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Faculty Profile

LIEVENS, Filip's photo

LIEVENS, Filip

Full-time Faculty
Lee Kong Chian Professor of Human Resources
Lee Kong Chian School of Business LKCSB

Education

1999 PhD in Industrial/Organisational Psychology
Ghent University, Belgium
1994 M.A. in Industrial/Organisational Psychology
Ghent University, Belgium
1991 B.A. in Psychology
Ghent University, Belgium

Academic Appointment(s)

2018 - Now Lee Kong Chian Professor of Human Resources
Lee Kong Chian School of Business
Singapore Management University
2012 - 2017 Full Professor
Department of Personnel Management and Work and Organizational Psychology
Ghent University, Belgium
2006 - 2012 Professor (with tenure)
Department of Personnel Management and Work and Organizational Psychology
Ghent University, Belgium
2002 - 2006 Associate Professor (with tenure)
Department of Personnel Management and Work and Organizational Psychology
Ghent University, Belgium
2000 - 2002 Assistant Professor
Department of Personnel Management and Work and Organizational Psychology
Ghent University, Belgium

Research Interests

  • Talent Acquisition and Talent Assessment in HRM
  • Situational Judgment and Interpersonal Adaptability
  • Personnel Recruitment and Employer Branding
  • Assessment Technology
  • Personality

Career-related Awards

  • Fellow of the American Psychological Association, 2018
  • Fellow of the International Association of Applied Psychology, 2018
  • Career award for Distinguished Scientific or Professional Contributions to Psychological Assessment of the European Association of Psychological Assessment, 2017
  • Fellow of the American Psychological Society, 2017
  • Friedrich Wilhelm Bessel-Forschungspreis of Alexander von Humboldt- Foundation, 2013
  • Fellow of the Society for Industrial & Organizational Psychology, 2013
  • Laureate of the Prometheus Award for Research Excellence at Ghent University, Belgium, 2011
  • Laureate of the Royal Flemish Academy of Sciences and Arts, 2008
  • Distinguished Early Career Award of Society for Industrial & Organizational Psychology, 2006
  • Fullbright Scholarship (3 months): U. of Minnesota, 2003

 

Research-related Awards

  • Lee Kong Chian School of Business Research Excellence Award, Singapore Management University, 2025
  • William A. Owens Scholarly Achievement Award of the Society for Industrial & Organizational Psychology, 2024
  • Scholarly Achievement Award of HR Division of Academy of Management, 2023
  • Jeanneret Award for Excellence in the Study of Individual or Group Assessment of Society for Industrial & Organizational Psychology, 2021
  • Top cited paper 2018 in International Journal of Selection and Assessment, 2018 
  • Profiled as the 1st Most Published Author in the Journal of Applied Psychology during 2009-2015 (JAP, 102(3), pp. 580–588), 2017
  • Joyce and Robert Hogan Award for Personality and Work Performance of the Society for Industrial & Organizational Psychology, 2020
  • 16th most cited author in human resource management textbooks, 2017
  • Society for Industrial & Organizational Psychology, Top poster, 2017
  • Dorothy Harlow Best Paper Award of Academy of Management (Gender & Diversity in Organizations Division), 2016
  • Douglas Bray & Ann Howard Award of Society for Industrial & Organizational Psychology, 2007, 2016, 2022, 2025
  • Jeanneret Award for Excellence in the Study of Individual or Group Assessment of Society for Industrial & Organizational Psychology, 2013
  • Adverse Impact Reduction Research Award of Society for Industrial & Organizational Psychology, 2013
  • International Personnel Assessment Council Innovations in Assessment Award for the project “A Building Block Approach to Personnel Selection Implementation and Evidence in a Police Officer Selection Context”, 2013
  • Best Paper Award of Academy of Management (MED Division), 2009
  • Douglas Bray & Ann Howard Award of Society for Industrial & Organizational Psychology, 2007
  • International Personnel Management Association - Assessment Council Best Student Paper Award, 2000
  • ANBAR Citation of Excellence, Highest Quality Rating for the article, 1999
    • Lievens, F. (1998). Factors which improve the construct validity of assessment centers: A review. International Journal of Selection and Assessment, 6, 141-152. 

 

Teaching-related Awards

  • Dean’s Teaching Honour List in Academic Year 2023-2024
  • Best Instructor Award (Master of Human Capital Leadership) in Academic Year 2022-2023
  • Dean’s Teaching Honour List in Academic Year 2021-2022
  • Dean’s Teaching Honour List in Academic Year 2020-2021 
  • Dean’s Teaching Honour List in Academic Year 2019-2020 
  • Dean’s Teaching Honour List in Academic Year 2018-2019 

 

Selected Journal Articles (Refereed)

