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Papers by Darin Wiechmann

Research paper thumbnail of Team Goal Commitment Scale--Modified Version

Research paper thumbnail of Faculty Publications - Human Resource Studies

Research paper thumbnail of Incremental validity of situational judgment tests

Journal of Applied Psychology, 2001

... James Clevenger, Gloria M. Pereira, and Veronica Schmidt Harvey, Aon Consulting, Grosse Point... more ... James Clevenger, Gloria M. Pereira, and Veronica Schmidt Harvey, Aon Consulting, Grosse Pointe Farms, Michigan; Darin Wiechmann and Neal Schmitt ... in sev-eral studies (Bauer, Maertz, Dolen, & Campion, 1998; Kluger & Rothstein, 1993; Ployhart & Ryan, 1998; Smither ...

Research paper thumbnail of A Multiple-Goal, Multilevel Model of Feedback Effects on the Regulation of Individual and Team Performance

Journal of Applied Psychology, 2004

When working as a member of a team, individuals must make decisions concerning the allocation of ... more When working as a member of a team, individuals must make decisions concerning the allocation of resources (e.g., effort) toward individual goals and team goals. As a result, individual and team goals, and feedback related to progress toward these goals, should be potent levers for affecting resource allocation decisions. This research develops a multilevel, multiple-goal model of individual and team regulatory processes that affect the allocation of resources across individual and team goals resulting in individual and team performance. On the basis of this model, predictions concerning the impact of individual and team performance feedback are examined empirically to evaluate the model and to understand the influence of feedback on regulatory processes and resource allocation. Two hundred thirty-seven participants were randomly formed into 79 teams of 3 that performed a simulated radar task that required teamwork. Results support the model and the predicted role of feedback in affecting the allocation of resources when individuals strive to accomplish both individual and team goals.

Research paper thumbnail of Consequences of organizational justice expectations in a selection system

Journal of Applied Psychology, 2006

This study examined several consequences of applicants' expectations of organizational justice at... more This study examined several consequences of applicants' expectations of organizational justice at multiple stages in a selection process. The authors assessed the justice expectations of 1,832 job applicants prior to their participation in a testing process and examined how these expectations influenced their pretest attitudes and intentions as well as their perceptions of the testing process. Results revealed that applicants with higher expectations of justice reported higher levels of pretest motivation and more positive job acceptance and recommendation intentions. Justice expectations were also positively related to applicants' perceptions of justice in the testing process. Results provided some evidence that justice expectations have a moderating influence, such that justice perceptions have a greater influence on applicants' affective and cognitive states when expectations of justice are high. The theoretical and practical implications of these findings are discussed in the context of research on organizational justice and applicant perceptions.

Research paper thumbnail of Justice Expectations and Applicant Perceptions

International Journal of Selection and Assessment, 2004

Expectations, which are beliefs about a future state of affairs, constitute a basic psychological... more Expectations, which are beliefs about a future state of affairs, constitute a basic psychological mechanism that underlies virtually all human behavior. Although expectations serve as a central component in many theories of organizational behavior, they have received limited attention in the organizational justice literature. The goal of this paper is to introduce the concept of justice expectations and explore its implications for understanding applicant perceptions. To conceptualize justice expectations, we draw on research on expectations conducted in multiple disciplines. We discuss the three sources of expectations -direct experience, indirect influences, and other beliefsand use this typology to identify the likely antecedents of justice expectations in selection contexts. We also discuss the impact of expectations on attitudes, cognitions, and behaviors, focusing specifically on outcomes tied to selection environments. Finally, we explore the theoretical implications of incorporating expectations into research on applicant perceptions and discuss the practical significance of justice expectations in selection contexts.

Research paper thumbnail of Reactions to Computerized Testing in Selection Contexts

International Journal of Selection and Assessment, 2003

Page 1. Reactions to Computerized Testing in Selection Contexts Darin Wiechmann* and Ann Marie Ry... more Page 1. Reactions to Computerized Testing in Selection Contexts Darin Wiechmann* and Ann Marie Ryan Michigan State University Organizations are increasingly using computerized tests (eg, multimedia, web-based, computer adaptive testing) in selection systems. ...

Research paper thumbnail of Designing and implementing global staffing systems: Part I?Leaders in global staffing

Human Resource Management, 2003

Research paper thumbnail of The Cross-Cultural Equivalence of Job Performance Ratings

Human Performance, 2003

... The data for this study were obtained from a multinational franchise that oper-ates a global ... more ... The data for this study were obtained from a multinational franchise that oper-ates a global chain of restaurants. Identical performance dimensions were used in all countries where the restaurants operated, thus an imposed-etic HR strategy was used (Davis, 1998). ...

