showSidebars ==
showTitleBreadcrumbs == 1
node.field_disable_title_breadcrumbs.value ==

Faculty Profile

LIEVENS, Filip's photo

LIEVENS, Filip

Lee Kong Chian Professor of Human Resources

LKCSBFull-time Faculty
Email
filiplievens@smu.edu.sg
Phone
68289695
Curriculum Vitae (CV)

Research Areas

▸
  • Lee Kong Chian School of Business
    • Digital Business
    • Organisational Behaviour & Human Resources
      • Human Capital Strategy and Management
      • Judgement and Decision-making, Negotiation
  • School of Computing and Information Systems
    • Artificial Intelligence and Data Science
      • Machine Learning & Intelligence
  • School of Social Sciences
    • Psychology
      • Industrial & Organisational Psychology

Strategic Priorities

▸
  • Digital Transformation

Education

1999 PhD in Industrial/Organisational Psychology
Ghent University, Belgium
1994 M.A. in Industrial/Organisational Psychology
Ghent University, Belgium
1991 B.A. in Psychology
Ghent University, Belgium

Academic Appointment(s)

2018 - Now Lee Kong Chian Professor of Human Resources
Lee Kong Chian School of Business
Singapore Management University
2012 - 2017 Full Professor
Department of Personnel Management and Work and Organizational Psychology
Ghent University, Belgium
2006 - 2012 Professor (with tenure)
Department of Personnel Management and Work and Organizational Psychology
Ghent University, Belgium
2002 - 2006 Associate Professor (with tenure)
Department of Personnel Management and Work and Organizational Psychology
Ghent University, Belgium
2000 - 2002 Assistant Professor
Department of Personnel Management and Work and Organizational Psychology
Ghent University, Belgium

Research Interests

  • Talent Acquisition and Talent Assessment in HRM
  • Situational Judgment and Interpersonal Adaptability
  • Personnel Recruitment and Employer Branding
  • Assessment Technology
  • Personality

Career-related Awards

  • Fellow of the American Psychological Association, 2018
  • Fellow of the International Association of Applied Psychology, 2018
  • Career award for Distinguished Scientific or Professional Contributions to Psychological Assessment of the European Association of Psychological Assessment, 2017
  • Fellow of the American Psychological Society, 2017
  • Friedrich Wilhelm Bessel-Forschungspreis of Alexander von Humboldt- Foundation, 2013
  • Fellow of the Society for Industrial & Organizational Psychology, 2013
  • Laureate of the Prometheus Award for Research Excellence at Ghent University, Belgium, 2011
  • Laureate of the Royal Flemish Academy of Sciences and Arts, 2008
  • Distinguished Early Career Award of Society for Industrial & Organizational Psychology, 2006
  • Fullbright Scholarship (3 months): U. of Minnesota, 2003

 

Research-related Awards

  • Lee Kong Chian School of Business Research Excellence Award, Singapore Management University, 2025
  • William A. Owens Scholarly Achievement Award of the Society for Industrial & Organizational Psychology, 2024
  • Scholarly Achievement Award of HR Division of Academy of Management, 2023
  • Jeanneret Award for Excellence in the Study of Individual or Group Assessment of Society for Industrial & Organizational Psychology, 2021
  • Top cited paper 2018 in International Journal of Selection and Assessment, 2018 
  • Profiled as the 1st Most Published Author in the Journal of Applied Psychology during 2009-2015 (JAP, 102(3), pp. 580–588), 2017
  • Joyce and Robert Hogan Award for Personality and Work Performance of the Society for Industrial & Organizational Psychology, 2020
  • 16th most cited author in human resource management textbooks, 2017
  • Society for Industrial & Organizational Psychology, Top poster, 2017
  • Dorothy Harlow Best Paper Award of Academy of Management (Gender & Diversity in Organizations Division), 2016
  • Douglas Bray & Ann Howard Award of Society for Industrial & Organizational Psychology, 2007, 2016, 2022, 2025
  • Jeanneret Award for Excellence in the Study of Individual or Group Assessment of Society for Industrial & Organizational Psychology, 2013
  • Adverse Impact Reduction Research Award of Society for Industrial & Organizational Psychology, 2013
  • International Personnel Assessment Council Innovations in Assessment Award for the project “A Building Block Approach to Personnel Selection Implementation and Evidence in a Police Officer Selection Context”, 2013
  • Best Paper Award of Academy of Management (MED Division), 2009
  • Douglas Bray & Ann Howard Award of Society for Industrial & Organizational Psychology, 2007
  • International Personnel Management Association - Assessment Council Best Student Paper Award, 2000
  • ANBAR Citation of Excellence, Highest Quality Rating for the article, 1999
    • Lievens, F. (1998). Factors which improve the construct validity of assessment centers: A review. International Journal of Selection and Assessment, 6, 141-152. 