  • Sackett, P.R., Lievens, F., & Landers, R.N. (in press). Hiring people in organizations: The state and future of the science. Annual Review of Organizational Psychology and Organizational Behavior.
  • Kepes S., Keener S.K. Lievens F. & McDaniel M.A. (2025). An integrative systematic review of the Situational Judgment Test literature. Journal of Management, 51, 2278-2319.
  • Berry, C. M., Lievens, F., & Zhang, C., & Sackett, P. R. (2024). Insights from an updated personnel selection meta-analytic matrix: Revisiting general mental ability tests’ role in the validity-diversity tradeoff. Journal of Applied Psychology, 109, 1611-1634.
  • Herde, C. N., & Lievens, F. (2024). The chemistry between us: Illuminating complementarity patterns in interpersonal role play assessment via moment-to-moment analyses. Journal of Applied Psychology, 109, 534-550.
  • De Corte, W., Sackett, P. R., & Lievens, F. (2024). Designing Pareto-optimal selection systems for multiple minority subgroups and multiple criteria. Journal of Applied Psychology, 109, 513-533. 
  • Monke, F. W., Lievens, F., Hess, I., & Schapers, P. (2024). Politics speak louder than skills: Political similarity effects in hireability judgments in multi-party contexts and the role of political interest. Journal of Applied Psychology, 109, 1-12.
  • Van Iddekinge, C. H., Lievens, F., & Sackett, P. R. (2023). Personnel selection: A review of ways to maximize validity, diversity, and the applicant experience. Personnel Psychology, 76, 651-686.
  • Herde, C.N., & Lievens, F. (2023). Multiple, speeded assessments under scrutiny: Underlying theory, design considerations, reliability, and validity. Journal of Applied Psychology, 108, 351-373.
  • Breil, S. M., Lievens, F., Forthmann, B., & Back, M. D. (2023). Interpersonal behavior in assessment center role-play exercises: Investigating structure, consistency, and effectiveness. Personnel Psychology, 76, 759-795.
  • Van Iddekinge, C.H., Arnold, J.D., Aguinis, H., Lang, J.W.B., & Lievens, F. (2023). Work effort: A conceptual and meta-analytic review. Journal of Management, 49, 125-157.
  • Sackett, P.R., Zhang, C., Berry, C.M., & Lievens, F. (2022). Revisiting meta-analytic estimates of validity in personnel selection: Addressing systematic overcorrection for restriction of range. Journal of Applied Psychology, 107, 2040-2068.
  • Heimann, A.L., Ingold, P.V., Melchers, K., Lievens, F., Keen, G., & Kleinmann, M. (2022). Actions define a character: Assessment centers as behavior-focused personality measures. Personnel Psychology, 75, 675-705.
  • Lievens, F., Harrison, S., Mussel, P., & Litman, J. (2022). Killing the cat? A review of curiosity at work. Academy of Management Annals, 16, 179-216.
  • De Corte, W., Sackett, P. R., & Lievens, F. (2022). A comprehensive examination of the cross-validity of Pareto-optimal vs. fixed weights selection systems in the bi-objective selection context. Journal of Applied Psychology, 107, 1243-1260.
  • Li, H., Fan, J., Zhao, G., Wang, M., Zheng, L., Meng, H., Weng, Q., Liu, Y., & Lievens, F. (2022). The role of emotions as mechanisms of mid-test warning messages during personality testing: A field experiment. Journal of Applied Psychology, 107, 40-59.
  • Rockstuhl, T. & Lievens, F. (2021). Prompt-specificity in scenario-based assessments: associations with personality vs. knowledge and effects on predictive validity. Journal of Applied Psychology, 106, 129-139.
  • Zhang, L., Van Iddekinge, C. H., Arnold, J. D., Roth, P. L., Lievens, F., Lanivich, S. E., & Jordan, S. L. (2020). What’s on job seekers’ social media sites? A content analysis and effects of structure on recruiter judgments and predictive validity. Journal of Applied Psychology, 105, 1530–1546.
  • Schäpers, P., Mussel, P., Lievens, F., König, C.J., Freudenstein, J.P, & Krumm, S. (2020). The role of situations in Situational Judgment Tests: Effects on construct saturation, predictive validity, and applicant perceptions. Journal of Applied Psychology, 105, 800-818.
  • Dalal, R.S., Balca, A.B., & Lievens, F. (2020). Within-person job performance variability over short timeframes: Theory, empirical research, and practice. Annual Review of Organizational Psychology and Organizational Behavior, 7, 421-449.
  • Lievens, F., Sackett, P. R., Dahlke, J., Oostrom, J. K., & De Soete, B. (2019). Constructed response formats and their effects on minority-majority differences and validity. Journal of Applied Psychology, 104, 715-726.
  • Ingold, P.V., Dönni, M., & Lievens, F. (2018). A dual-process theory perspective to better understand judgments in assessment centers: The role of initial impressions for dimension ratings and validity. Journal of Applied Psychology, 103, 1367-1378.
