Ana Cristina Costa | University of Leicester (original) (raw)

Papers by Ana Cristina Costa

European Journal of Work and Organizational Psychology, 2020

We present a targeted review of recent developments and advances in digital selection procedures ... more We present a targeted review of recent developments and advances in digital selection procedures (DSPs) with particular attention to advances in internet-based techniques. By reviewing the emergence of DSPs in selection research and practice, we highlight five main categories of methods (online applications, online psychometric testing, digital interviews, gamified assessment and social media). We discuss the evidence base for each of these DSP groups, focusing on construct and criterion validity, and applicant reactions to their use in organizations. Based on the findings of our review, we present a critique of the evidence base for DSPs in industrial, work and organizational psychology and set out an agenda for advancing research. We identify pressing gaps in our understanding of DSPs, and ten key questions to be answered. Given that DSPs are likely to depart further from traditional nondigital selection procedures in the future, a theme in this agenda is the need to establish a distinct and specific literature on DSPs, and to do so at a pace that reflects the speed of the underlying technological advancement. In concluding, we, therefore, issue a call to action for selection researchers in work and organizational psychology to commence a new and rigorous multidisciplinary programme of scientific study of DSPs.

Bookmarks Related papers MentionsView impact

Journal of Organizational Behaviour, 2018

This article presents an integrative review of the rapidly growing body of research on trust in w... more This article presents an integrative review of the rapidly growing body of research on trust in work teams. We start by analyzing prominent definitions of trust and their theoretical foundations, followed by different conceptualizations of trust in teams emphasizing its multilevel, dynamic, and emergent nature. We then review the empirical research and its underlying theoretical perspectives concerning the emergence and development of trust in teams. On the basis of this review, we propose an integrated conceptual framework that organizes the field and can advance knowledge of the multilevel nature of trust in teams. Our conclusion is that trust in teams resides at multiple levels of analysis simultaneously, is subject to factors across levels in organizations, and impacts performance and other relevant outcomes both at the individual and team levels. We argue that research should not only differentiate between interpersonal trust between members from collective trust at the team level but also emphasize the interplay within and between these levels by considering cross-level influences and dynamics. We conclude by proposing 4 major directions for future research and 3 critical methodological recommendations for study designs derived from our review and framework.

Bookmarks Related papers MentionsView impact

Journal of Management, 2017

We provide a comprehensive but critical review of research on applicant reactions to selection pr... more We provide a comprehensive but critical review of research on applicant reactions to selection procedures published since 2000 (n = 145), when the last major review article on applicant reactions appeared in the Journal of Management. We start by addressing the main criticisms levied against the field to determine whether applicant reactions matter to individuals and employers ("So what?"). This is followed by a consideration of "What's new?" by conducting a comprehensive and detailed review of applicant reaction research centered upon four areas of growth: expansion of the theoretical lens, incorporation of new technology in the selection arena, internationalization of applicant reactions research, and emerging boundary conditions. Our final section focuses on "Where to next?" and offers an updated and integrated conceptual model of applicant reactions, four key challenges, and eight specific future research questions. Our conclusion is that the field demonstrates stronger research designs, with studies incorporat-This article was revised after its original OnlineFirst publication. Specifically, several elements in Table 1 were corrected. Supplemental material for this article is available with the manuscript on the JOM website.

Bookmarks Related papers MentionsView impact

in Deniz S. Ones, Neil Anderson, Chockalingam Viswesvaran and Handan Kepir Sinangil (Eds.) The Handbook of Industrial, Work and Organization Psychology (2nd edition), 2017

In this chapter, we review the literature on trust in work settings. We first briefly describe th... more In this chapter, we review the literature on trust in work settings. We first briefly describe the historical advances in trust research. Second, we discuss the different conceptual and operational definitions of trust along with the dominant perspectives and measures of trust in work settings. We also distinguish trust from other related constructs. Third, we review and discuss the research findings arising from the study of trust at different levels including interpersonal trust, team trust and organizational trust by describing the critical determinants and consequences of trust at these levels. We conclude the chapter by identifying a set of future research directions to extend the current state of knowledge and understanding of trust at work.

