Behavioral Event Interview Research Articles

Behavioral Event Interview Through Lego Toy Models: Explaining the Socialization Process in A Public Company

This article discusses the use of behavioral event interviews and Lego® toy models in the socialization process of a Brazilian public company. The primary goal of socialization is to help new employees understand the company's values, objectives, and expectations. Successful socialization can increase job satisfaction, productivity, and team unity. By combining these two methods, this article benefits students, interviewers, academics, managers, and other professionals, stimulating the consideration of interpretive and naturalistic approaches and enhancing our understanding of in-depth interviews.

초등학교 수석교사의 직무역량모델 개발

The purpose of this study was to develop a job competency model for primary school master teachers. Through literature review, behavioral event interviews and in-depth interviews, a draft job competency model was developed, and focus group interviews were conducted to develop a tentative job competency model. Then, a content validity study was conducted with 20 experts to obtain CVI and IRA values, and the final job competency model with validated job competencies and behavioral indicators was confirmed. The job competency model of elementary school master teachers consists of four job areas (supporting school education, student education activities, supporting teacher professional development, and research and development activities), nine job competencies (supporting school educational goals, responding to changes in the educational environment, curriculum literacy, learner orientation, teaching expertise, instructional consulting, teacher professional coaching, learning organization, and master teacher professional development), and 33 behavioral indicators. It is significant that the model of master teachers' job competencies developed in this study provided a systematic understanding of master teachers' job competencies.

Development and testing of a post competency scale for traditional Chinese medicine physicians undergoing standardized training

ObjectiveTo develop and test a post competency scale for traditional Chinese medicine (TCM) physicians undergoing standardized training to provide an applicable tool for scientific evaluation. MethodsBased on literature analysis, behavioral event interviews, and expert consultations, measurement questions were formulated and the initial scale was designed. A questionnaire survey was conducted from July 2022 to May 2023 among TCM physicians undergoing standardized training in China. The rationality of the scale was confirmed through item purification, factor analysis, and tests of reliability and validity. ResultsThe post competency scale consisted of three dimensions (TCM fundamentals and research abilities, TCM thinking and skill abilities, and personal traits and communication abilities) with 21 items. Exploratory factor analysis identified three common factors, accounting for a cumulative variance contribution rate of 62.165%. Confirmatory factor analysis demonstrated that the fit indices of the three-factor model fell within a relatively ideal level. The Cronbach's alpha coefficient of the scale was 0.885. Through convergent validity analysis, the standardized loading coefficients of the 21 items were >0.5, and the average extracted variance (AVE) of the three factors was also >0.5. Moreover, the square roots of the AVE values for each dimension exceeded the correlation coefficients between it and the other dimensions. ConclusionsThe findings suggest that the post competency scale of TCM physicians undergoing standardized training can provide a reliable scientific basis for training and assessment within China.

EPP모델을 활용한 영업사원 역량 모델링 - 국내 A 보안업체 중심으로

This study conducted competency modeling on sales representatives from a domestic A security company who perform both management and sales tasks, in response to the society's demand for versatile talents who can fulfill various roles. Drawing upon the Power Model of the Education Planning Process Model (EPP) developed by Hewlett-Packard(HP) and Spencer&Spencer's(1993) competency model for sales and management positions, a pool of competencies was identified. Through expert panel discussions and the utilization of McClelland's(1973) Behavior Event Interview (BEI), a final set of 13 competencies and 86 performance outcomes were determined.
 These findings provide guidance when analyzing competencies for job roles that require expansion or a combination of responsibilities. Additionally, they contribute to the direction of what competencies sales representatives who perform diverse roles should possess and develop in the future. The study is noteworthy for its application of the EPP model, which incorporates various research techniques such as expert panel discussions, high-performer interviews, and surveys, focusing on the expertise and success stories of high performers. Furthermore, the study enhances its theoretical reliability by combining the traditional overlay method of Dubois(1993) and the BEI technique of McClelland(1973).