  • Lievens, F., Lang J., De Fruyt, F., Corstjens, J., Van de Vijver, M., & Bledow. R. (2018). The predictive power of people's intraindividual variability across situations: Implementing whole trait theory in assessment. Journal of Applied Psychology, 103, 753-771.
  • Sackett, P.R., Lievens, F., Van Iddekinge, C., & Kuncel, N. (2017). Individual differences and their measurement: A review of 100 years of research. Journal of Applied Psychology, 102, 254-273.
  • Lievens, F., & Sackett, P.R. (2017). The effects of predictor method factors on selection outcomes: A modular approach to personnel selection procedures. Journal of Applied Psychology, 102, 43-66.
  • Oliver, T., Hausdorf, P., Lievens, F., & Conlon, P. (2016). Interpersonal dynamics in assessment center exercises: Effects of role player portrayed disposition. Journal of Management, 42, 1992-2017.
  • Windscheid, L., Bowes-Sperry, L., Kidder, D., Cheung, H.K., Morner, M., & Lievens, F. (2016). Actions speak louder than words: Perceptions of diversity mixed messages. Journal of Applied Psychology, 101, 1329-1241.
  • Lievens, F., & Slaughter, J.E. (2016). Employer image and employer branding: What we know and what we need to know. Annual Review of Organizational Psychology and Organizational Behavior, 3, 407-440.
  • Lievens, F., Schollaert, E., & Keen, G. (2015). The interplay of elicitation and evaluation of trait-expressive behavior: Evidence in assessment center exercises. Journal of Applied Psychology, 100, 1169-1188.
  • Rockstuhl, R., Ang, S., Lievens, F., & Van Dyne, L. (2015). Putting judging situations into Situational Judgment Tests: Evidence in intercultural situations. Journal of Applied Psychology, 100, 464-480.
  • Krumm, S., Lievens, F., Hüffmeier, J., Lipnevich, A.A., Bendels, H., & Hertel, G. (2015). How “Situational” is Judgment in Situational Judgment Tests? Journal of Applied Psychology, 100, 399-416.
  • Lievens, F., De Corte, W., & Westerveld, L. (2015). Understanding the building blocks of selection procedures: Effects of response fidelity on performance and validity. Journal of Management, 41, 1604-1627.
  • Anseel, F., Beatty, A., Shen, W., Lievens, F., & Sackett, P.R. (2015). How are we doing after 30 years? A meta-analytic review of the antecedents and outcomes of feedback-seeking behavior. Journal of Management, 41, 318-348.
  • Rupp, D. E., Hoffman, B. J., Bischof, D., Byham, W. Collins, L., Gibbons, A., Hirose, S., Kleinmann, M., Kudisch, J. D., Lanik, M., Jackson, D. J. R., Kim, M., Lievens, F., Meiring, D., Melchers, K. G., Pendit, V. G., Putka, D. J., Povah, N., Reynolds, D., Schlebusch, S., Scott, J., Simonenko, S., & Thornton, G. (2015). Guidelines and Ethical Considerations for Assessment Center Operations. Journal of Management, 41, 1244-1273.
  • Slaughter, J.E., Christian, M.S., Podsakoff, N.P., Sinar, E.F., & Lievens, F. (2014). On the limitations of using Situational Judgment Tests to measure interpersonal skills: The moderating influence of employee anger. Personnel Psychology, 67, 847-885.
  • McCarthy, J.M., Van Iddekinge, C.H., Lievens, F., Kung, M.C., Sinar, E.F., & Campion, M.A. (2013). Do candidate reactions relate to job performance or affect criterion-related validity? A multi-study investigation of relations among reactions, selection test scores, and job performance. Journal of Applied Psychology, 98, 701-719.
  • Jansen, A., Melchers, K.G., Lievens, F., Kleinmann, K., Brändli, M., Fraefel, L., & König, C.J. (2013). Situation assessment as an ignored factor in the behavioral consistency paradigm underlying the validity of personnel selection procedures. Journal of Applied Psychology, 98, 326-341.
  • Lievens, F., & Sackett, P. (2012). The validity of interpersonal skills assessment via situational judgment tests for predicting academic success and job performance. Journal of Applied Psychology, 97, 460-468.
  • Lievens, F., & Patterson, F. (2011). The validity and incremental validity of knowledge tests, low-fidelity simulations, and high-fidelity simulations for predicting job performance in advanced-level high-stakes selection. Journal of Applied Psychology, 96, 927-940.
  • De Corte, W., Sackett, P.R., & Lievens, F. (2011). Designing Pareto-optimal selection systems: Formalizing the decisions required for selection system development. Journal of Applied Psychology, 96, 907-926.
  • Lievens, F., Sanchez, J.I., Bartram, D., & Brown, A. (2010). Lack of consensus among competency ratings of the same occupation: Noise or substance? Journal of Applied Psychology, 95, 562-571.
  • Lievens, F., Ones, D.S., & Dilchert, S. (2009). Personality scale validities increase throughout medical school. Journal of Applied Psychology, 94, 1514-1535.
