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RELATIONS BETWEEN WORK GROUP CHARACTERISTICS AND EFFECTIVENESS: IMPLICATIONS FOR DESIGNING EFFECTIVE WORK GROUPS
Five common themes were derived from the literature on effective work groups, and then characteristics representing the themes were related to effectivness criteria. Themes included job design,
Age Stereotypes in the Workplace: Common Stereotypes, Moderators, and Future Research Directions†
The authors identify, analyze, and summarize prior research from 117 research articles and books that deal with age stereotypes in the workplace. They discover and report the most prevalent and
The Knowledge, Skill, and Ability Requirements for Teamwork: Implications for Human Resource Management
This study reviews the literature on groups to determine the knowledge, skill, and ability (KSA) requirements for teamwork. The focus is on: (1) KSAs rather than personality traits; (2) team rather
RECONSIDERING THE USE OF PERSONALITY TESTS IN PERSONNEL SELECTION CONTEXTS
Although long thought to be unrelated to job performance, research in the early 1990s provided evidence that personality can predict job performance. Accompanying this research was a resurgence of
DOING COMPETENCIES WELL: BEST PRACTICES IN COMPETENCY MODELING
The purpose of this article is to present a set of best practices for competency modeling based on the experiences and lessons learned from the major perspectives on this topic (including applied,
A REVIEW OF STRUCTURE IN THE SELECTION INTERVIEW
Virtually every previous review has concluded that structuring the selection interview improves its psychometric properties. This paper reviews the research literature in order to describe and
Measuring faking in the employment interview: development and validation of an interview faking behavior scale.
TLDR
Over 90% of undergraduate job candidates fake during employment interviews; however, fewer candidates engage in faking that is semantically closer to lying, ranging from 28% to 75%.
APPLICANT REACTIONS TO SELECTION: DEVELOPMENT OF THE SELECTION PROCEDURAL JUSTICE SCALE (SPJS)
This paper describes research that fills a void in the applicant reactions literature by developing a comprehensive measure of Gilliland's (1993) procedural justice rules, called the Selection
A High Performance Work Practices Taxonomy
TLDR
A comprehensive High Performance Work Practices (HPWPs) taxonomy is developed that classified 61 specific practices into nine categories and analyzes the usefulness of this taxonomy using frequency, time, and countries.
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