Assessment and development of coachability in entrepreneurship education

As coaching and alumni mentoring are used to develop student startup talent the coachability of students becomes an enabling factor for reflection- and action-based learning methods in entrepreneurship education. There is limited research on how to assess and develop coachability, especially in entrepreneurship education. This paper aims to narrow the gap. This study adopts a competency-based approach by devising competency assessment tools, undertaking a coachability survey and using Behavioral Event Interviews. It thus adopts a mixed method design, combining quantitative and qualitative techniques.Our exploratory research shows that coachability has a positive relationship with educational outcomes and that coachability competencies, such as self-awareness and flexibility, are important. We show that coachability can be developed through experiential learning and that such learning enables the acquisition of competencies, such as transferring learning into action and taking initiative. The opportunity to develop coachability through entrepreneurship education fosters the design of experiential learning and strengthens students' coachability competencies, thereby aiding graduates’ capacity to attract venture funding. We make an original contribution to assessing coachability by adopting a multi-method and multi-perspective approach and provide a way of creating greater impact when assessing and developing coachability.

Development and validation of a core competence instrument for clinical nursing teachers: A mixed-methods study

BackgroundCompetence-based education (CBE) highlights the important position of clinical nursing teachers and stipulates additional requirements for them. However, research on the core competence of clinical nursing teachers remains lacking, which has hindered their development and the cultivation of nursing students. ObjectivesDeveloping and verifying a core competence instrument to evaluate clinical nursing teachers' competence in clinical settings and provide empirical guidance for their development. DesignA mixed-methods study including qualitative and quantitative methods. SettingsPrimarily, 9 universities and hospitals throughout China. ParticipantsFourteen nursing experts and 2 students participated in the qualitative study, and 626 nursing professionals ultimately participated in the quantitative study. MethodsThe instrument was developed based on behavioral event interviews and expert consultation as well as exploratory factor analysis using a cross-sectional survey, following which the instrument was verified by confirmatory factor analysis. ResultsA 4-factor core competence instrument for clinical nursing teachers was developed and verified; the four factors included education and teaching competence, clinical nursing competence, management competence and professional awareness and attitude, and the instrument included 25 items in total. The instrument has an explanatory degree of 90.58 %, and it exhibits good reliability and validity as well as a good fit to the data. ConclusionsThis instrument can provide theoretical guidance for the development of clinical nursing teachers and can be widely used as an effective tool in practice. Nursing administrators and educators should implement policies and programs to help clinical nursing teachers improve their competencies with regard to these four aspects, which can play an important role in the development of nurse education.

Improving Doctoral Educator Development: A Scaffolding Approach

In response to a need for improved training of business school teaching, this research explores US doctoral programs in management and finds a need to purposefully embed scaffolding—the process of gradually enabling the doctoral student to take on more challenging aspects of teaching—into doctoral program design. We also recommend a more influential role to be played by professional organizations to address doctoral educator development. As we followed a grounded theory approach, our methodology started with an analysis of program marketing documents and materials followed by behavioral event interviews (BEIs) and perceptual interviews (PIs) with doctoral students in management. Following coding, we reviewed the literature on doctoral education to explore how our emergent data mapped against prior research. By also taking into consideration the lived experience of students, the study data provides evidence that doctoral programs are not properly designed to support educator development. We discuss our findings related to what programs do to support students and what students do to support themselves. Theorizing from our data, we present our model that illustrates how programs could embed scaffolding to support programs’ commitment to develop future educators.

Characters Construction of HRBP Competency Model for Chinese Intelligent Manufacturing Enterprises in the Era of Digital Economy

To adapt to the digital economy era, many intelligent manufacturing enterprises in China are transitioning from traditional professional transactional management to a human resource business partner model with customer value as the core concept. However, the lack of clear HRBP role definition can pose a challenge in selecting an HRBP who fully aligns with the business department's needs, ultimately resulting in human resources management mode transformation failures. This study employs both empirical analysis and survey research to investigate the specific practices of HRBP positions within intelligent manufacturing enterprises. The HRBP competency model for intelligent manufacturing enterprises is preliminarily constructed through job analysis, behavioral event interview, and questionnaire survey methods. The initial model has undergone reliability and validity tests, with the weights of competency dimensions determined by both subjective judgment and importance proportion methods. The paper presents a HRBP competency model for intelligent manufacturing enterprises, which comprises of 6 competency dimensions and 21 specific indicators. Based on the model, targeted strategies are proposed to enhance HRBP competencies in intelligent manufacturing enterprises. This model serves as practical guidance for human resource management in rapidly growing intelligent manufacturing enterprises in China.