  • Lievens, F., Buyse, T., & Sackett, P. (2009). The effects of response instructions on situational judgment test performance and validity in a high-stakes context. Journal of Applied Psychology, 94, 1095-1101.
  • Van Hoye, G., & Lievens, F. (2009). Tapping the grapevine: A closer look at word-of-mouth as a recruitment source. Journal of Applied Psychology, 94, 341-352.
  • Anseel, F., & Lievens, F., & Schollaert, E. (2009). Reflection as a strategy to enhance task performance after feedback. Organizational Behavior and Human Decision Processes, 110, 23-35.
  • Harris, M., Anseel, F., & Lievens, F. (2008). Keeping up with the Joneses: A field study of the relationships between upward, downward, and lateral comparisons and pay level satisfaction. Journal of Applied Psychology, 93, 665-673.
  • Lievens, F., De Corte, W., & Schollaert, E. (2008). A closer look at the frame-of-reference effect in personality scale scores and validity. Journal of Applied Psychology, 93, 268-279.
  • Sackett, P.R., & Lievens, F. (2008). Personnel selection. Annual Review of Psychology, 59, 419-450.
  • Lievens, F., Reeve, C.L., & Heggestad, E.D. (2007). An examination of psychometric bias due to retesting on cognitive ability tests in selection settings. Journal of Applied Psychology, 92, 1672-1682.
  • De Corte, W., Lievens, F., & Sackett, P.R. (2007). Combining predictors to achieve optimal trade-offs between selection quality and adverse impact. Journal of Applied Psychology, 92, 1380-1393.
  • Lievens, F., & Sackett, P.R. (2007). Situational judgment tests in high stakes settings: Issues and strategies with generating alternate forms. Journal of Applied Psychology, 92, 1043-1055.
  • Lievens, F., & Sanchez, J.I. (2007). Can training improve the quality of inferences made by raters in competency modeling? A quasi-experiment. Journal of Applied Psychology, 92, 812-819.
  • Sackett, P.R., Lievens, F., Berry, C.M., & Landers, R.N. (2007). A cautionary note on the effects of range restriction on predictor intercorrelations. Journal of Applied Psychology, 92, 538-544.
  • Lievens, F., & Sackett, P.R. (2006). Video-based versus written situational judgment tests: A comparison in terms of predictive validity. Journal of Applied Psychology, 91, 1181-1188.
  • De Corte, W., & Lievens, F., & Sackett, P.R. (2006). Predicting adverse impact and mean criterion performance in multi-stage selection. Journal of Applied Psychology, 91, 523-537.
  • Anderson, N., Lievens, F., Van Dam, K., & Born, M.P. (2006). A construct-driven investigation of gender differences in a leadership-role assessment center. Journal of Applied Psychology, 91, 555-566.
  • Lievens, F., Chasteen, C.S., Day, E.A., & Christiansen, N.D. (2006). Large-scale investigation of the role of trait activation theory for understanding assessment center convergent and discriminant validity. Journal of Applied Psychology, 91, 247-258.
  • Lievens, F., Buyse, T., & Sackett, P.R. (2005). The operational validity of a video-based situational judgment test for medical college admissions: Illustrating the importance of matching predictor and criterion construct domains. Journal of Applied Psychology, 90, 442-452.
  • Lievens, F., Buyse, T., & Sackett, P.R. (2005). Retest effects in operational selection settings: Development and test of a framework. Personnel Psychology, 58, 981-1007.
  • Lievens, F., Sanchez, J.I., & De Corte, W. (2004). Easing the inferential leap in competency modeling: The effects of task-related information and subject matter expertise. Personnel Psychology, 57, 881-904.
  • Lance, C.E., Lambert, T.A., Gewin, A.G., Lievens, F., & Conway, J.M. (2004). Revised estimates of dimension and exercise variance components in assessment center post-exercise dimension ratings. Journal of Applied Psychology, 89, 377–385.
  • Lievens, F., & Harris, M.M., Van Keer, E., & Bisqueret, C. (2003). Predicting cross-cultural training performance: The validity of personality, cognitive ability, and dimensions measured by an assessment center and a behavior description interview. Journal of Applied Psychology, 88, 476-489.
  • Lievens F., & Highhouse, S. (2003). The relation of instrumental and symbolic attributes to a company’s attractiveness as an employer. Personnel Psychology, 56, 75-102.
  • Lievens, F. (2002). Trying to understand the different pieces of the construct validity puzzle of assessment centers: An examination of assessor and assessee effects. Journal of Applied Psychology, 87, 675-686.
  • Lievens, F., & Conway, J.M. (2001). Dimension and exercise variance in assessment center scores: A large-scale evaluation of multitrait-multimethod studies. Journal of Applied Psychology, 86, 1202–1222.
  • Lievens, F. (2001). Assessor training strategies and their effects on accuracy, inter-rater reliability, and discriminant validity. Journal of Applied Psychology, 86, 255-264.

