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Interpersonal deviance, organizational deviance, and their common correlates: a review and meta-analysis.
Relationships among ID, OD, and their common correlates were meta-analyzed and showed ID and OD exhibited their strongest (negative) relationships with organizational citizenship, Agreeableness, Conscientiousness, and Emotional Stability.
An other perspective on personality: meta-analytic integration of observers' accuracy and predictive validity.
The results show that although increased frequency of interacting with targets does improve accuracy in rating personality, informants' interpersonal intimacy with the target is necessary for substantial increases in other-rating accuracy, and these findings provide guidelines toward enriching personality theory.
Theory testing: Combining psychometric meta-analysis and structural equations modeling
This paper presents an overview of a useful approach for theory testing in the social sciences that combines the principles of psychometric meta-analysis and structural equations modeling. In this
Comprehensive meta-analysis of integrity test validities: Findings and implications for personnel selection and theories of job performance.
The authors conducted a comprehensive meta-analysis based on 665 validity coefficients across 576,460 data points to investigate whether integrity test validities are generalizable and to estimate
Role of social desirability in personality testing for personnel selection: The red herring.
Response bias continues to be the most frequently cited criticism of personality testing for personnel selection. The authors meta-analyzed the social desirability literature, examining whether
Meta-Analyses of Fakability Estimates: Implications for Personality Measurement
The authors examined whether individuals can fake their responses to a personality inventory if instructed to do so. Between-subjects and within-subject designs were metaanalyzed separately. Across
A comprehensive meta-analysis of the predictive validity of the graduate record examinations: implications for graduate student selection and performance.
The results indicated that the GRE and UGPA are generalizably valid predictors of graduate grade point average, 1st-year graduate grade points average, comprehensive examination scores, publication citation counts, and faculty ratings.
Bandwidth-fidelity dilemma in personality measurement for personnel selection
This paper presents a discussion of the bandwidth–fidelity dilemma in personality measurement for personnel selection purposes. Should job applicants be assessed on fine-grained personality variables
Perspectives on Models of Job Performance
Contemporary models of job performance are reviewed. Links between task performance, contextual performance, organizational citizenship behaviors, counterproductivity and organizational deviance are