In Search of Practices and Techniques to Developing Leadership Competency Model for Millennials in Energy Sector: A literature Review

Leadership competency model has become critical as the emergence of millennials in energy sector and the business shifting to new era caused by VUCA and COVID-19 pandemic. To promoting and maintaining high-performing millennial employees and reduce the maturity gap compared to the Gen – X employees, there is needs to enrich the content and implementation process of leadership competency to meet current and future necessities. However, little is known about research related to competency models that exist in energy sector organizations, particularly for millennials.The purpose of this article is to review the literature on leadership competency models in various industries and work organizations with focus intention is on the energy sector. It will also examine competency model approaches used by undertaking a comparative analysis of practices and techniques when developing the leadership competency models. Findings suggested that 24 leadership competency model have been used in the literature obtained with very limited number of the implementation in energy sectore yet none has been done for millennials case. Most of the models reviewed are using interviews and surveys as the main approach. Behavioral Event Interview is very effective way to build new leadership competency model.Energy sector organizations can use the results to design their own management competency models. It can also be used by other researchers for possible future research.
 Keywords—Energy; Competency; Leadership; Millennials; Model

Construction and analysis of evaluation model for medical students' innovation competency based on research-oriented biochemistry and molecular biology course in China.

Presently, a variety of policies and measures has implemented to enhance the scientific research and innovation ability of medical students, but in the process of practice, there are many problems, such as they lack of independent topic selection ability, weak scientific research skills, lack of autonomous learning ability, the research results are simple and ineffective, limited teacher guidance time and so on. This paper attempted to build an effective model for the promotion of medical students' scientific research and innovation ability, in order to establish an efficacy evaluation model of the "Medical students' Innovative Scientific Research Program." Undergraduates, graduate assistants, and tutors were interviewed with the Behavioral Event Interview technique, and a questionnaire of efficacy evaluation characteristics concluded from the interviews was formed. The questionnaire was conducted on medical students in the Medical students' Innovative Scientific Research Program, and the constructed model was analyzed using reliability analysis, validity analysis, and variation analysis. At the same time, the experimental teaching models are summarized and combed, and compared with other methods such as independent sample test. The results show the model could effectively evaluate the efficacy of the Medical students' Innovative Scientific Research Program and its teaching model is effective in cultivating medical students' learning and scientific research ability. It can provide theoretical support and practical reference for the evaluation and reform of the teaching modes related to the cultivation of scientific and innovative ability of medical students.

Determinant Attitude and Employee Recruitment: Analysis Psikotest, Assessment, Behavioral Event Interview and Experience (Study Literarture)

The purpose of this research is to find out what factors can influence the employee recruitment process, This article aims to review and synthesize a literature review related to attitudes, employee recruitment, psychological tests, assessments, and behavioural event interviews and to see the research results of the variables to be reviewed and whether there is an influence between one variable and another. This study uses a literature review by looking for references related to the variables of several international articles. This study provides an overview of the articles obtained by describing the influence between variables. The results of the study show that several variables have an influence on the evidence of exposure in a matrix. The employee recruitment study in this literature summary article explicitly focuses on supporting variables that can accelerate employee recruitment efficiently, namely attitudes, psychological tests, assessments, and behavioural event interviews.

Quantifying the Higher Education Leadership Competency Framework for Talent Management in Malaysia

This paper presents how a Malaysian centre associated with the ministry of higher education developed a framework for assessing leadership abilities in higher education. A qualitative approach is used in this study and the primary focus was on group discussions involving human resource professionals and well-known academics from higher education. The result of this study shows that the Behavioral Event Interview (BEI) instrument is used to quantify each of the five clusters that make up the higher education leadership competencies framework. These five clusters are: impact and influence, achievement and action, leading, cognitive and personal effectiveness. The leaders are then classified into five position levels ranging from Level 1 to Level 5. Level 1 is individual contributor which is coded as ‘Reviewable’ whilst Level 5: is leading the whole organization coded as ‘Significantly Exceeds’. The study’s findings provide an instrument for determining whether the potential leaders in high education institutions are ready to take on the responsibility of leading. In order to improve a leader’s abilities as a part of succession planning, the findings could assist the center. This study provides some considerations for alternatives to the prevalent frameworks for evaluating leadership skills in the interest of sustaining a high-quality organizational culture.

