A Theoretical Support for Cultural Influence on Implementation and Acceptance of Assessment Centres for Malaysia Public Sector
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Published:
Sep 29, 2019
Keywords:
Assessment Centres, Organisational Justice, National Culture
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Abstract
This paper aims to provide a theoretical support on how culture influence the implementation and acceptance of assessment centres (ACs) in Malaysia. This paper aims to contribute to this research gap by exploring the implementation and acceptance of ACs in Malaysia, as an example of an Eastern, and developing, country. In this context, to analyse how culture influence the design and implementation of ACs, the model of cultural fit is reviewed to explain how culture influences human resource practices and ACs practice. Findings from the literature review show that model of cultural fit can be used to explain how physical and socio-political may influence internal and organisational work culture and, therefore, human resource practices. On the other hand, to understand the influence of culture on acceptance of ACs, organisational justice theory and employee engagement theory are reviewed and used to explain how candidates react to selection process. Findings from literatures search shows that culture may have influence on how ACs participant perceived fairness of the process by which outcomes are reached, or decisions are made
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Ahmad, M. H., & Hamid, M. R. A. (2019). A Theoretical Support for Cultural Influence on Implementation and Acceptance of Assessment Centres for Malaysia Public Sector. Asian Social Science and Humanities Research Journal (ASHREJ), 1(2), 7-18. https://doi.org/10.37698/ashrej.v1i2.13
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References
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Bakar, H. A. (2017). Explaining Cohesion Linkages in Workgroups: The Cooperative Communication in Collectivism and High Power Distance Workgroup Context. Jurnal Komunikasi, Malaysian Journal of Communication, 33(3).
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Bowler, M. C., Woehr, D. J., Soc, I., & Org, P. (2006). A meta-analytic evaluation of the impact of dimension and exercise factors on assessment center ratings. Journal of Applied Psychology, 5, 1114–1124.
Bray, D. W. (1982). The assessment center and the study of lives. American Psychologist, 37, 180–189.
Briscoe, D. R. (1997). Assessment centers: Cross-cultural and cross-national issues. Journal of Social Behavior & Personality, 12, 261–270.
Cahoon, M. V, Bowler, M. C., & Bowler, J. L. (2012). A reevaluation of assessment center construct-related validity. International Journal of Business and Management, 7(9), p3.
Claus, L., & Briscoe, D. (2009). Employee performance management across borders: A review of relevant academic literature. International Journal of Management Reviews, 11, 175–196.
Dilchert, S., & Ones, D. S. (2009). Assessment Center Dimensions: Individual differences correlates and meta-analytic incremental validity. International Journal of Selection and Assessment, 17(3), 254–270.
Earley, P. C. (1994). Self or group? Cultural effects of training on self-efficacy and performance. Administrative Science Quarterly, 39, 89–117.
Fletcher, C., & Perry, E. L. (2001). Performance appraisal and feedback: A consideration of national culture and a review of contemporary research and future trends. In N. Anderson, O. D.S., & V. C. (Eds.), Handbook of Industrial, Work and Organizational Psychology (Vol. 1, pp. 127–146). London: Sage.
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Garbers, Y., Böge, M., Erdogan, B., & Bauer, T. N. (2016). Antecedents and Consequences of Procedural Fairness Perceptions in Personnel Selection: A Three-Year Longitudinal Study. Group & Organization Management.
Gatewood, R. D., & Feild, H. S. (2008). Human resource selection. Mason, Ohio: Thomson/South-Western.
Gerhart, B., & Fang, M. Y. (2005). National culture and human resource management: assumptions and evidence. International Journal of Human Resource Management, 16(6), 971–986.
Gibbons, A. M., & Rupp, D. E. (2009). Dimension consistency as an individual difference: A new (old) perspective on the assessment center construct validity debate. Journal of Management, 35(5), 1154–1180.
Hall, E. T. (1976). Beyond Culture. New York: Anchor Press / Doubleday.
Hamid, A. S. A. (1993). Closing ceremony speech by the Chief Secretary of the Government of Malaysia. In Persidangan ketiga suruhanjaya-suruhanjaya perkhidmatan awam Malaysia dan negeri-negeri. Kangar, Perlis, Malaysia.
Hampden-Turner, C., & Trompenaars, F. (2002). A mirror-image world: Doing business in Asia. In Malcolm Warner & Pat Joynt (Eds.), Managing Across Culture, Issues and Perspective (2nd ed.). London: International Thomson Business Press.
Hofstede, G. (1980). Culture’s consequences : international differences in work-related values. Cross-cultural research and methodology series ; (Abridged). Beverly Hills, Calif.: Sage Publications.