 

Teaching-related Awards

  • Dean’s Teaching Honour List in Academic Year 2023-2024
  • Best Instructor Award (Master of Human Capital Leadership) in Academic Year 2022-2023
  • Dean’s Teaching Honour List in Academic Year 2021-2022
  • Dean’s Teaching Honour List in Academic Year 2020-2021 
  • Dean’s Teaching Honour List in Academic Year 2019-2020 
  • Dean’s Teaching Honour List in Academic Year 2018-2019 

 

Selected Journal Articles (Refereed)

  • Sackett, P.R., Lievens, F., & Landers, R.N. (in press). Hiring people in organizations: The state and future of the science. Annual Review of Organizational Psychology and Organizational Behavior.
  • Kepes S., Keener S.K. Lievens F. & McDaniel M.A. (2025). An integrative systematic review of the Situational Judgment Test literature. Journal of Management, 51, 2278-2319.
  • Berry, C. M., Lievens, F., & Zhang, C., & Sackett, P. R. (2024). Insights from an updated personnel selection meta-analytic matrix: Revisiting general mental ability tests’ role in the validity-diversity tradeoff. Journal of Applied Psychology, 109, 1611-1634.
  • Herde, C. N., & Lievens, F. (2024). The chemistry between us: Illuminating complementarity patterns in interpersonal role play assessment via moment-to-moment analyses. Journal of Applied Psychology, 109, 534-550.
  • De Corte, W., Sackett, P. R., & Lievens, F. (2024). Designing Pareto-optimal selection systems for multiple minority subgroups and multiple criteria. Journal of Applied Psychology, 109, 513-533. 
  • Monke, F. W., Lievens, F., Hess, I., & Schapers, P. (2024). Politics speak louder than skills: Political similarity effects in hireability judgments in multi-party contexts and the role of political interest. Journal of Applied Psychology, 109, 1-12.
  • Van Iddekinge, C. H., Lievens, F., & Sackett, P. R. (2023). Personnel selection: A review of ways to maximize validity, diversity, and the applicant experience. Personnel Psychology, 76, 651-686.
  • Herde, C.N., & Lievens, F. (2023). Multiple, speeded assessments under scrutiny: Underlying theory, design considerations, reliability, and validity. Journal of Applied Psychology, 108, 351-373.
  • Breil, S. M., Lievens, F., Forthmann, B., & Back, M. D. (2023). Interpersonal behavior in assessment center role-play exercises: Investigating structure, consistency, and effectiveness. Personnel Psychology, 76, 759-795.
  • Van Iddekinge, C.H., Arnold, J.D., Aguinis, H., Lang, J.W.B., & Lievens, F. (2023). Work effort: A conceptual and meta-analytic review. Journal of Management, 49, 125-157.
  • Sackett, P.R., Zhang, C., Berry, C.M., & Lievens, F. (2022). Revisiting meta-analytic estimates of validity in personnel selection: Addressing systematic overcorrection for restriction of range. Journal of Applied Psychology, 107, 2040-2068.
  • Heimann, A.L., Ingold, P.V., Melchers, K., Lievens, F., Keen, G., & Kleinmann, M. (2022). Actions define a character: Assessment centers as behavior-focused personality measures. Personnel Psychology, 75, 675-705.
  • Lievens, F., Harrison, S., Mussel, P., & Litman, J. (2022). Killing the cat? A review of curiosity at work. Academy of Management Annals, 16, 179-216.
  • De Corte, W., Sackett, P. R., & Lievens, F. (2022). A comprehensive examination of the cross-validity of Pareto-optimal vs. fixed weights selection systems in the bi-objective selection context. Journal of Applied Psychology, 107, 1243-1260.
  • Li, H., Fan, J., Zhao, G., Wang, M., Zheng, L., Meng, H., Weng, Q., Liu, Y., & Lievens, F. (2022). The role of emotions as mechanisms of mid-test warning messages during personality testing: A field experiment. Journal of Applied Psychology, 107, 40-59.