Construction and inspection of competency characteristic model of Marine PE teachers in Colleges and universities- -Take Shandong Jiaotong University as an example

After China implemented the strategy of "maritime power" strategy, maritime sports have achieved great development. The teaching and organization ability of navigation and sports teachers attracts the attention of the general society. The paper constructs the competency characteristic model of Marine physical education teachers through behavioral event interview method, Delphi method, exploratory factor analysis method and validation factor analysis method, and conducts the validation factor analysis in the later stage. The results show that the Marine PE teachers' competency characteristic model consists of six factors, namely cognition, management, motivation, interpersonal communication, self-improvement and professional quality. The total interpretation rate is 92.284%, effectively explaining the competency characteristics of the Marine PE teachers. This research can provide theoretical guidance and practical basis for the development of Marine physical education teachers, and lay an important foundation for the ability improvement of Marine physical education teachers.

Construction and inspection of competency characteristic model of Marine PE teachers in Colleges and universities- -Take Shandong Jiaotong University as an example

After China implemented the strategy of "maritime power" strategy, maritime sports have achieved great development. The teaching and organization ability of navigation and sports teachers attracts the attention of the general society. The paper constructs the competency characteristic model of Marine physical education teachers through behavioral event interview method, Delphi method, exploratory factor analysis method and validation factor analysis method, and conducts the validation factor analysis in the later stage. The results show that the Marine PE teachers' competency characteristic model consists of six factors, namely cognition, management, motivation, interpersonal communication, self-improvement and professional quality. The total interpretation rate is 92.284%, effectively explaining the competency characteristics of the Marine PE teachers. This research can provide theoretical guidance and practical basis for the development of Marine physical education teachers, and lay an important foundation for the ability improvement of Marine physical education teachers.

Hybrid Data Competencies for Municipal Civil Servants: An Empirical Analysis of the Required Competencies for Data-Driven Decision-Making

This study focuses on an important yet often neglected topic in public personnel competency studies: competencies required for digital government. It addresses the question: Which competencies do civil servants need for data-driven decision-making (DDDM) in local governments? Empirical data are obtained through a combination of 12 expert interviews and 22 Behavioral Event Interviews. Our analysis shows that DDDM as observed in this study is a hybrid process that contains elements of both “traditional” and “data-driven” decision-making. We identified eight competencies that are required in this process: data literacy, critical thinking, teamwork, domain expertise, data analytical skills, engaging stakeholders, innovativeness, and political astuteness. These competencies are also hybrid: a combination of more “traditional” (e.g., political astuteness) and more “innovative” (e.g., data literacy) competencies. We conclude that local governments need to invest resources in developing or selecting these competencies among their employees, to exploit the possibilities data offers in a responsible way.

A Study on Nurse Manager Competency Model of Tertiary General Hospitals in China.

(1) Background: The nurse manager competency model is widely used in hospitals in the management of nursing human resources. This study aimed to construct a scientific and practical model of nurse manager competency, which can be used as a tool by hospitals to select nurse managers. (2) Methods: The nurses’ competency indicators were first collected through a literature review and behavioral event interview, and the preliminary screening of competency elements was based on the Delphi method. Then, questionnaires and statistical analyses were used to determine the elements of the model. The reliability was determined using Cronbach’s alpha. Factor analysis was used to delineate the dimensions of the model. (3) Results: The results of the factor analysis show that the 22 competency elements were grouped into the four dimensions of leadership and management ability, personal traits, professional quality, and professional ability. The Cronbach’s alpha coefficients of the four dimensions ranged from 0.745 to 0.885, which indicated a high level of reliability. The result of the factor analysis indicated a high structural validity and fitting effect. (4) Conclusions: Our study indicates that the nurse manager competency model of tertiary general hospitals is an instrument with fair reliability and validity that fully reflects the characteristics of nurses in Chinese public hospitals.

