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Robert E. Ployhart
Researcher at University of South Carolina
Publications - 158
Citations - 15868
Robert E. Ployhart is an academic researcher from University of South Carolina. The author has contributed to research in topics: Human capital & Situational judgement test. The author has an hindex of 61, co-authored 154 publications receiving 14043 citations. Previous affiliations of Robert E. Ployhart include Michigan State University & George Mason University.
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Applicants' reactions to the fairness of selection procedures: the effects of positive rule violations and time of measurement.
TL;DR: Results indicate that favorable rule violations are perceived similar to rule satisfaction and that a complex and dynamic relationship exists between process and outcome fairness.
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A multidimensional approach for evaluating variables in organizational research and practice
James M. LeBreton,Michael B. Hargis,Brian K. Griepentrog,Frederick L. Oswald,Robert E. Ployhart +4 more
TL;DR: In this article, the authors present two indices of relative importance, general dominance weights and relative weights, which may be used to complement incremental validity evidence and permit organizational decision makers to make more precise and informed decisions concerning the usefulness of predictor variables.
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The Consequences of Human Resource Stocks and Flows: A Longitudinal Examination of Unit Service Orientation and Unit Effectiveness
TL;DR: In this paper, the authors argue for a broader interpretation of human capital and demonstrate that unit service orientation contributes to unit effectiveness over time, and show that the key driver of change in unit effectiveness is the flow of unit-service orientation over time.
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Exploring relations between typical and maximum performance ratings and the five factor model of personality
TL;DR: The authors used structural equation modeling to test the distinction between typical and maximum criteria with ratings of transformational leadership performance, and examined whether the criterion-related validities of the five factor model differ for the two types of criteria.
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Context-Emergent Turnover (CET) Theory: A Theory of Collective Turnover
TL;DR: In this paper, the authors develop a theory of collective turnover that emphasizes its micro-foundation origins and unit-level consequences, and use this framework to examine the dynamic relationships between collective turnover and human capital resources and their effects on unit performance.