▲]

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See detailPertinence et utilité des Tests de Jugement Situationnel
Lothe, Benoit ULg

Conference given outside the academic context (2014)

Detailed reference viewed: 15 (0 ULg)
See detailLes tests de jugement situationnel en sélection professionnelle : principes et utilité.
Lothe, Benoit ULg

Scientific conference (2014)

Les tests de jugement situationnel constituent des outils d’évaluation de plus en plus utilisés en sélection professionnelle. Cette méthode, qui consiste à demander aux candidats de répondre à une ... [more ▼]

Les tests de jugement situationnel constituent des outils d’évaluation de plus en plus utilisés en sélection professionnelle. Cette méthode, qui consiste à demander aux candidats de répondre à une situation de travail contextualisée et hypothétique, permet une évaluation standardisée de multiples compétences. Cette conférence s’intéresse au fonctionnement et aux caractéristiques et qualités principales de ces outils. Les questions de développement et de mise en œuvre seront discutées en lien avec les avantages et limites qui peuvent être attendues de leur utilisation. [less ▲]

Detailed reference viewed: 16 (1 ULg)
Peer Reviewed
See detailThe contribution of Multidimensional IRT for modeling applicants performance on a SJT.
Lothe, Benoit ULg; Monseur, Christian ULg; Hansez, Isabelle ULg

Poster (2013, May)

Situational judgment tests (SJTs) are testing methods often used in Personnel Selection to appraise different constructs (Whetzel & McDaniel, 2009). In the framework of an overall career progression ... [more ▼]

Situational judgment tests (SJTs) are testing methods often used in Personnel Selection to appraise different constructs (Whetzel & McDaniel, 2009). In the framework of an overall career progression program in a Public Administration, SJTs were developed to assess several competencies relevant to both task (e.g. planning, managing, etc.) and contextual performance (e.g. helping behaviour, organizational loyalty, etc.). Each competency is a combination of KSAOs needed to perform efficiently in a specific context (Campion & al., 2012; Le Boterf 2008). Given the lack of internal consistency of SJT and the dichotomous nature of the data, we decide to use Multidimensional Item Response Theory (MIRT) model to examine the issue of construct validity. Based on Hartig & Höhler (2009), we use MIRT compensatory model to estimate the latent covariance structures of the SJT. Different model are tested and compared depending on the number of dimension involved, the nature of the items and latent variables relation (between or within-item multidimensionality) and the number of model parameter (one or two parameter model). The results and findings lead us to discuss some implications (gaining accuracy, modeling performance in complex task, etc.) and limitations (dealing with complex loading structure, etc.) of using IRT, over and above classical test theory, in the specific case of SJTs applicants performance. The originality of this communication also lies in the way we addressed SJTs reliability and construct validity issues with a measurement based model that differs from the one usually used in the field. [less ▲]

Detailed reference viewed: 98 (6 ULg)
Peer Reviewed
See detailDevelopment and validation of situational judgment tests for evaluating Organizational Citizenship Behavior and Contextual Performance Behavior in a professional context : methodological issues.
Lothe, Benoit ULg; Hansez, Isabelle ULg

Conference (2011, June 22)

Strategic Human Resource Management typically raises appraisal issues (Analoui, 2007; Jackson, Schuler & Werner, 2009 ; Teo & Crawford, 2005) mostly related to the HRM relationship with organizational ... [more ▼]