Related Links

Personal website: filiplievens.com

Researchgate:  https://www.researchgate.net/profile/Filip-Lievens

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Curriculum Vitae
LinkedIn
Google Scholar

Research Areas and Areas of Expertise

Strategic Priorities

Highlights
49
Publications
100
H-Index (All Time)
36252
Citations (All Time)
Filip Lievens is an internationally renowned scholar in personnel selection, psychological assessment, and talent acquisition, recognized for pioneering work in assessment centers, situational judgment tests, and innovative talent assessment methodologies across academia, industry, and healthcare.

Combines methodological innovation (modular, speeded, and technology-enhanced assessment; Pareto-optimization for diversity-validity tradeoff) with applied impact in global HR, healthcare, and public sector selection; emphasizes evidence-based practices, cross-cultural relevance, and practical implementation; widely cited and awarded for both scientific and teaching excellence; extensive editorial and advisory service; strong industry consultancy and grant acquisition (>6 million Euro).

Focused research areas include Innovative approaches to personnel selection and assessment, including modular and speeded assessment, situational judgment tests, assessment center methodology, balancing validity and diversity in selection systems, employer branding, personality dynamics, and adaptability in talent management; cross-cultural and technology-enhanced assessment practices.
Areas of Expertise
Personnel selection and psychological assessmenttalent acquisition and talent assessment in HRMsituational judgment tests (SJTs)assessment centersinterpersonal adaptabilityemployer brandingassessment technologypersonality measurementdiversity-validity tradeoffpsychometric evaluationmodular and speeded assessment methods.
This highlights are AI-generated content using the faculty's CV.

Education

1999 PhD in Industrial/Organisational Psychology
Ghent University, Belgium
1994 M.A. in Industrial/Organisational Psychology
Ghent University, Belgium
1991 B.A. in Psychology
Ghent University, Belgium

Academic Appointment(s)

2018 - Now Lee Kong Chian Professor of Human Resources
Lee Kong Chian School of Business
Singapore Management University
2012 - 2017 Full Professor
Department of Personnel Management and Work and Organizational Psychology
Ghent University, Belgium
2006 - 2012 Professor (with tenure)
Department of Personnel Management and Work and Organizational Psychology
Ghent University, Belgium
2002 - 2006 Associate Professor (with tenure)
Department of Personnel Management and Work and Organizational Psychology
Ghent University, Belgium
2000 - 2002 Assistant Professor
Department of Personnel Management and Work and Organizational Psychology
Ghent University, Belgium

Research Interests

  • Talent Acquisition and Talent Assessment in HRM
  • Situational Judgment and Interpersonal Adaptability
  • Personnel Recruitment and Employer Branding
  • Assessment Technology
  • Personality

Career-related Awards

  • Fellow of the American Psychological Association, 2018
  • Fellow of the International Association of Applied Psychology, 2018
  • Career award for Distinguished Scientific or Professional Contributions to Psychological Assessment of the European Association of Psychological Assessment, 2017
  • Fellow of the American Psychological Society, 2017
  • Friedrich Wilhelm Bessel-Forschungspreis of Alexander von Humboldt- Foundation, 2013
  • Fellow of the Society for Industrial & Organizational Psychology, 2013
  • Laureate of the Prometheus Award for Research Excellence at Ghent University, Belgium, 2011
  • Laureate of the Royal Flemish Academy of Sciences and Arts, 2008
  • Distinguished Early Career Award of Society for Industrial & Organizational Psychology, 2006
  • Fullbright Scholarship (3 months): U. of Minnesota, 2003

 

Research-related Awards

  • Lee Kong Chian School of Business Research Excellence Award, Singapore Management University, 2025
  • William A. Owens Scholarly Achievement Award of the Society for Industrial & Organizational Psychology, 2024
  • Scholarly Achievement Award of HR Division of Academy of Management, 2023
  • Jeanneret Award for Excellence in the Study of Individual or Group Assessment of Society for Industrial & Organizational Psychology, 2021
  • Top cited paper 2018 in International Journal of Selection and Assessment, 2018 
  • Profiled as the 1st Most Published Author in the Journal of Applied Psychology during 2009-2015 (JAP, 102(3), pp. 580–588), 2017
  • Joyce and Robert Hogan Award for Personality and Work Performance of the Society for Industrial & Organizational Psychology, 2020
  • 16th most cited author in human resource management textbooks, 2017
  • Society for Industrial & Organizational Psychology, Top poster, 2017
  • Dorothy Harlow Best Paper Award of Academy of Management (Gender & Diversity in Organizations Division), 2016
  • Douglas Bray & Ann Howard Award of Society for Industrial & Organizational Psychology, 2007, 2016, 2022, 2025
  • Jeanneret Award for Excellence in the Study of Individual or Group Assessment of Society for Industrial & Organizational Psychology, 2013
  • Adverse Impact Reduction Research Award of Society for Industrial & Organizational Psychology, 2013
  • International Personnel Assessment Council Innovations in Assessment Award for the project “A Building Block Approach to Personnel Selection Implementation and Evidence in a Police Officer Selection Context”, 2013
  • Best Paper Award of Academy of Management (MED Division), 2009
  • Douglas Bray & Ann Howard Award of Society for Industrial & Organizational Psychology, 2007
  • International Personnel Management Association - Assessment Council Best Student Paper Award, 2000
  • ANBAR Citation of Excellence, Highest Quality Rating for the article, 1999
    • Lievens, F. (1998). Factors which improve the construct validity of assessment centers: A review. International Journal of Selection and Assessment, 6, 141-152. 