  • Rockstuhl, T. & Lievens, F. (2021). Prompt-specificity in scenario-based assessments: associations with personality vs. knowledge and effects on predictive validity. Journal of Applied Psychology, 106, 129-139.
  • Zhang, L., Van Iddekinge, C. H., Arnold, J. D., Roth, P. L., Lievens, F., Lanivich, S. E., & Jordan, S. L. (2020). What’s on job seekers’ social media sites? A content analysis and effects of structure on recruiter judgments and predictive validity. Journal of Applied Psychology, 105, 1530–1546.
  • Schäpers, P., Mussel, P., Lievens, F., König, C.J., Freudenstein, J.P, & Krumm, S. (2020). The role of situations in Situational Judgment Tests: Effects on construct saturation, predictive validity, and applicant perceptions. Journal of Applied Psychology, 105, 800-818.
  • Dalal, R.S., Balca, A.B., & Lievens, F. (2020). Within-person job performance variability over short timeframes: Theory, empirical research, and practice. Annual Review of Organizational Psychology and Organizational Behavior, 7, 421-449.
  • Lievens, F., Sackett, P. R., Dahlke, J., Oostrom, J. K., & De Soete, B. (2019). Constructed response formats and their effects on minority-majority differences and validity. Journal of Applied Psychology, 104, 715-726.
  • Ingold, P.V., Dönni, M., & Lievens, F. (2018). A dual-process theory perspective to better understand judgments in assessment centers: The role of initial impressions for dimension ratings and validity. Journal of Applied Psychology, 103, 1367-1378.
  • Lievens, F., Lang J., De Fruyt, F., Corstjens, J., Van de Vijver, M., & Bledow. R. (2018). The predictive power of people's intraindividual variability across situations: Implementing whole trait theory in assessment. Journal of Applied Psychology, 103, 753-771.
  • Sackett, P.R., Lievens, F., Van Iddekinge, C., & Kuncel, N. (2017). Individual differences and their measurement: A review of 100 years of research. Journal of Applied Psychology, 102, 254-273.
  • Lievens, F., & Sackett, P.R. (2017). The effects of predictor method factors on selection outcomes: A modular approach to personnel selection procedures. Journal of Applied Psychology, 102, 43-66.
  • Oliver, T., Hausdorf, P., Lievens, F., & Conlon, P. (2016). Interpersonal dynamics in assessment center exercises: Effects of role player portrayed disposition. Journal of Management, 42, 1992-2017.
  • Windscheid, L., Bowes-Sperry, L., Kidder, D., Cheung, H.K., Morner, M., & Lievens, F. (2016). Actions speak louder than words: Perceptions of diversity mixed messages. Journal of Applied Psychology, 101, 1329-1241.
  • Lievens, F., & Slaughter, J.E. (2016). Employer image and employer branding: What we know and what we need to know. Annual Review of Organizational Psychology and Organizational Behavior, 3, 407-440.
  • Lievens, F., Schollaert, E., & Keen, G. (2015). The interplay of elicitation and evaluation of trait-expressive behavior: Evidence in assessment center exercises. Journal of Applied Psychology, 100, 1169-1188.
  • Rockstuhl, R., Ang, S., Lievens, F., & Van Dyne, L. (2015). Putting judging situations into Situational Judgment Tests: Evidence in intercultural situations. Journal of Applied Psychology, 100, 464-480.
  • Krumm, S., Lievens, F., Hüffmeier, J., Lipnevich, A.A., Bendels, H., & Hertel, G. (2015). How “Situational” is Judgment in Situational Judgment Tests? Journal of Applied Psychology, 100, 399-416.
  • Lievens, F., De Corte, W., & Westerveld, L. (2015). Understanding the building blocks of selection procedures: Effects of response fidelity on performance and validity. Journal of Management, 41, 1604-1627.
