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MISSING DATA: A CONCEPTUAL REVIEW FOR APPLIED PSYCHOLOGISTS
There has been conspicuously little research concerning missing data problems in the applied psychology literature. Fortunately, other fields have begun to investigate this issue. These include
How Important are Job Attitudes? Meta-Analytic Comparisons of Integrative Behavioral Outcomes and Time Sequences
Drawing on the compatibility principle in attitude theory, we propose that overall job attitude (job satisfaction and organizational commitment) provides increasingly powerful prediction of more
Risk propensity differences between entrepreneurs and managers: a meta-analytic review.
TLDR
Psychometric meta-analysis indicates that the risk propensity of entrepreneurs is greater than that of managers and there are larger differences between entrepreneurs whose primary goal is venture growth versus those whose focus is on producing family income.
A Meta-Analytic Review of Predictors of Job Performance for Salespeople
This meta-analysis evaluated predictors of both objective and subjective sales performance. Biodata measures and sales ability inventories were good predictors of the ratings criterion, with
ETHNIC GROUP DIFFERENCES IN COGNITIVE ABILITY IN EMPLOYMENT AND EDUCATIONAL SETTINGS: A META‐ANALYSIS
The cognitive ability levels of different ethnic groups have interested psychologists for over a century. Many narrative reviews of the empirical literature in the area focus on the Black-White
Identification and meta-analytic assessment of psychological constructs measured in employment interviews.
TLDR
A comprehensive taxonomy of 7 types of constructs that the interview could assess was developed, suggesting that at least part of the reason why structured interviews tend to have higher validity is because they focus more on constructs that have a stronger relationship with job performance.
Assessing personality with a structured employment interview: construct-related validity and susceptibility to response inflation.
TLDR
Analysis revealed that the scores from the applicant-like condition were significantly more elevated for self-report personality ratings than for interviewer personality ratings, and instructions to respond like an applicant appeared to have a detrimental effect on the structure of the self- report and interview ratings, but not interviewer NEO ratings.
DERIVATION AND IMPLICATIONS OF A META‐ANALYTIC MATRIX INCORPORATING COGNITIVE ABILITY, ALTERNATIVE PREDICTORS, AND JOB PERFORMANCE
A variety of recent articles in the personnel selection literature have used analyses of meta-analytically derived matrices to draw general conclusions for the field. The purpose of this article is
Looking Toward the Future of IT-Business Strategic Alignment through the Past: A Meta-Analysis
TLDR
A meta-analysis that probed the interrelationships between alignment, performance, and context constructs found the alignment dimensions demonstrate unique relationships with the different performance types and with many of the other constructs in alignment's nomological network.
Social Media in Employee-Selection-Related Decisions
Social media (SM) pervades our society. One rapidly growing application of SM is its use in personnel decision making. Organizations are increasingly searching SM (e.g., Facebook) to gather
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