Research paper thumbnail of Exit Survey (Exit Interview)

Encyclopedia of Industrial and Organizational Psychology, 2007

Research paper thumbnail of Team Goal Commitment Scale--Modified Version

Research paper thumbnail of Faculty Publications - Human Resource Studies

Research paper thumbnail of Incremental validity of situational judgment tests

Journal of Applied Psychology, 2001

... James Clevenger, Gloria M. Pereira, and Veronica Schmidt Harvey, Aon Consulting, Grosse Point... more ... James Clevenger, Gloria M. Pereira, and Veronica Schmidt Harvey, Aon Consulting, Grosse Pointe Farms, Michigan; Darin Wiechmann and Neal Schmitt ... in sev-eral studies (Bauer, Maertz, Dolen, & Campion, 1998; Kluger & Rothstein, 1993; Ployhart & Ryan, 1998; Smither ...

Research paper thumbnail of A Multiple-Goal, Multilevel Model of Feedback Effects on the Regulation of Individual and Team Performance

Journal of Applied Psychology, 2004

When working as a member of a team, individuals must make decisions concerning the allocation of ... more When working as a member of a team, individuals must make decisions concerning the allocation of resources (e.g., effort) toward individual goals and team goals. As a result, individual and team goals, and feedback related to progress toward these goals, should be potent levers for affecting resource allocation decisions. This research develops a multilevel, multiple-goal model of individual and team regulatory processes that affect the allocation of resources across individual and team goals resulting in individual and team performance. On the basis of this model, predictions concerning the impact of individual and team performance feedback are examined empirically to evaluate the model and to understand the influence of feedback on regulatory processes and resource allocation. Two hundred thirty-seven participants were randomly formed into 79 teams of 3 that performed a simulated radar task that required teamwork. Results support the model and the predicted role of feedback in affecting the allocation of resources when individuals strive to accomplish both individual and team goals.

Research paper thumbnail of Consequences of organizational justice expectations in a selection system

Journal of Applied Psychology, 2006

This study examined several consequences of applicants' expectations of organizational justice at... more This study examined several consequences of applicants' expectations of organizational justice at multiple stages in a selection process. The authors assessed the justice expectations of 1,832 job applicants prior to their participation in a testing process and examined how these expectations influenced their pretest attitudes and intentions as well as their perceptions of the testing process. Results revealed that applicants with higher expectations of justice reported higher levels of pretest motivation and more positive job acceptance and recommendation intentions. Justice expectations were also positively related to applicants' perceptions of justice in the testing process. Results provided some evidence that justice expectations have a moderating influence, such that justice perceptions have a greater influence on applicants' affective and cognitive states when expectations of justice are high. The theoretical and practical implications of these findings are discussed in the context of research on organizational justice and applicant perceptions.

Research paper thumbnail of Justice Expectations and Applicant Perceptions

International Journal of Selection and Assessment, 2004

Expectations, which are beliefs about a future state of affairs, constitute a basic psychological... more Expectations, which are beliefs about a future state of affairs, constitute a basic psychological mechanism that underlies virtually all human behavior. Although expectations serve as a central component in many theories of organizational behavior, they have received limited attention in the organizational justice literature. The goal of this paper is to introduce the concept of justice expectations and explore its implications for understanding applicant perceptions. To conceptualize justice expectations, we draw on research on expectations conducted in multiple disciplines. We discuss the three sources of expectations -direct experience, indirect influences, and other beliefsand use this typology to identify the likely antecedents of justice expectations in selection contexts. We also discuss the impact of expectations on attitudes, cognitions, and behaviors, focusing specifically on outcomes tied to selection environments. Finally, we explore the theoretical implications of incorporating expectations into research on applicant perceptions and discuss the practical significance of justice expectations in selection contexts.

Research paper thumbnail of Reactions to Computerized Testing in Selection Contexts

International Journal of Selection and Assessment, 2003

Page 1. Reactions to Computerized Testing in Selection Contexts Darin Wiechmann* and Ann Marie Ry... more Page 1. Reactions to Computerized Testing in Selection Contexts Darin Wiechmann* and Ann Marie Ryan Michigan State University Organizations are increasingly using computerized tests (eg, multimedia, web-based, computer adaptive testing) in selection systems. ...

Research paper thumbnail of Designing and implementing global staffing systems: Part I?Leaders in global staffing

Human Resource Management, 2003

Research paper thumbnail of The Cross-Cultural Equivalence of Job Performance Ratings

Human Performance, 2003

... The data for this study were obtained from a multinational franchise that oper-ates a global ... more ... The data for this study were obtained from a multinational franchise that oper-ates a global chain of restaurants. Identical performance dimensions were used in all countries where the restaurants operated, thus an imposed-etic HR strategy was used (Davis, 1998). ...

Research paper thumbnail of Exit Survey (Exit Interview)

Encyclopedia of Industrial and Organizational Psychology, 2007