Hofstede, G. (1991). Cultures and organizations : software of the mind (Rev.). London New York: McGraw-Hill.
Hofstede, G. (1994). Cultures and organizations, software of the mind: Intercultural cooperation and its importance for survival. Successful Strategist Series. (New). Fontana.
Hofstede, G. (2001). Culture’s consequences : comparing values, behaviors, institutions, and organizations across nations (2nd ed.). Thousand Oaks, Calif.: Sage Publications.
Hofstede, G. J., & Hofstede, G. J. (2004). Cultures and organizations: Software of the mind. The successful strategist series. (Rev. and e). London: McGraw-Hill.
House, R. J., Hanges, P. J., Javidan, M., Dorfman, P. W., & Gupta, V. (2004). GLOBE associates. Leadership, Culture and Organizations: The GLOBE Study of 62 Nations.
House, R. J., Hanges, P. J., Ruiz-Quintanilla, S. A., Dorfman, P. W., Javidan, M., & Dickson, M. V. (1999). Cultural influences on leadership: Project GLOBE. In Mobley. W., Gessner. J., & V. Arnold (Eds.), Advances in Global Leadership (Vol. 1, pp. 171–233). Stamford. CT: JAI Press.
Howard, A. (1997). A reassessment of assessment centers: Challenges for the 21st century. Journal of Social Behavior and Personality, 12, 13–52.
Imada, A. S., Van Slyke, M. D., & Hendrick, H. W. (1985). Applications of assessment centres multinationally: The state of the art, obstacles and cross-cultural implications. Journal of Management Development, 4(4), 54–67.
International Task Force on Assessment Center Guidelines. (2009). Guidelines and Ethical Considerations for Assessment Center Operations. International Journal of Selection and Assessment, 17, 243–253.
James, K. (1993). The social context of organizational justice: Cultural, intergroup, and structural effects on justice behaviors and perceptions. In R. Cropanzano (Ed.), Justice in the workplace: Approaching fairness in human resource management (pp. 21–50). Hillsdale, NJ: Lawrence Erlbaum Associates.
Kabanoff, B. (1991). Equity, equality, power, and conflict. Academy of Management Review, 416–441.
Keles, S., & Aycan, Z. (2011). The relationship of managerial values and assumptions with performance management in Turkey: understanding within culture variability. The International Journal of Human Resource Management, 22(15), 3080–3096.
Lanik, M., & Gibbons, A. M. (2011). Guidelines for cross-cultural assessor training in multicultural assessment centers. The Psychologist-Manager Journal, 14(4), 221–246.
Laurent, A. (1986). The cross-cultural puzzle of international human resource management. Human Resource Management, 25, 91–102.
Lievens, F., & Chapman, D. S. (2009). Recruitment and selection. In A. Wilkinson, T. Redman, S. Snell, & N. Bacon (Eds.), Handbook of Human Resource Management (pp. 133–154). Sage.
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., Harris, M. M., Van Keer, E., Bisqueret, C., & Acad, M. (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., & Thornton, G. C. (2005). Assessment centers: Recent developments in practices and research. In N. A. A. Evers & O. V. (Ed.), Handbook of Selection (pp. 243–264). Madden, MA: Blackwell.
Lind, E. A., Tyler, T. R., & Huo, Y. J. (1997). Procedural context and culture: Variation in the antecedents of procedural justice judgments. Journal of Personality and Social Psychology, 73(4), 767.
Love, K. G., Bishop, R. C., Heinisch, D. A., & Montei, M. S. (1994). Selection across two cultures: Adapting the selection of American assemblers to meet Japanese job performance demands. Personnel Psychology, 47, 837–846.
Lustig, M. W., & Koester, J. (2003). Intercultural competence: Interpersonal communication across cultures (4th ed.). Boston: Allyn and Bacon.
MacKinnon, D. W. (1977). From selecting spies to selecting managers - The OSS Assessment Program. In J. L. Moses & W. C. Byham (Eds.), Applying the assessment center method (pp. 3–11). New York: Pergamon Press.
McCarthy, J. M., Bauer, T. N., Truxillo, D. M., Anderson, N. R., Costa, A. C., & Ahmed, S. M. (2017). Applicant Perspectives During Selection: A Review Addressing “So What?,”“What’s New?,” and “Where to Next?” Journal of Management, 43(6), 1693–1725.
Mendonca, M., & Kanungo, R. N. (1994). Managing human resources: The issue of cultural fit. Journal of Management Inquiry, 3, 189–205.
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