Alexandra Ilie | Faculty of Biotechnology - University of Agronomic Sciences and Veterinary Medicine - Bucharest (original) (raw)
Papers by Alexandra Ilie
Pastoral Psychology, 2009
The Romanian translation of the FSAC 1 Running head: The Romanian translation of the FSAC The Rom... more The Romanian translation of the FSAC 1 Running head: The Romanian translation of the FSAC The Romanian translation of the Francis Scale of Attitude toward Christianity:
International Journal of Selection and Assessment, 2010
This study examined fairness reactions to 10 selection methods in a sample of 240 Romanian employ... more This study examined fairness reactions to 10 selection methods in a sample of 240 Romanian employees. The results showed that Romanian employees rated work samples, interviews, written ability tests, and resumes as favorable, but graphology, ethnicity, and personal contacts as unfavorable. Perceived predictive validity was identified as the strongest predictor of process favorability ratings. Implications for research and practice are discussed.
International Journal of Selection and Assessment, 2011
Across three samples (N=475, 358, and 112), the authors examined the criterion-related validity o... more Across three samples (N=475, 358, and 112), the authors examined the criterion-related validity of the Employee Screening Questionnaire (ESQ), a brief forced-choice measure of integrity in the workplace. Results suggested that ESQ scores correlate highly with self- and other-reports of counterproductive work behaviors (rs of .59, .50, and .47 on the consolidated scores), as well as self-reports of job satisfaction (rs of −.41 and −.22 on the consolidated scores), and intention to leave the organization (rs of .30 and .21 on the consolidated scores). No predictive bias by gender was found for the ESQ scores. Based on these results, the authors encourage more research on the use of personality-based (covert), forced-choice integrity tests in selection contexts.
Studied under various names such as industrial-organizational psychology, organizational behavior... more Studied under various names such as industrial-organizational psychology, organizational behavior, human resources management etc., organizational sciences share a focus on both research and practice. However, most of the actors in the field chose one over the other. For this issue's interview, we talked to Dr. Fred Morgeson a prolific researcher who successfully combined science and practice in his work. Frederick P. Morgeson (www.morgeson.com) is a Professor of Management and Valade Research Scholar at the Eli Broad College of Business at Michigan State University. He received his Ph.D. in Industrial and Organizational Psychology from Purdue University. Dr. Morgeson teaches and does research in Human Resource Management and Organizational Behavior. His research has focused on four distinct areas. First, he has a continuing interest in leadership, particularly with respect to the role of leadership in self-managing teams and the nature of the relationship between leaders and followers. Second, Dr. Morgeson has examined fundamental questions about the nature of work, which includes how work is structured and how people perceive their work. These issues have been explored in a series of studies in the job analysis, work design, and work teams areas. Third, he has studied the effectiveness and consequences of different selection techniques. Fourth, Dr. Morgeson has explored issues of theory development and sought to produce integrative research in the substantive research areas noted above. This research has been published (or is forthcoming) in Academy Morgeson was a manager at a recording studio in the Detroit area. In addition, he has been involved in variety of consulting and applied research projects for a number of organizations in the areas of job analysis, work design, recruiting, personnel selection, leadership development, compensation, and organizational assessment.
Pastoral Psychology, 2009
The Romanian translation of the FSAC 1 Running head: The Romanian translation of the FSAC The Rom... more The Romanian translation of the FSAC 1 Running head: The Romanian translation of the FSAC The Romanian translation of the Francis Scale of Attitude toward Christianity:
International Journal of Selection and Assessment, 2010
This study examined fairness reactions to 10 selection methods in a sample of 240 Romanian employ... more This study examined fairness reactions to 10 selection methods in a sample of 240 Romanian employees. The results showed that Romanian employees rated work samples, interviews, written ability tests, and resumes as favorable, but graphology, ethnicity, and personal contacts as unfavorable. Perceived predictive validity was identified as the strongest predictor of process favorability ratings. Implications for research and practice are discussed.
International Journal of Selection and Assessment, 2011
Across three samples (N=475, 358, and 112), the authors examined the criterion-related validity o... more Across three samples (N=475, 358, and 112), the authors examined the criterion-related validity of the Employee Screening Questionnaire (ESQ), a brief forced-choice measure of integrity in the workplace. Results suggested that ESQ scores correlate highly with self- and other-reports of counterproductive work behaviors (rs of .59, .50, and .47 on the consolidated scores), as well as self-reports of job satisfaction (rs of −.41 and −.22 on the consolidated scores), and intention to leave the organization (rs of .30 and .21 on the consolidated scores). No predictive bias by gender was found for the ESQ scores. Based on these results, the authors encourage more research on the use of personality-based (covert), forced-choice integrity tests in selection contexts.
Studied under various names such as industrial-organizational psychology, organizational behavior... more Studied under various names such as industrial-organizational psychology, organizational behavior, human resources management etc., organizational sciences share a focus on both research and practice. However, most of the actors in the field chose one over the other. For this issue's interview, we talked to Dr. Fred Morgeson a prolific researcher who successfully combined science and practice in his work. Frederick P. Morgeson (www.morgeson.com) is a Professor of Management and Valade Research Scholar at the Eli Broad College of Business at Michigan State University. He received his Ph.D. in Industrial and Organizational Psychology from Purdue University. Dr. Morgeson teaches and does research in Human Resource Management and Organizational Behavior. His research has focused on four distinct areas. First, he has a continuing interest in leadership, particularly with respect to the role of leadership in self-managing teams and the nature of the relationship between leaders and followers. Second, Dr. Morgeson has examined fundamental questions about the nature of work, which includes how work is structured and how people perceive their work. These issues have been explored in a series of studies in the job analysis, work design, and work teams areas. Third, he has studied the effectiveness and consequences of different selection techniques. Fourth, Dr. Morgeson has explored issues of theory development and sought to produce integrative research in the substantive research areas noted above. This research has been published (or is forthcoming) in Academy Morgeson was a manager at a recording studio in the Detroit area. In addition, he has been involved in variety of consulting and applied research projects for a number of organizations in the areas of job analysis, work design, recruiting, personnel selection, leadership development, compensation, and organizational assessment.