Ute-Christine Klehe
Justus-Liebig-University Giessen, I/O Psychology, Faculty Member
- Qualitative Research, Aging, Personnel Selection, Career Management, Career Development, Performance Measurement, and 12 moreJob Performance, Recruitment and Selection, Selection Interviews, Assessment Center, Assessment Center, Career Development, Positive Psychology, Semi-Structured Interviews, Research Methodology, Quantitative Methods, Job Search, Unemployment, Youth Unemployment, and Job Loss and Older Adultsedit
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Older workers are often shielded from job loss by high tenure, yet are struck particularly harshly when seeking reemployment after job loss. This article combines earlier research on coping with job loss and job search with insights on... more
Older workers are often shielded from job loss by high tenure, yet are struck particularly harshly when seeking reemployment after job loss. This article combines earlier research on coping with job loss and job search with insights on employability for older workers. We outline the situation of older workers, highlighting their vulnerability to possible job-loss and to stereotypes that may lower their perceived employability. Then we outline how this may place older workers in precarious situations regarding (a) the threat of losing their jobs, (b) suffering from loss of nonmonetary benefits (or latent functions) associated with work, (c) having different and fewer coping options than younger job-seekers, and (d) facing fewer chances of finding reemployment. Older workers face an uphill battle when searching for reemployment, which is partially explained by retirement as an alternative coping reaction to age-related stereotypes, discrimination that undermines older workers’ employa...
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ABSTRACT Compulsory reemployment courses aim to increase unemployed people's chances of reemployment by enhancing their employability and job search activities. However, the course outcomes vary greatly. This study examined the... more
ABSTRACT Compulsory reemployment courses aim to increase unemployed people's chances of reemployment by enhancing their employability and job search activities. However, the course outcomes vary greatly. This study examined the conditions and mechanisms that influence the outcomes of reemployment courses. In a two-wave study of 643 participants, we assessed participants’ course experience (perceived choice and perceived usefulness), motivation for finding reemployment (internalisation), and employability and job search before and after the course. The results confirmed that a more internalised motivation was positively related to most course outcomes. Unexpectedly, perceived choice was unrelated to internalised motivation and course outcomes. Instead, high perceived choice was beneficial for motivation and some course outcomes only when the participants perceived the course to be useful for finding reemployment but was detrimental when they perceived the course to be useless. Perceived usefulness was also directly and positively related to the participants’ internalised motivation, which was in turn positively associated with most employability dimensions and job search activities after the course. Our results imply that the compulsory nature of reemployment courses may not be detrimental to people's motivation and course outcomes as long as they perceive the course to be useful for finding reemployment.
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Zusammenfassung. Mit strukturierten Einstellungsinterviews wird häufig versucht, verschiedene Anforderungsdimensionen zu erfassen, die für eine erfolgreiche berufliche Tätigkeit nötig sind. Allerdings ist noch weitgehend ungeklärt,... more
Zusammenfassung. Mit strukturierten Einstellungsinterviews wird häufig versucht, verschiedene Anforderungsdimensionen zu erfassen, die für eine erfolgreiche berufliche Tätigkeit nötig sind. Allerdings ist noch weitgehend ungeklärt, inwieweit es gelingt, die angestrebten Dimensionen tatsächlich zu erfassen. Zur Untersuchung dieser Frage wurde im Rahmen eines Bewerbungs-Trainings ein strukturiertes Interview durchgeführt, das aus drei Komponenten (Selbstvorstellung, biographischen Fragen und situativen Fragen) bestand. Eine Analyse der Multitrait-Multimethod-Matrix ergab, dass das verwendete Interview wenig konstruktvalide war. Allerdings zeigte sich, dass die Gesamtbeurteilung im Interview mit der Anzahl der Fragen korrelierte, für die die Interviewten die jeweilige Anforderungsdimension korrekt erkannten. Zudem wurden Teilnehmerinnen und Teilnehmer auch intraindividuell besser bei Fragen beurteilt, bei denen sie die jeweils relevante Dimension erkannten, als bei Fragen, bei denen di...
