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Variance in faking across noncognitive measures.
TLDR
There is considerable variance across individuals in the extent of faking 3 types of noncognitive measures (i.e., personality test, biodata inventory, and integrity test); some measures were more difficult to fake than others.
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 been
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 analyses
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. Conceptual
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. In
The use of impression management tactics in structured interviews: a function of question type?
TLDR
Results from 119 structured interviews indicated that almost all of the applicants used some form of impression management, and the use of self-promotion and ingratiation tactics was positively related to interviewer evaluations.
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 the
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, and
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 less
Work-life policy implementation: Breaking down or creating barriers to inclusiveness?
Although many employers have adopted policies to supportthe integration of work with personal and family life, expected positive gains are not always real-ized. One reason for this gap is that
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