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Variance in faking across noncognitive measures.
There are discrepant findings in the literature regarding the effects of applicant faking on the validity of noncognitive measures. One explanation for these mixed results may be the failure of someExpand
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Applicants’ Perceptions of Selection Procedures and Decisions: A Critical Review and Agenda for the Future
This review critically examines the literature from 1985 to 1999 on applicant perceptions of selection procedures. We organize our review around several key questions: What perceptions have beenExpand
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Does stereotype threat affect test performance of minorities and women? A meta-analysis of experimental evidence.
A meta-analysis of stereotype threat effects was conducted and an overall mean effect size of |.26| was found, but true moderator effects existed. A series of hierarchical moderator analysesExpand
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The Big Five in Personnel Selection: Factor Structure in Applicant and Nonapplicant Populations
Recent personnel selection studies have focused on the 5-factor model of personality. However, the stability of this factor structure in job applicant populations has not been determined. ConceptualExpand
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The use of impression management tactics in structured interviews: a function of question type?
This study investigated impression management tactic use during structured interviews containing both experience-based and situational questions. Specifically, the authors examined whetherExpand
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Toward an Integrated Model of Applicant Faking Behavior
The present research tested a model that integrated the theory of planned behavior (TPB) with a model of faking presented by McFarland and Ryan (2000) to predict faking on a personality test. InExpand
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WHORF'S CHILDREN: CRITICAL COMMENTS ON CRITICAL DISCOURSE ANALYSIS (CDA)
CDA has been a frequent topic at BAAL and AILA. Yet one critic, basically sympathetic (Stubbs 1994), comments on "major unresolved criticisms of its data and theory", while another, much lessExpand
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Frame-of-reference effects on personality scale scores and criterion-related validity.
Increased use of personality inventories in employee selection has led to concerns regarding factors that influence the validity of such measures. A series of studies was conducted to examine theExpand
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ATTITUDES AND EFFECTIVENESS: EXAMINING RELATIONS AT AN ORGANIZATIONAL LEVEL
Recent evidence has suggested that attitudes-organizational effectiveness relations may exist. Relations between employee attitudes, organizational unit performance, customer satisfaction, andExpand
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AN INTERNATIONAL LOOK AT SELECTION PRACTICES: NATION AND CULTURE AS EXPLANATIONS FOR VARIABILITY IN PRACTICE
A survey of 959 organizations in 20 countries was undertaken to assess whether differences in staffing practices are due in part to nation and culture. Cultural differences in uncertainty avoidanceExpand
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