 

Teaching-related Awards

  • Dean’s Teaching Honour List in Academic Year 2023-2024
  • Best Instructor Award (Master of Human Capital Leadership) in Academic Year 2022-2023
  • Dean’s Teaching Honour List in Academic Year 2021-2022
  • Dean’s Teaching Honour List in Academic Year 2020-2021 
  • Dean’s Teaching Honour List in Academic Year 2019-2020 
  • Dean’s Teaching Honour List in Academic Year 2018-2019 

 

Selected Journal Articles (Refereed)

  • Sackett, P.R., Lievens, F., & Landers, R.N. (in press). Hiring people in organizations: The state and future of the science. Annual Review of Organizational Psychology and Organizational Behavior.
  • Kepes S., Keener S.K. Lievens F. & McDaniel M.A. (2025). An integrative systematic review of the Situational Judgment Test literature. Journal of Management, 51, 2278-2319.
  • Berry, C. M., Lievens, F., & Zhang, C., & Sackett, P. R. (2024). Insights from an updated personnel selection meta-analytic matrix: Revisiting general mental ability tests’ role in the validity-diversity tradeoff. Journal of Applied Psychology, 109, 1611-1634.
  • Herde, C. N., & Lievens, F. (2024). The chemistry between us: Illuminating complementarity patterns in interpersonal role play assessment via moment-to-moment analyses. Journal of Applied Psychology, 109, 534-550.
  • De Corte, W., Sackett, P. R., & Lievens, F. (2024). Designing Pareto-optimal selection systems for multiple minority subgroups and multiple criteria. Journal of Applied Psychology, 109, 513-533. 
  • Monke, F. W., Lievens, F., Hess, I., & Schapers, P. (2024). Politics speak louder than skills: Political similarity effects in hireability judgments in multi-party contexts and the role of political interest. Journal of Applied Psychology, 109, 1-12.
  • Van Iddekinge, C. H., Lievens, F., & Sackett, P. R. (2023). Personnel selection: A review of ways to maximize validity, diversity, and the applicant experience. Personnel Psychology, 76, 651-686.
  • Herde, C.N., & Lievens, F. (2023). Multiple, speeded assessments under scrutiny: Underlying theory, design considerations, reliability, and validity. Journal of Applied Psychology, 108, 351-373.
  • Breil, S. M., Lievens, F., Forthmann, B., & Back, M. D. (2023). Interpersonal behavior in assessment center role-play exercises: Investigating structure, consistency, and effectiveness. Personnel Psychology, 76, 759-795.
  • Van Iddekinge, C.H., Arnold, J.D., Aguinis, H., Lang, J.W.B., & Lievens, F. (2023). Work effort: A conceptual and meta-analytic review. Journal of Management, 49, 125-157.
  • Sackett, P.R., Zhang, C., Berry, C.M., & Lievens, F. (2022). Revisiting meta-analytic estimates of validity in personnel selection: Addressing systematic overcorrection for restriction of range. Journal of Applied Psychology, 107, 2040-2068.
  • Heimann, A.L., Ingold, P.V., Melchers, K., Lievens, F., Keen, G., & Kleinmann, M. (2022). Actions define a character: Assessment centers as behavior-focused personality measures. Personnel Psychology, 75, 675-705.
  • Lievens, F., Harrison, S., Mussel, P., & Litman, J. (2022). Killing the cat? A review of curiosity at work. Academy of Management Annals, 16, 179-216.
  • De Corte, W., Sackett, P. R., & Lievens, F. (2022). A comprehensive examination of the cross-validity of Pareto-optimal vs. fixed weights selection systems in the bi-objective selection context. Journal of Applied Psychology, 107, 1243-1260.
  • Li, H., Fan, J., Zhao, G., Wang, M., Zheng, L., Meng, H., Weng, Q., Liu, Y., & Lievens, F. (2022). The role of emotions as mechanisms of mid-test warning messages during personality testing: A field experiment. Journal of Applied Psychology, 107, 40-59.
  • Rockstuhl, T. & Lievens, F. (2021). Prompt-specificity in scenario-based assessments: associations with personality vs. knowledge and effects on predictive validity. Journal of Applied Psychology, 106, 129-139.
  • Zhang, L., Van Iddekinge, C. H., Arnold, J. D., Roth, P. L., Lievens, F., Lanivich, S. E., & Jordan, S. L. (2020). What’s on job seekers’ social media sites? A content analysis and effects of structure on recruiter judgments and predictive validity. Journal of Applied Psychology, 105, 1530–1546.
  • Schäpers, P., Mussel, P., Lievens, F., König, C.J., Freudenstein, J.P, & Krumm, S. (2020). The role of situations in Situational Judgment Tests: Effects on construct saturation, predictive validity, and applicant perceptions. Journal of Applied Psychology, 105, 800-818.
  • Dalal, R.S., Balca, A.B., & Lievens, F. (2020). Within-person job performance variability over short timeframes: Theory, empirical research, and practice. Annual Review of Organizational Psychology and Organizational Behavior, 7, 421-449.
  • Lievens, F., Sackett, P. R., Dahlke, J., Oostrom, J. K., & De Soete, B. (2019). Constructed response formats and their effects on minority-majority differences and validity. Journal of Applied Psychology, 104, 715-726.