Managerial competencies for trade union officials in India: The key to union effectiveness

Professionalisation of the roles that union officials play necessitates certain competencies in them to increase union effectiveness. This paper attempts to understand managerial competencies for union officials in the Indian context. Adopting an interdisciplinary approach, we developed a “mixed model” by matching competencies of student activists with those of union officials. Behavioural event interviews conducted with thirty-six union officials led to a competency dictionary with four competencies: result orientation, aligning critical constituencies, networking skills, and effective feedback sharing. Resting on the classical competency theories which have not seen application in industrial relations (IR) scholarship, this paper provides an actionable path to enhance union effectiveness.

Competency Model and Competency Measurement Position Holder in the Human Resources Department of PT TCO

This study develops a competency model for the HR Department of PT TCO and measures the competence of incumbents to determine employee competency profiles to identify competency gaps. The designing process of the competency model used the Behavioral Event Interview (BEI) technique to find out the critical of each job description. Competency measurement is carried out using behavioral indicators that have been compiled in the competency model. The rating scale method using a multi-rater was chosen to measure incumbents' competence. From the formulation of the competency model, four (4) core competencies, fifty-three (53) behavioral competencies, and 130 technical competencies were obtained. The competency level standards can apply to anyone holding the relevant position if the job description does not change. In addition, it is also obtained an overview of the same job cluster; different levels of positions tend to have the same competency model but different levels of competency standards. The results of the preparation of the competency model above; the company is recommended to implement the same process in other departments or divisions so that a comprehensive competency model can be arranged for all positions in PT TCO. The company is also expected to constantly update job descriptions linked to the entire series of competency models and explicitly carry out core competencies, especially by top management, so that they can be seen by all employees, even at the grassroots level.

The Influence between Situational Interview and Behavioral Event Interview to the Performance and Productivity of Employees in Ceramic Companies in East Java

This research tries to esplain the correlation between the situational interview, behavioral event interview, and the impact toward the productivity in ceramic companies in East Java. Data is obtained from the sample of 170 employees on operator level at production department, including Raw Material, Body Preparation, Drying process and Packing using random sampling technique. This research is a correlational quantitative research. The examination method used is Structural Equational Modeling with the tools from software AMOS 22.0. There are three findings. First, situational interview significantly influences the performance and is impactful toward productivity. Secondly, behavioral event interview insignificantly influences performance and the third performance significantly influences the work productivity. The result of the research also shows that variable of situational interview and behavior event interview dominantly shaping the work productivity.

The emotional and social side of analytics professionals: an exploratory study of the behavioral profile of data scientists and data analysts

PurposeAnalytics technologies are profoundly changing the way in which organizations generate economic and social value from data. Consequently, the professional roles of data scientists and data analysts are in high demand in the labor market. Although the technical competencies expected for these roles are well known, their behavioral competencies have not been thoroughly investigated. Drawing on the competency-based theoretical framework, this study aims to address this gap, providing evidence of the emotional, social and cognitive competencies that data scientists and data analysts most frequently demonstrate when they effectively perform their jobs, and identifying those competencies that distinguish them.Design/methodology/approachThis study is exploratory in nature and adopts the competency-based methodology through the analysis of in-depth behavioral event interviews collected from a sample of 24 Italian data scientists and data analysts.FindingsThe findings empirically enrich the extant literature on the intangible dimensions of human capital that are relevant in analytics roles. Specifically, the results show that, in comparison to data analysts, data scientists more frequently use certain competencies related to self-awareness, teamwork, networking, flexibility, system thinking and lateral thinking.Research limitations/implicationsThe study was conducted in a small sample and in a specific geographical area, and this may reduce the analytic generalizability of the findings.Practical implicationsThe skills shortages that characterize these roles need to be addressed in a way that also considers the intangible dimensions of human capital. Educational institutions can design better curricula for entry-level data scientists and analysts who encompass the development of behavioral competencies. Organizations can effectively orient the recruitment and the training processes toward the most relevant competencies for those analytics roles.Originality/valueThis exploratory study advances our understanding of the competencies required by professionals who mostly contribute to the performance of data science teams. This article proposes a competency framework that can be adopted to assess a broader portfolio of the behaviors of big data professionals.