Bookmarks Related papers MentionsView impact

The Wiley Blackwell Hbook of the Psychology of Team Working, 2017

Trust has long been recognized as a critical factor in the functioning, effectiveness and well-be... more Trust has long been recognized as a critical factor in the functioning, effectiveness and well-being of individuals and teams in organizations. Its importance has grown considerably over the years, as the nature of work has become more interdependent and far more risk taking with increasingly more flexible and unpredictable work arrangements. Without doubt, trust is key to the success of modern-day work environments where teamwork, decentralized structures, requirements for flexibility, innovation, and high levels of cooperation all feature as vital elements for success (Costa & Anderson, 2012).
The present chapter builds on and extends prior literature and research on team trust in three important ways. First, we seek to clarify the definition of trust and its conceptualization specifically at the team or workgroup level, as well as discuss the similarities and differences between interpersonal and team level trust. In doing so, we develop a more integrative understanding of the conceptualization of team trust. Second, we comprehensively review the extant literature and empirical research findings into working team trust. Here, we identify a number of consistent themes, key findings, and advances made in team level trust research over recent years. Third, and finally, we delineate a multi-level framework with individual, team and organizational level determinants and outcomes of team trust. Our aim is to clarify core variables and processes underlying team trust and to develop a better understanding of how these phenomena operate in a system involving the individual team members, the team self and the organizational contexts in which the team operates. We conclude this chapter by reviewing and proposing a number of directions for future research and future-oriented methodological recommendations.

Bookmarks Related papers MentionsView impact

International Journal of Selection and Assessment, 2012

This paper reports findings from a survey into applicant reactions of working adults in Saudi Ara... more This paper reports findings from a survey into applicant reactions of working adults in Saudi Arabia. A sample of 193 participants from four job functions was obtained, with measures of organizational attractiveness, core-self evaluation, and applicant reactions to four popular selection methods in the country-interviews, résumés, work sample tests, and referencesbeing included. Findings indicate a notably similar pattern of preference reactions to previous studies in other (Western) countries, affirming arguments for so-called reaction generalizability. Work sample tests were rated the most favorably followed by interviews, résumés, and references. For specific procedural dimensions, résumés were perceived as the most favorable, followed by work sample tests, interviews, and references. Several significant differences were found across job functions, mostly for interviews and résumés. Significant effects were found between reactions and organizational attractiveness, and between reactions and core-self evaluation, including some interaction effects. Implications for future research and for practice in employee selection are considered in the conclusion.

Bookmarks Related papers MentionsView impact

International Journal of Selection and Assessment, 2014

Bookmarks Related papers MentionsView impact

European Journal of Work and Organizational Psychology, 2011

Bookmarks Related papers MentionsView impact

Social Science Information

This study examined the development and dynamics of trust in project teams and explored the relat... more This study examined the development and dynamics of trust in project teams and explored the relation with cooperation, monitoring and team performance. Two types of teams were distinguished at the start of the projects: low prior social-capital teams (teams composed of members that have no previous history in working together and are not acquainted or friends with one another); high prior social-capital teams (teams composed of members that have worked together previously, are acquainted or friends with each other). A longitudinal approach provided an opportunity to study trust dynamics in the course of the projects. Data from 79 project-research teams (315 master's students) was collected longitudinally, with measurement moments at the beginning, middle and end of the project. Independent team performance ratings were obtained for each team. Significant differences were found in relation to trust-building between high and low prior social-capital teams. High prior social-capital teams reported systematically higher levels of trust than low prior social-capital teams throughout the project. These differences had implications for the level of monitoring, cooperation and team performance.

Bookmarks Related papers MentionsView impact

Social Science Information

Bookmarks Related papers MentionsView impact

Group and Organization Managment, 2007

This article introduces the special issue on New Perspectives on the Trust-Control Nexus in Organ... more This article introduces the special issue on New Perspectives on the Trust-Control Nexus in Organizational Relations. Trust and control are interlinked processes commonly seen as key to reach effectiveness in inter-and intraorganizational relations. The relation between trust and control is, however, a complex one, and research into this relation has given rise to various and contradictory interpretations of how trust and control relate. A well-known discussion is directed at whether trust and control are better conceived as substitutes, or as complementary mechanisms of governance. The articles in this special issue bring the discussion on the relationship between both concepts a step further by identifying common factors, distinctive mechanisms, and key implications relevant for theory building and empirical research. By studying trust and control through different perspectives and at different levels of analysis, the articles provide new theoretical insights and empirical evidence on the foundations of the trust-control interrelations.