  • Ingold, P.V., Dönni, M., & Lievens, F. (2018). A dual-process theory perspective to better understand judgments in assessment centers: The role of initial impressions for dimension ratings and validity. Journal of Applied Psychology, 103, 1367-1378.
  • Lievens, F., Lang J., De Fruyt, F., Corstjens, J., Van de Vijver, M., & Bledow. R. (2018). The predictive power of people's intraindividual variability across situations: Implementing whole trait theory in assessment. Journal of Applied Psychology, 103, 753-771.
  • Sackett, P.R., Lievens, F., Van Iddekinge, C., & Kuncel, N. (2017). Individual differences and their measurement: A review of 100 years of research. Journal of Applied Psychology, 102, 254-273.
  • Lievens, F., & Sackett, P.R. (2017). The effects of predictor method factors on selection outcomes: A modular approach to personnel selection procedures. Journal of Applied Psychology, 102, 43-66.
  • Oliver, T., Hausdorf, P., Lievens, F., & Conlon, P. (2016). Interpersonal dynamics in assessment center exercises: Effects of role player portrayed disposition. Journal of Management, 42, 1992-2017.
  • Windscheid, L., Bowes-Sperry, L., Kidder, D., Cheung, H.K., Morner, M., & Lievens, F. (2016). Actions speak louder than words: Perceptions of diversity mixed messages. Journal of Applied Psychology, 101, 1329-1241.
  • Lievens, F., & Slaughter, J.E. (2016). Employer image and employer branding: What we know and what we need to know. Annual Review of Organizational Psychology and Organizational Behavior, 3, 407-440.
  • Lievens, F., Schollaert, E., & Keen, G. (2015). The interplay of elicitation and evaluation of trait-expressive behavior: Evidence in assessment center exercises. Journal of Applied Psychology, 100, 1169-1188.
  • Rockstuhl, R., Ang, S., Lievens, F., & Van Dyne, L. (2015). Putting judging situations into Situational Judgment Tests: Evidence in intercultural situations. Journal of Applied Psychology, 100, 464-480.
  • Krumm, S., Lievens, F., Hüffmeier, J., Lipnevich, A.A., Bendels, H., & Hertel, G. (2015). How “Situational” is Judgment in Situational Judgment Tests? Journal of Applied Psychology, 100, 399-416.
  • Lievens, F., De Corte, W., & Westerveld, L. (2015). Understanding the building blocks of selection procedures: Effects of response fidelity on performance and validity. Journal of Management, 41, 1604-1627.
  • Anseel, F., Beatty, A., Shen, W., Lievens, F., & Sackett, P.R. (2015). How are we doing after 30 years? A meta-analytic review of the antecedents and outcomes of feedback-seeking behavior. Journal of Management, 41, 318-348.
  • Rupp, D. E., Hoffman, B. J., Bischof, D., Byham, W. Collins, L., Gibbons, A., Hirose, S., Kleinmann, M., Kudisch, J. D., Lanik, M., Jackson, D. J. R., Kim, M., Lievens, F., Meiring, D., Melchers, K. G., Pendit, V. G., Putka, D. J., Povah, N., Reynolds, D., Schlebusch, S., Scott, J., Simonenko, S., & Thornton, G. (2015). Guidelines and Ethical Considerations for Assessment Center Operations. Journal of Management, 41, 1244-1273.
  • Slaughter, J.E., Christian, M.S., Podsakoff, N.P., Sinar, E.F., & Lievens, F. (2014). On the limitations of using Situational Judgment Tests to measure interpersonal skills: The moderating influence of employee anger. Personnel Psychology, 67, 847-885.
  • McCarthy, J.M., Van Iddekinge, C.H., Lievens, F., Kung, M.C., Sinar, E.F., & Campion, M.A. (2013). Do candidate reactions relate to job performance or affect criterion-related validity? A multi-study investigation of relations among reactions, selection test scores, and job performance. Journal of Applied Psychology, 98, 701-719.
  • Jansen, A., Melchers, K.G., Lievens, F., Kleinmann, K., Brändli, M., Fraefel, L., & König, C.J. (2013). Situation assessment as an ignored factor in the behavioral consistency paradigm underlying the validity of personnel selection procedures. Journal of Applied Psychology, 98, 326-341.
  • Lievens, F., & Sackett, P. (2012). The validity of interpersonal skills assessment via situational judgment tests for predicting academic success and job performance. Journal of Applied Psychology, 97, 460-468.
  • Lievens, F., & Patterson, F. (2011). The validity and incremental validity of knowledge tests, low-fidelity simulations, and high-fidelity simulations for predicting job performance in advanced-level high-stakes selection. Journal of Applied Psychology, 96, 927-940.
  • De Corte, W., Sackett, P.R., & Lievens, F. (2011). Designing Pareto-optimal selection systems: Formalizing the decisions required for selection system development. Journal of Applied Psychology, 96, 907-926.
  • Lievens, F., Sanchez, J.I., Bartram, D., & Brown, A. (2010). Lack of consensus among competency ratings of the same occupation: Noise or substance? Journal of Applied Psychology, 95, 562-571.
  • Lievens, F., Ones, D.S., & Dilchert, S. (2009). Personality scale validities increase throughout medical school. Journal of Applied Psychology, 94, 1514-1535.
