Search Results - "Wee, Serena"

Aligning Predictor-Criterion Bandwidths: Specific Abilities as Predictors of Specific Performance by Wee, Serena

“…The purpose of the current study is to compare the extent to which general and specific abilities predict academic performances that are also varied in breadth…”
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Return-to-Manual Performance can be Predicted Before Automation Fails by Griffiths, Natalie, Bowden, Vanessa, Wee, Serena, Loft, Shayne

“…Objective This study aimed to examine operator state variables (workload, fatigue, and trust in automation) that may predict return-to-manual (RTM) performance…”
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Competition, autonomy, and prestige: Mechanisms through which the Dark Triad predict job satisfaction by Jonason, Peter K., Wee, Serena, Li, Norman P.

“…•Dark Triad and perceptions of workplace climate were assessed.•Narcissism linked to workplace prestige and limited workplace restrictions.•Psychopathy linked…”
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Interdependence in Virtual Teams—A Double-Edged Sword? by Kanse, Lisette, Stephenson, Emma K., Klonek, Florian E., Wee, Serena

“…To address the increased need of understanding how interdependence affects virtual team performance, we experimentally manipulated process interdependence and…”
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Did the COVID-19 Lock-Down Make Us Better at Working in Virtual Teams? by Klonek, Florian E., Kanse, Lisette, Wee, Serena, Runneboom, Cecilia, Parker, Sharon K.

“…The COVID-19 pandemic was a key event forcing an increase in virtual work. Drawing on event system theory, we examined whether virtual teams showed enhanced…”
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Are Individual Differences in Information-Processing Styles Related to Transformational Leadership? A Test of the Cognitive Experiential Leadership Model by Curtis, Guy J, Wee, Serena

“…The recently proposed Cognitive Experiential Leadership Model (CELM) states that leaders' preference for rational thinking and behavioral coping will be…”
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Recruiting for high reliability: attracting safety-minded applicants through language on company webpages by Thomas, Cati S., Fruhen, Laura S., Wee, Serena

“…What is already known about this topic: (1) Language in recruitment materials can be used to convey informational signals about organisational values. (2)…”
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Personnel Selection in Australia: Identifying Research-Practice Gaps and Understanding the Importance of Culture Fit by Kirk, Jaymon, Wee, Serena, Dunlop, Patrick

“…This study examined current personnel selection practices in Australia including (a) the types of assessments used, (b) the factors considered when choosing…”
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Dropping the GRE, keeping the GRE, or GRE-optional admissions? Considering tradeoffs and fairness by Newman, Daniel A., Tang, Chen, Song, Q. Chelsea, Wee, Serena

“…In considering whether to retain the GRE in graduate school admissions, admissions committees often pursue two objectives: (a) performance in graduate school…”
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Compromises in Career-Related Decisions: Examining the Role of Compromise Severity by Wee, Serena

“…This study tested L. S. Gottfredson's (1996) revised compromise theory by examining whether the relative importance of job sex type, job prestige, and…”
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Cognitive Ability and Job Performance: Meta-analytic Evidence for the Validity of Narrow Cognitive Abilities by Nye, Christopher D., Ma, Jingjing, Wee, Serena

“…Cognitive ability is one of the best predictors of performance on the job and past research has seemingly converged on the idea that narrow cognitive abilities…”
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How asynchronous video interviews are used in practice: A study of an Australian‐based AVI vendor by Dunlop, Patrick D., Holtrop, Djurre, Wee, Serena

“…With an archival data set from an Australian‐based asynchronous video interview (AVI) vendor, we examined how employers implemented AVI features as a step…”
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Operator selection for human-automation teaming: The role of manual task skill in predicting automation failure intervention by Griffiths, Natalie, Bowden, Vanessa, Wee, Serena, Strickland, Luke, Loft, Shayne

“…Humans working in modern work systems are increasingly required to supervise task automation. We examined whether manual aircraft conflict detection skill…”
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Development and Initial Validation of the Willingness to Compromise Scale by Wee, Serena

“…This study introduced an individual difference construct of willingness to compromise and examined its implications for understanding and predicting…”
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Personality and Intelligence: A Meta-Analysis by Anglim, Jeromy, Dunlop, Patrick D., Wee, Serena, Horwood, Sharon, Wood, Joshua K., Marty, Andrew

“…This study provides a comprehensive assessment of the associations of personality and intelligence. It presents a meta-analysis (N = 162,636, k = 272) of…”
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Making Sense of Model Generalizability: A Tutorial on Cross-Validation in R and Shiny by Song, Q. Chelsea, Tang, Chen, Wee, Serena

“…Model generalizability describes how well the findings from a sample are applicable to other samples in the population. In this Tutorial, we explain model…”
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Hiring on vocational interests to simultaneously improve validity and organizational diversity by Wee, Serena, Newman, Daniel A., Su, Rong

“…Abstract We discuss how using vocational interests in the selection process can help address the diversity‐validity dilemma. First, we point out how…”
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Gender Differences in Vocational Interests Across 57 Countries: A Test of the Interest–Gender-Equality Paradox by Du, Yan Yi Lance, Wee, Serena, Rounds, James

“…Postmaterialist theory suggests that gender differences in vocational interests should be larger in more egalitarian countries, reflecting a counter-intuitive…”
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Facilitating newcomer motivation through internalization: A self-determination theory perspective on newcomer socialization by Chong, Jane X.Y., Gagné, Marylène, Dunlop, Patrick D., Wee, Serena

“…Despite the importance of employee work motivation in organizations, little is known about how newcomers develop high-quality motivation to function optimally…”
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Adverse Impact Reduction and Job Performance Optimization via Pareto-Optimal Weighting: A Shrinkage Formula and Regularization Technique Using Machine Learning by Song, Q. Chelsea, Tang, Chen, Newman, Daniel A., Wee, Serena

“…In personnel selection practice, one useful technique for reducing adverse impact and enhancing diversity is the Pareto-optimal weighting approach of De Corte…”
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