Bookmarks Related papers MentionsView impact

International Sociology, 2005

This article aims at contributing to the understanding of the trust-control nexus. The objective ... more This article aims at contributing to the understanding of the trust-control nexus. The objective is to bring the discussion around the relationship between both concepts a step further by identifying common foundations, distinctive mechanisms and key implications relevant for theory-building and empirical research on trust and control. First, the concept of trust and related concepts are introduced. Second, the developments related to the diminished effectiveness of control and a growing importance of trust in both intra- and inter-organizational relations are discussed. Finally, the state of the art regarding the trust-control nexus and a brief summary of the four articles included in this special issue are provided.

Bookmarks Related papers MentionsView impact

Group & Organization Management, 2007

This article introduces the special issue on New Perspectives on the Trust-Control Nexus in Organ... more This article introduces the special issue on New Perspectives on the Trust-Control Nexus in Organizational Relations. Trust and control are interlinked processes commonly seen as key to reach effectiveness in inter- and intraorganizational relations. The relation between trust and control is, however, a complex one, and research into this relation has given rise to various and contradictory interpretations of how trust and control relate. A well-known discussion is directed at whether trust and control are better conceived as substitutes, or as complementary mechanisms of governance. The articles in this special issue bring the discussion on the relationship between both concepts a step further by identifying common factors, distinctive mechanisms, and key implications relevant for theory building and empirical research. By studying trust and control through different perspectives and at different levels of analysis, the articles provide new theoretical insights and empirical eviden...

Bookmarks Related papers MentionsView impact

Personnel Review, 2003

This article aims to explore the nature and functioning of trust in work teams. Trust is defined ... more This article aims to explore the nature and functioning of trust in work teams. Trust is defined as a multi‐component variable with distinct but related dimensions. These include propensity to trust, perceived trustworthiness, co‐operative and lack of monitoring behaviours. A model was tested relating trust with perceived task performance, team satisfaction, and two dimensions of organisational commitment, i.e. attitudinal and continuance. Survey data from 112 teams(n=395) was collected in three social care institutions in The Netherlands. The results are supportive of a multi‐component structure for trust and of its importance to the functioning of teams and organisations. Work team trust appeared strongly related with team member's attitudes towards the organisation. Trust between team members was positively associated with attitudinal commitment and negatively with continuance commitment. Trust was also positively related with perceived task performance and with team satisfac...

Bookmarks Related papers MentionsView impact

European Journal of Work and …, 2001

Bookmarks Related papers MentionsView impact

European Journal of Work and Organizational Psychology, 2020

We present a targeted review of recent developments and advances in digital selection procedures ... more We present a targeted review of recent developments and advances in digital selection procedures (DSPs) with particular attention to advances in internet-based techniques. By reviewing the emergence of DSPs in selection research and practice, we highlight five main categories of methods (online applications, online psychometric testing, digital interviews, gamified assessment and social media). We discuss the evidence base for each of these DSP groups, focusing on construct and criterion validity, and applicant reactions to their use in organizations. Based on the findings of our review, we present a critique of the evidence base for DSPs in industrial, work and organizational psychology and set out an agenda for advancing research. We identify pressing gaps in our understanding of DSPs, and ten key questions to be answered. Given that DSPs are likely to depart further from traditional nondigital selection procedures in the future, a theme in this agenda is the need to establish a distinct and specific literature on DSPs, and to do so at a pace that reflects the speed of the underlying technological advancement. In concluding, we, therefore, issue a call to action for selection researchers in work and organizational psychology to commence a new and rigorous multidisciplinary programme of scientific study of DSPs.

Bookmarks Related papers MentionsView impact

Journal of Organizational Behaviour, 2018

This article presents an integrative review of the rapidly growing body of research on trust in w... more This article presents an integrative review of the rapidly growing body of research on trust in work teams. We start by analyzing prominent definitions of trust and their theoretical foundations, followed by different conceptualizations of trust in teams emphasizing its multilevel, dynamic, and emergent nature. We then review the empirical research and its underlying theoretical perspectives concerning the emergence and development of trust in teams. On the basis of this review, we propose an integrated conceptual framework that organizes the field and can advance knowledge of the multilevel nature of trust in teams. Our conclusion is that trust in teams resides at multiple levels of analysis simultaneously, is subject to factors across levels in organizations, and impacts performance and other relevant outcomes both at the individual and team levels. We argue that research should not only differentiate between interpersonal trust between members from collective trust at the team level but also emphasize the interplay within and between these levels by considering cross-level influences and dynamics. We conclude by proposing 4 major directions for future research and 3 critical methodological recommendations for study designs derived from our review and framework.