  • Lievens, F., Buyse, T., & Sackett, P. (2009). The effects of response instructions on situational judgment test performance and validity in a high-stakes context. Journal of Applied Psychology, 94, 1095-1101.
  • Van Hoye, G., & Lievens, F. (2009). Tapping the grapevine: A closer look at word-of-mouth as a recruitment source. Journal of Applied Psychology, 94, 341-352.
  • Anseel, F., & Lievens, F., & Schollaert, E. (2009). Reflection as a strategy to enhance task performance after feedback. Organizational Behavior and Human Decision Processes, 110, 23-35.
  • Harris, M., Anseel, F., & Lievens, F. (2008). Keeping up with the Joneses: A field study of the relationships between upward, downward, and lateral comparisons and pay level satisfaction. Journal of Applied Psychology, 93, 665-673.
  • Lievens, F., De Corte, W., & Schollaert, E. (2008). A closer look at the frame-of-reference effect in personality scale scores and validity. Journal of Applied Psychology, 93, 268-279.
  • Sackett, P.R., & Lievens, F. (2008). Personnel selection. Annual Review of Psychology, 59, 419-450.
  • Lievens, F., Reeve, C.L., & Heggestad, E.D. (2007). An examination of psychometric bias due to retesting on cognitive ability tests in selection settings. Journal of Applied Psychology, 92, 1672-1682.
  • De Corte, W., Lievens, F., & Sackett, P.R. (2007). Combining predictors to achieve optimal trade-offs between selection quality and adverse impact. Journal of Applied Psychology, 92, 1380-1393.
  • Lievens, F., & Sackett, P.R. (2007). Situational judgment tests in high stakes settings: Issues and strategies with generating alternate forms. Journal of Applied Psychology, 92, 1043-1055.
  • Lievens, F., & Sanchez, J.I. (2007). Can training improve the quality of inferences made by raters in competency modeling? A quasi-experiment. Journal of Applied Psychology, 92, 812-819.
  • Sackett, P.R., Lievens, F., Berry, C.M., & Landers, R.N. (2007). A cautionary note on the effects of range restriction on predictor intercorrelations. Journal of Applied Psychology, 92, 538-544.
  • Lievens, F., & Sackett, P.R. (2006). Video-based versus written situational judgment tests: A comparison in terms of predictive validity. Journal of Applied Psychology, 91, 1181-1188.
  • De Corte, W., & Lievens, F., & Sackett, P.R. (2006). Predicting adverse impact and mean criterion performance in multi-stage selection. Journal of Applied Psychology, 91, 523-537.
  • Anderson, N., Lievens, F., Van Dam, K., & Born, M.P. (2006). A construct-driven investigation of gender differences in a leadership-role assessment center. Journal of Applied Psychology, 91, 555-566.
  • Lievens, F., Chasteen, C.S., Day, E.A., & Christiansen, N.D. (2006). Large-scale investigation of the role of trait activation theory for understanding assessment center convergent and discriminant validity. Journal of Applied Psychology, 91, 247-258.
  • Lievens, F., Buyse, T., & Sackett, P.R. (2005). The operational validity of a video-based situational judgment test for medical college admissions: Illustrating the importance of matching predictor and criterion construct domains. Journal of Applied Psychology, 90, 442-452.
  • Lievens, F., Buyse, T., & Sackett, P.R. (2005). Retest effects in operational selection settings: Development and test of a framework. Personnel Psychology, 58, 981-1007.
  • Lievens, F., Sanchez, J.I., & De Corte, W. (2004). Easing the inferential leap in competency modeling: The effects of task-related information and subject matter expertise. Personnel Psychology, 57, 881-904.
  • Lance, C.E., Lambert, T.A., Gewin, A.G., Lievens, F., & Conway, J.M. (2004). Revised estimates of dimension and exercise variance components in assessment center post-exercise dimension ratings. Journal of Applied Psychology, 89, 377–385.
  • Lievens, F., & Harris, M.M., Van Keer, E., & Bisqueret, C. (2003). Predicting cross-cultural training performance: The validity of personality, cognitive ability, and dimensions measured by an assessment center and a behavior description interview. Journal of Applied Psychology, 88, 476-489.
  • Lievens F., & Highhouse, S. (2003). The relation of instrumental and symbolic attributes to a company’s attractiveness as an employer. Personnel Psychology, 56, 75-102.
  • Lievens, F. (2002). Trying to understand the different pieces of the construct validity puzzle of assessment centers: An examination of assessor and assessee effects. Journal of Applied Psychology, 87, 675-686.
  • Lievens, F., & Conway, J.M. (2001). Dimension and exercise variance in assessment center scores: A large-scale evaluation of multitrait-multimethod studies. Journal of Applied Psychology, 86, 1202–1222.
  • Lievens, F. (2001). Assessor training strategies and their effects on accuracy, inter-rater reliability, and discriminant validity. Journal of Applied Psychology, 86, 255-264.