Applicant perspectives in selection: Going beyond preference reactions

In the present special issue new theoretical and empirical insights on applicant perceptions of selection procedures are provided. In this introductory editorial we address four primary goals. First, we introduce the reader to the topic of applicant perceptions and highlight key theoretical perspectives and past empirical findings. Second, we review the state of the literature and argue that research on applicant reactions has been prospering in the last two decades. Third, we summarize the six papers that have been assembled in this special issue and that are reviewed in the final paper as a discussants' commentary. We close with acknowledging and thanking all of those who have contributed to the publication of this special issue

Making sure that mindfulness is promoted in organizations in the right way and for the right goals

I am happy to see the topic of mindfulness at work find its way into this journal as a focal article (Hyland, Lee, & Mills, 2015), and I read it with great interest. Although I agree with most of the points made, I want to elaborate on some critical issues that were not or were only briefly touched on and that I deem worthy of further exploration and discussion

What makes employees resilient to job demands? : The role of core self-evaluations in the relationship between job demands and strain reactions

Contemporary theory claims that job demands will not lead to negative strain reactions when job related resources are in place as a buffer. In the present article this idea is extended by focusing on person-related resources that are not inherently related to the job, namely core self-evaluations (CSE). This general trait represents an individual's evaluation of self-worth and functioning, and is composed of four accepted personality traits, namely self-esteem, locus of control, general self-efficacy, and emotional stability. The present article tested the idea that CSE functions as a person-related resource and acts as a buffer between job demands and strain reactions. In two studies with samples from separate organizations it was shown that CSE moderated the relationship of job demands (emotional job demands, work load, and shift work) with psychological distress. Results indicate that CSE functions as a personal resource and acts as a buffer between job demands and strain reactions. It is discussed how these results add to contemporary stress models

Team-level predictors of innovation at work: A comprehensive meta-analysis spanning three decades of research

This article presents a meta-analysis of team-level antecedents of creativity and innovation in the workplace. Using a general input-process-output model, the authors examined 15 team-level variables researched in primary studies published over the last 30 years and their relation to creativity and innovation. An exhaustive search of the international innovation literature resulted in a final sample (k) of 104 independent studies. Results revealed that team process variables of support for innovation, vision, task orientation, and external communication displayed the strongest relationships with creativity and innovation (rho s between 0.4 and 0.5). Input variables (i.e., team composition and structure) showed weaker effect sizes. Moderator analyses confirmed that relationships differ substantially depending on measurement method (self-ratings vs. independent ratings of innovation) and measurement level (individual vs. team innovation). Team variables displayed considerably stronger relationships with self-report measures of innovation compared with independent ratings and objective criteria. Team process variables were more strongly related to creativity and innovation measured at the team than the individual level. Implications for future research and pragmatic ramifications for organizational practice are discussed in conclusion