Bookmarks Related papers MentionsView impact

Journal of Management, 2017

We provide a comprehensive but critical review of research on applicant reactions to selection pr... more We provide a comprehensive but critical review of research on applicant reactions to selection procedures published since 2000 (n = 145), when the last major review article on applicant reactions appeared in the Journal of Management. We start by addressing the main criticisms levied against the field to determine whether applicant reactions matter to individuals and employers ("So what?"). This is followed by a consideration of "What's new?" by conducting a comprehensive and detailed review of applicant reaction research centered upon four areas of growth: expansion of the theoretical lens, incorporation of new technology in the selection arena, internationalization of applicant reactions research, and emerging boundary conditions. Our final section focuses on "Where to next?" and offers an updated and integrated conceptual model of applicant reactions, four key challenges, and eight specific future research questions. Our conclusion is that the field demonstrates stronger research designs, with studies incorporat-This article was revised after its original OnlineFirst publication. Specifically, several elements in Table 1 were corrected. Supplemental material for this article is available with the manuscript on the JOM website.

Bookmarks Related papers MentionsView impact

in Deniz S. Ones, Neil Anderson, Chockalingam Viswesvaran and Handan Kepir Sinangil (Eds.) The Handbook of Industrial, Work and Organization Psychology (2nd edition), 2017

In this chapter, we review the literature on trust in work settings. We first briefly describe th... more In this chapter, we review the literature on trust in work settings. We first briefly describe the historical advances in trust research. Second, we discuss the different conceptual and operational definitions of trust along with the dominant perspectives and measures of trust in work settings. We also distinguish trust from other related constructs. Third, we review and discuss the research findings arising from the study of trust at different levels including interpersonal trust, team trust and organizational trust by describing the critical determinants and consequences of trust at these levels. We conclude the chapter by identifying a set of future research directions to extend the current state of knowledge and understanding of trust at work.

Bookmarks Related papers MentionsView impact

The Wiley Blackwell Hbook of the Psychology of Team Working, 2017

Trust has long been recognized as a critical factor in the functioning, effectiveness and well-be... more Trust has long been recognized as a critical factor in the functioning, effectiveness and well-being of individuals and teams in organizations. Its importance has grown considerably over the years, as the nature of work has become more interdependent and far more risk taking with increasingly more flexible and unpredictable work arrangements. Without doubt, trust is key to the success of modern-day work environments where teamwork, decentralized structures, requirements for flexibility, innovation, and high levels of cooperation all feature as vital elements for success (Costa & Anderson, 2012).
The present chapter builds on and extends prior literature and research on team trust in three important ways. First, we seek to clarify the definition of trust and its conceptualization specifically at the team or workgroup level, as well as discuss the similarities and differences between interpersonal and team level trust. In doing so, we develop a more integrative understanding of the conceptualization of team trust. Second, we comprehensively review the extant literature and empirical research findings into working team trust. Here, we identify a number of consistent themes, key findings, and advances made in team level trust research over recent years. Third, and finally, we delineate a multi-level framework with individual, team and organizational level determinants and outcomes of team trust. Our aim is to clarify core variables and processes underlying team trust and to develop a better understanding of how these phenomena operate in a system involving the individual team members, the team self and the organizational contexts in which the team operates. We conclude this chapter by reviewing and proposing a number of directions for future research and future-oriented methodological recommendations.

Bookmarks Related papers MentionsView impact

International Journal of Selection and Assessment, 2012

This paper reports findings from a survey into applicant reactions of working adults in Saudi Ara... more This paper reports findings from a survey into applicant reactions of working adults in Saudi Arabia. A sample of 193 participants from four job functions was obtained, with measures of organizational attractiveness, core-self evaluation, and applicant reactions to four popular selection methods in the country-interviews, résumés, work sample tests, and referencesbeing included. Findings indicate a notably similar pattern of preference reactions to previous studies in other (Western) countries, affirming arguments for so-called reaction generalizability. Work sample tests were rated the most favorably followed by interviews, résumés, and references. For specific procedural dimensions, résumés were perceived as the most favorable, followed by work sample tests, interviews, and references. Several significant differences were found across job functions, mostly for interviews and résumés. Significant effects were found between reactions and organizational attractiveness, and between reactions and core-self evaluation, including some interaction effects. Implications for future research and for practice in employee selection are considered in the conclusion.