  • Anseel, F., Beatty, A., Shen, W., Lievens, F., & Sackett, P.R. (2015). How are we doing after 30 years? A meta-analytic review of the antecedents and outcomes of feedback-seeking behavior. Journal of Management, 41, 318-348.
  • Rupp, D. E., Hoffman, B. J., Bischof, D., Byham, W. Collins, L., Gibbons, A., Hirose, S., Kleinmann, M., Kudisch, J. D., Lanik, M., Jackson, D. J. R., Kim, M., Lievens, F., Meiring, D., Melchers, K. G., Pendit, V. G., Putka, D. J., Povah, N., Reynolds, D., Schlebusch, S., Scott, J., Simonenko, S., & Thornton, G. (2015). Guidelines and Ethical Considerations for Assessment Center Operations. Journal of Management, 41, 1244-1273.
  • Slaughter, J.E., Christian, M.S., Podsakoff, N.P., Sinar, E.F., & Lievens, F. (2014). On the limitations of using Situational Judgment Tests to measure interpersonal skills: The moderating influence of employee anger. Personnel Psychology, 67, 847-885.
  • McCarthy, J.M., Van Iddekinge, C.H., Lievens, F., Kung, M.C., Sinar, E.F., & Campion, M.A. (2013). Do candidate reactions relate to job performance or affect criterion-related validity? A multi-study investigation of relations among reactions, selection test scores, and job performance. Journal of Applied Psychology, 98, 701-719.
  • Jansen, A., Melchers, K.G., Lievens, F., Kleinmann, K., Brändli, M., Fraefel, L., & König, C.J. (2013). Situation assessment as an ignored factor in the behavioral consistency paradigm underlying the validity of personnel selection procedures. Journal of Applied Psychology, 98, 326-341.
  • Lievens, F., & Sackett, P. (2012). The validity of interpersonal skills assessment via situational judgment tests for predicting academic success and job performance. Journal of Applied Psychology, 97, 460-468.
  • Lievens, F., & Patterson, F. (2011). The validity and incremental validity of knowledge tests, low-fidelity simulations, and high-fidelity simulations for predicting job performance in advanced-level high-stakes selection. Journal of Applied Psychology, 96, 927-940.
  • De Corte, W., Sackett, P.R., & Lievens, F. (2011). Designing Pareto-optimal selection systems: Formalizing the decisions required for selection system development. Journal of Applied Psychology, 96, 907-926.
  • Lievens, F., Sanchez, J.I., Bartram, D., & Brown, A. (2010). Lack of consensus among competency ratings of the same occupation: Noise or substance? Journal of Applied Psychology, 95, 562-571.
  • Lievens, F., Ones, D.S., & Dilchert, S. (2009). Personality scale validities increase throughout medical school. Journal of Applied Psychology, 94, 1514-1535.
  • Lievens, F., Buyse, T., & Sackett, P. (2009). The effects of response instructions on situational judgment test performance and validity in a high-stakes context. Journal of Applied Psychology, 94, 1095-1101.
  • Van Hoye, G., & Lievens, F. (2009). Tapping the grapevine: A closer look at word-of-mouth as a recruitment source. Journal of Applied Psychology, 94, 341-352.
  • Anseel, F., & Lievens, F., & Schollaert, E. (2009). Reflection as a strategy to enhance task performance after feedback. Organizational Behavior and Human Decision Processes, 110, 23-35.
  • Harris, M., Anseel, F., & Lievens, F. (2008). Keeping up with the Joneses: A field study of the relationships between upward, downward, and lateral comparisons and pay level satisfaction. Journal of Applied Psychology, 93, 665-673.
  • Lievens, F., De Corte, W., & Schollaert, E. (2008). A closer look at the frame-of-reference effect in personality scale scores and validity. Journal of Applied Psychology, 93, 268-279.
  • Sackett, P.R., & Lievens, F. (2008). Personnel selection. Annual Review of Psychology, 59, 419-450.
