| Organizational commitment and job performance: Examining the moderating roles of occupational commitment and transformational leadership |
6 |
| Gamification in employee selection: The development of a gamified assessment |
6 |
| Highly automated job interviews: Acceptance under the influence of stakes |
6 |
| Why does impression management positively influence interview ratings? The mediating role of competence and warmth |
5 |
| Ethical employee behaviors in the consensus taxonomy of counterproductive work behaviors |
4 |
| Affective responses to abuse in the workplace: The role of hope and affective commitment |
4 |
| Construct-based approach to developing a short, personality-based measure of integrity |
4 |
| Work ethic and organizational commitment as conditions of unethical pro-organizational behavior: Do engaged workers break the ethical rules? |
4 |
| Predicting innovative performance through proactive personality: Examining its criterion validity and incremental validity over the five-factor model |
3 |
| Interview etiquette and hiring outcomes |
3 |
| Rule breakers and attention seekers: Personality predictors of integrity and accountability in leaders |
3 |
| Not all forms of misbehavior are created equal: Differential personality facet-counterproductive work behavior relations |
3 |
| Personnel risk management assessment for newly emerging forms of employee crimes |
2 |
| Counterproductive sustainability behaviors and their relationship to personality traits |
2 |
| How much self-presentation behavior do applicants from the United Arab Emirates exhibit? |
2 |
| Transitioning from recruit to officer: An investigation of how stress appraisal and coping influence work engagement |
2 |
| Factors affecting compliance with reference check requests |
2 |
| Affective and effective: Military job performance as a function of work-related emotional intelligence |
2 |
| The influence of political climate on job pursuit intentions and the moderating effect of Machiavellianism |
2 |
| Specific job search self-efficacy beliefs and behaviors of unemployed ethnic minority women |
2 |
| A closer look at response options: Is judgment in situational judgment tests a function of the desirability of response options? |
2 |
| Telling stories to communicate the value of the pre-employment structured job interview |
2 |
| Role stressors and counterproductive work behavior: The role of negative affect and proactive personality |
1 |
| Communicating the validity of structured job interviews with graphical visual aids |
1 |
| An Ideal Student Factor and the validity of noncognitive measures of student potential |
1 |
| Patterns of change in fairness perceptions during the hiring process: A conceptual replication in a controlled context |
1 |
| Dual relational model of perceived overqualification: Employee's self-concept and task performance |
1 |
| Social intelligence and interview accuracy: Individual differences in the ability to construct interviews and rate accurately |
1 |
| Organizational factors related to attracting job seekers higher in hardiness |
1 |
| Faking on a situational judgment test in a medical school selection setting: Effect of different scoring methods? |
1 |
| Understanding how and why adding valid predictors can decrease the validity of selection composites: A generalization of Sackett, Dahlke, Shewach, and Kuncel (2017) |
1 |
| Think fast: The role of thin slices of behavior in employee selection decisions |
1 |
| The relationship between person-team fit with supervisor-subordinate guanxi and organizational justice in a Chinese state-owned enterprise |
1 |
| Combining cognitive and noncognitive predictors and impact on selected individual demographics: An illustration |
1 |
| Reducing assimilation and contrast effects on selection interview ratings using behaviorally anchored rating scales |
1 |
| Cross-cultural validity of integrity assessments for lower-level and higher-level jobs |
1 |
| Psychological hardiness predicts successful selection in a law enforcement special operations assessment and selection course |
1 |
| Employee perceptions of climate as an antecedent of time banditry in the workplace |
0 |
| Foreign and domestic company attractiveness to host national employees in Japan: A person-organization fit and image theory perspective |
0 |
| Same-gender and same-race bias in assessment center ratings: A rating error approach to understanding subgroup differences |
0 |
| Does interview anxiety predict job performance and does it influence the predictive validity of interviews? |
0 |
| Option weights should be determined empirically and not by experts when assessing knowledge with multiple-choice items |
0 |
| Decreasing overt discrimination increases covert discrimination: Adverse effects of equal opportunities policies |
0 |
| Multiple test batteries as predictors for pilot performance: A meta-analytic investigation |
0 |
| The generalizability of reactions to assessment: An application of the Selection Procedural Justice Scale (SPJS) in academic settings |
0 |
| Understanding subgroup differences with general mental ability tests in employment selection: Exploring socio-cultural factors across inter-generational groups |
0 |
| The relations between cognitive ability and personality: Convergent results across measures |
0 |
| A large sample investigation of the presence of nonlinear personality-job performance relationships |
0 |
| Eight issues in studying organizational constructs: Tackling a complex problem |
0 |
| Reducing faking on personality tests: Testing a new faking-mitigation procedure in a US job applicant sample |
0 |