Bookmarks Related papers MentionsView impact

International Journal of Selection and Assessment, 2014

Bookmarks Related papers MentionsView impact

European Journal of Work and Organizational Psychology, 2011

Bookmarks Related papers MentionsView impact

Social Science Information

This study examined the development and dynamics of trust in project teams and explored the relat... more This study examined the development and dynamics of trust in project teams and explored the relation with cooperation, monitoring and team performance. Two types of teams were distinguished at the start of the projects: low prior social-capital teams (teams composed of members that have no previous history in working together and are not acquainted or friends with one another); high prior social-capital teams (teams composed of members that have worked together previously, are acquainted or friends with each other). A longitudinal approach provided an opportunity to study trust dynamics in the course of the projects. Data from 79 project-research teams (315 master's students) was collected longitudinally, with measurement moments at the beginning, middle and end of the project. Independent team performance ratings were obtained for each team. Significant differences were found in relation to trust-building between high and low prior social-capital teams. High prior social-capital teams reported systematically higher levels of trust than low prior social-capital teams throughout the project. These differences had implications for the level of monitoring, cooperation and team performance.

Bookmarks Related papers MentionsView impact

Social Science Information

Bookmarks Related papers MentionsView impact

Group and Organization Managment, 2007

This article introduces the special issue on New Perspectives on the Trust-Control Nexus in Organ... more This article introduces the special issue on New Perspectives on the Trust-Control Nexus in Organizational Relations. Trust and control are interlinked processes commonly seen as key to reach effectiveness in inter-and intraorganizational relations. The relation between trust and control is, however, a complex one, and research into this relation has given rise to various and contradictory interpretations of how trust and control relate. A well-known discussion is directed at whether trust and control are better conceived as substitutes, or as complementary mechanisms of governance. The articles in this special issue bring the discussion on the relationship between both concepts a step further by identifying common factors, distinctive mechanisms, and key implications relevant for theory building and empirical research. By studying trust and control through different perspectives and at different levels of analysis, the articles provide new theoretical insights and empirical evidence on the foundations of the trust-control interrelations.

Bookmarks Related papers MentionsView impact

International Sociology, 2005

This article aims at contributing to the understanding of the trust-control nexus. The objective ... more This article aims at contributing to the understanding of the trust-control nexus. The objective is to bring the discussion around the relationship between both concepts a step further by identifying common foundations, distinctive mechanisms and key implications relevant for theory-building and empirical research on trust and control. First, the concept of trust and related concepts are introduced. Second, the developments related to the diminished effectiveness of control and a growing importance of trust in both intra- and inter-organizational relations are discussed. Finally, the state of the art regarding the trust-control nexus and a brief summary of the four articles included in this special issue are provided.

Bookmarks Related papers MentionsView impact

Group & Organization Management, 2007

This article introduces the special issue on New Perspectives on the Trust-Control Nexus in Organ... more This article introduces the special issue on New Perspectives on the Trust-Control Nexus in Organizational Relations. Trust and control are interlinked processes commonly seen as key to reach effectiveness in inter- and intraorganizational relations. The relation between trust and control is, however, a complex one, and research into this relation has given rise to various and contradictory interpretations of how trust and control relate. A well-known discussion is directed at whether trust and control are better conceived as substitutes, or as complementary mechanisms of governance. The articles in this special issue bring the discussion on the relationship between both concepts a step further by identifying common factors, distinctive mechanisms, and key implications relevant for theory building and empirical research. By studying trust and control through different perspectives and at different levels of analysis, the articles provide new theoretical insights and empirical eviden...

Bookmarks Related papers MentionsView impact

Personnel Review, 2003

This article aims to explore the nature and functioning of trust in work teams. Trust is defined ... more This article aims to explore the nature and functioning of trust in work teams. Trust is defined as a multi‐component variable with distinct but related dimensions. These include propensity to trust, perceived trustworthiness, co‐operative and lack of monitoring behaviours. A model was tested relating trust with perceived task performance, team satisfaction, and two dimensions of organisational commitment, i.e. attitudinal and continuance. Survey data from 112 teams(n=395) was collected in three social care institutions in The Netherlands. The results are supportive of a multi‐component structure for trust and of its importance to the functioning of teams and organisations. Work team trust appeared strongly related with team member's attitudes towards the organisation. Trust between team members was positively associated with attitudinal commitment and negatively with continuance commitment. Trust was also positively related with perceived task performance and with team satisfac...

Bookmarks Related papers MentionsView impact

European Journal of Work and …, 2001

Bookmarks Related papers MentionsView impact