Arbeits-, Organisations- und Marktpsychologie

Journal Artikel von 2017

Otte, K.-P., Konradt, U., Garbers, Y., & Schippers, M. C. (2017). Development and validation of the REMINT: A reflection measure for individuals and teams.

European Journal of Work and Organizational Psychology, 26, 299-313. doi: 10.1080/1359432X.2016.1261826U

Abstract

A growing number of studies have investigated the role of team reflexivity, the extent to which teams reflect on and adapt their functioning. However, the way team reflexivity has been conceptualized and operationalized reveals several weaknesses, in particular the conception as a unidimensional construct. To provide greater conceptual clarity, we therefore propose a team reflexivity framework that integrates four interacting but distinct reflexive processes. In four studies, we focus on reflection as a fundamental reflexive process, and develop and validate an extended multidimensional reflection measure that captures the relevant dimensions of quality and quantity of reflection and the key transition processes of information seeking and information evaluation. Moreover, in order to delineate two common composition methods, we develop and validate a direct consensus and a referent-shift consensus version of the reflection measure. Data collected from a total of 803 students and employees in four studies revealed excellent construct validity, as well as good nomological validity (Studies 1 and 2). Furthermore, we found evidence of the criterion-related validity at the team level (Study 3) and the individual level (Study 4). Together, the results demonstrate the effectiveness of our measure, revealing consistent relations with outcome measures and diverse behavioural indicators across different contexts.

Konradt, U., Garbers, Y., Böge, M., Erdogan, B., & Bauer, T. N. (2017). Antecedents and consequences of fairness perceptions in personnel selection: A three-year longitudinal study.

Group & Organization Management, 24, 113–146. doi: 10.1177/1059601115617665 

Abstract

Drawing on Gilliland’s (1993) selection fairness framework, we examined antecedents and behavioral effects of procedural fairness perceptions of applicants before, during, and after a personnel selection procedure using a six-wave longitudinal research design. Results showed that both perceived post-test fairness and pre-feedback fairness perceptions are related to job offer acceptance and job performance after 18-months, but not job performance after 36-months. Pre-test and post-test procedural fairness perceptions were mainly related to formal characteristics and interpersonal treatment, whereas pre-feedback fairness perceptions were related with formal characteristics and explanations. The impact of fairness attributes of formal characteristics and interpersonal treatment diminished over time, while attributes of explanation were only associated with pre-feedback fairness. Results are discussed in terms of theoretical implications for fairness research and for hiring organizations.