Strategic Human Resource Management typically raises appraisal issues (Analoui, 2007; Jackson, Schuler & Werner, 2009 ; Teo & Crawford, 2005) mostly related to the HRM relationship with organizational performance (Bowen & Ostroff, 2004 ; Cascio, 1996 ; Wright, Gardner, Moynihan & Allen, 2005). Hence workforce assessment remains a key success factor for many organizations. Thus this paper takes place in the early beginning of a PhD Thesis which aims to the development and validation of an assessment test of Organizational Citizenship Behavior (OCB) and Contextual Performance (CP) in a professional selection context. The managerial concept of OCB refers to “individual behavior that is discretionary, not directly or explicitly recognized by the formal reward system, and in the aggregate promotes the efficient and effective functioning of the organization” (Organ, Podsakoff & MacKenzie, 2006, p. 3). CP is a closely related construct, distinct of task performance, that encompasses behaviors supporting the psychological and social context in which task activities are performed (Stone-Romero, Alvarez, & Thompson, 2009). If these two frameworks look much alike, they contrast on several points: conceptual dimensions, discretional characteristics of behavior, etc. Therefore, it seems interesting to apprehend both commonly. Situational Judgment Tests (SJTs) show a good validity concerning prediction of job performance in employment settings (Lievens, Peeters, Schollaert, 2008 ; Whetzel & McDaniel, 2009). Furthermore, they are a multidimentional measurement method suited to assess different construct like job knowlege and skills, applied social skills, and some basic personality tendencies (Christian, Edwards, & Bradley, 2010). Taking into account its characteristics, SJTs seem to be an appropriate method to enable OCB & CP evaluation. This communication pursues three goals. The first is a theoretical issue: we need a straightforward vision of OCB & CP concepts. Accordingly, after a consistent review on the vast amount of work that have been written on these two concepts, we have to specify what we seek to appraise and make the inventory of existing measurement tools related to these focus. We have already worked out a structured methodology to develop and validate SJTs in selection and career management context (Lothe, Hansez & Bertrand, Submitted). So the second issue is a methodological one. How to improve and/or to adapt this methodology in order to create a new SJT measuring OCB & CP ? Thirdly, some research related issues conclude this paper. Through this PhD project, we should be able to examine several main issues that will shape the thesis. Are SJTs being able to provide a valid assessment of OCB & CP in a personnel selection context ? Does the discretionary nature of one behavior impact the quality of its measurement ? What is the effect of response instructions on OCB/CP situational judgment test performance ? Each issue will be illustrated and discussed in connection with the development and validation opportunities and constraints. [less ▲]

Detailed reference viewed: 51 (10 ULg)
Peer Reviewed
See detailCompetency Model validation process : an illustration in public administration sector
Lothe, Benoit ULg; Hansez, Isabelle ULg; Bertrand, Françoise ULg

Poster (2011, May 26)

Background: Nowadays Human Resource Management issues are highly related to the strategic approach (Analoui, 2007; Daft, 2008; Becker, Huselid & Beatty, 2009 ; Jackson, Schuler & Werner, 2009). Workforce ... [more ▼]

Background: Nowadays Human Resource Management issues are highly related to the strategic approach (Analoui, 2007; Daft, 2008; Becker, Huselid & Beatty, 2009 ; Jackson, Schuler & Werner, 2009). Workforce is considered as an asset and HRM is required to match human capital with organization strategic purposes. HRM practices have accordingly evolved to better fulfil this requirement through for instance Competency Modelling (CM) (Werbel & De Marie, 2005). Diagnosis: This communication illustrates a specific CM validation process in a wide Public Administration. Through a “one-size-fits-all” competency model approach (Mansfield, 1996), the HRM department of this Public Administration has developed a set of 29 transverse competencies broken down across 290 behavioural indicators. After several in-house pre-validation steps (workshops and test cases), Human Resources Development Unit of University of Liege was invited to collaborate to the final validation process. Solution: Based on Van Beirendonck (2006) CM validation criteria, a two steps validation method was jointly developed. Four main criteria were used, therefore each behavioural indicator ought to : (1) meet various organizational departments needs; (2) be clearly understood within the organization (Bowen & Ostroff, 2004); (3) have a straight link with its belonging competency and (4) be observable. A questionnaire survey (n=252) was drawn up to appraise the first three criteria and quantitative analysis results provided the CM improvement framework. The concluding validation stage assessed the three last criteria by measuring Subject Matter Experts (HR managers responsible for staff evaluation) interrater agreement in order to improve CM content validity (Sanchez & Levine, 2009). Finding: Results comfortably confirm CM content validation under the four criteria. One of the project’s more relevant elements is developing a scientifically based method adapted to wide administration organizational features and constraints. In contrast, this CM validation project presents some limitations in relation to the CM theoretical concept (ambiguous concept in its validation perspective) and to organizational constraints (lack of strategic project concerning the use of the CM). Method and outcomes will be discussed in connection with the customer’s requirements and the constraints from the organizational context. [less ▲]

Detailed reference viewed: 103 (3 ULg)