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ABSTRACT Unemployment bears many negative consequences for both individuals and societies. Particularly the long-term unemployed face poor chances of finding reemployment, and many recommendations issued in the regular unemployment... more
ABSTRACT Unemployment bears many negative consequences for both individuals and societies. Particularly the long-term unemployed face poor chances of finding reemployment, and many recommendations issued in the regular unemployment literature may not apply to them. Therefore, the current study investigates whether employability (Fugate et al., 2004) may help finding reemployment among those who have been unemployed for years. Specifically, we examine whether employability can foster job search and the chance on finding reemployment above and beyond the barriers that long-term unemployed people so often face. Additionally, we investigate whether reemployment interventions can contribute to long-term unemployed people's employability. The present study assessed long-term unemployed people's employability at two points in time (nT1 = 2541, nT2 = 897). Results show that employability fosters job search and the chance on finding reemployment among long-term unemployed people, although not all employability dimensions contributed equally to job search and reemployment. Moreover, reemployment interventions contributed to people's development of employability, although the effects were relatively small. Taken together, our study demonstrates the significant role of employability in the reemployment process, thereby extending the notion of employability from active members of the workforce to the long-term unemployed. We discuss that reemployment research and practice should focus on longterm unemployed people's employability, and that reemployment services should take a more personcentered approach in helping them to find reemployment.
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Abstract The Career Adapt-Abilities Scale (CAAS)—Netherlands Form consists of four scales, each with six items, which measure concern, control, curiosity, and confidence as psychosocial resources for managing occupational transitions,... more
Abstract The Career Adapt-Abilities Scale (CAAS)—Netherlands Form consists of four scales, each with six items, which measure concern, control, curiosity, and confidence as psychosocial resources for managing occupational transitions, developmental tasks, and ...
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... Canadian Forces Personnel Applied Research Unit, Willowdale, Ontario. Campion, MA, Campion, JE and Hudson, JP (1994) Structured interviewing: A note on incremental validity and alternativequestion types. Journal of Applied Psychology,... more
... Canadian Forces Personnel Applied Research Unit, Willowdale, Ontario. Campion, MA, Campion, JE and Hudson, JP (1994) Structured interviewing: A note on incremental validity and alternativequestion types. Journal of Applied Psychology, 79, 9981002. ...
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ABSTRACT Job-seekers are attracted to organizations if they perceive fit between their personal values and those of an organization. It is often assumed that people's person–organization (PO) fit perceptions reflect an overall... more
ABSTRACT Job-seekers are attracted to organizations if they perceive fit between their personal values and those of an organization. It is often assumed that people's person–organization (PO) fit perceptions reflect an overall comparison between the person and the organization: fits on values that are personally attractive, aversive, or relatively neutral are weighed equally. In this study, we questioned this assumption. Based on regulatory focus theory and construal level theory, we proposed that fit on values that are personally attractive would especially contribute to the perception of PO fit. Four policy-capturing studies indeed showed that job-seekers do not weigh all value fits equally. Rather, they weigh fit on personally attractive values more heavily than fit on personally aversive and neutral values. Thus, job-seekers perceive high PO fit particularly when information about a prospective organization supports values that are personally attractive to them. Theoretical implications and directions for future research are discussed.
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RESUMEN Este artículo presenta una revisión de la investigación sobre la distinción entre desempeño típico y máximo. Comenzando con una distinción entre lo que los solicitantes pueden hacer (desempeño máximo) y lo que ellos harán... more
RESUMEN Este artículo presenta una revisión de la investigación sobre la distinción entre desempeño típico y máximo. Comenzando con una distinción entre lo que los solicitantes pueden hacer (desempeño máximo) y lo que ellos harán (desempeño típico), en términos ...
Human Performance is planning a special issue on performance under typical and maximum job performance conditions. To highlight the importance of theoretically innovative and empirically rigorous research on this performance distinction,... more
Human Performance is planning a special issue on performance under typical and maximum job performance conditions. To highlight the importance of theoretically innovative and empirically rigorous research on this performance distinction, this issue will consider ...