  • Lievens, F., Reeve, C.L., & Heggestad, E.D. (2007). An examination of psychometric bias due to retesting on cognitive ability tests in selection settings. Journal of Applied Psychology, 92, 1672-1682.
  • De Corte, W., Lievens, F., & Sackett, P.R. (2007). Combining predictors to achieve optimal trade-offs between selection quality and adverse impact. Journal of Applied Psychology, 92, 1380-1393.
  • Lievens, F., & Sackett, P.R. (2007). Situational judgment tests in high stakes settings: Issues and strategies with generating alternate forms. Journal of Applied Psychology, 92, 1043-1055.
  • Lievens, F., & Sanchez, J.I. (2007). Can training improve the quality of inferences made by raters in competency modeling? A quasi-experiment. Journal of Applied Psychology, 92, 812-819.
  • Sackett, P.R., Lievens, F., Berry, C.M., & Landers, R.N. (2007). A cautionary note on the effects of range restriction on predictor intercorrelations. Journal of Applied Psychology, 92, 538-544.
  • Lievens, F., & Sackett, P.R. (2006). Video-based versus written situational judgment tests: A comparison in terms of predictive validity. Journal of Applied Psychology, 91, 1181-1188.
  • De Corte, W., & Lievens, F., & Sackett, P.R. (2006). Predicting adverse impact and mean criterion performance in multi-stage selection. Journal of Applied Psychology, 91, 523-537.
  • Anderson, N., Lievens, F., Van Dam, K., & Born, M.P. (2006). A construct-driven investigation of gender differences in a leadership-role assessment center. Journal of Applied Psychology, 91, 555-566.
  • Lievens, F., Chasteen, C.S., Day, E.A., & Christiansen, N.D. (2006). Large-scale investigation of the role of trait activation theory for understanding assessment center convergent and discriminant validity. Journal of Applied Psychology, 91, 247-258.
  • Lievens, F., Buyse, T., & Sackett, P.R. (2005). The operational validity of a video-based situational judgment test for medical college admissions: Illustrating the importance of matching predictor and criterion construct domains. Journal of Applied Psychology, 90, 442-452.
  • Lievens, F., Buyse, T., & Sackett, P.R. (2005). Retest effects in operational selection settings: Development and test of a framework. Personnel Psychology, 58, 981-1007.
  • Lievens, F., Sanchez, J.I., & De Corte, W. (2004). Easing the inferential leap in competency modeling: The effects of task-related information and subject matter expertise. Personnel Psychology, 57, 881-904.
  • Lance, C.E., Lambert, T.A., Gewin, A.G., Lievens, F., & Conway, J.M. (2004). Revised estimates of dimension and exercise variance components in assessment center post-exercise dimension ratings. Journal of Applied Psychology, 89, 377–385.
  • Lievens, F., & Harris, M.M., Van Keer, E., & Bisqueret, C. (2003). Predicting cross-cultural training performance: The validity of personality, cognitive ability, and dimensions measured by an assessment center and a behavior description interview. Journal of Applied Psychology, 88, 476-489.
  • Lievens F., & Highhouse, S. (2003). The relation of instrumental and symbolic attributes to a company’s attractiveness as an employer. Personnel Psychology, 56, 75-102.
  • Lievens, F. (2002). Trying to understand the different pieces of the construct validity puzzle of assessment centers: An examination of assessor and assessee effects. Journal of Applied Psychology, 87, 675-686.
  • Lievens, F., & Conway, J.M. (2001). Dimension and exercise variance in assessment center scores: A large-scale evaluation of multitrait-multimethod studies. Journal of Applied Psychology, 86, 1202–1222.
  • Lievens, F. (2001). Assessor training strategies and their effects on accuracy, inter-rater reliability, and discriminant validity. Journal of Applied Psychology, 86, 255-264.

Follow us on