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Lay Perceptions of Selection Decision Aids in US and Non-US Samples
16 references·16 citing·49 second hopsampled
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this work references cited by second hop· second hop is a sample of the most-cited connections

References

  • 1993Handbook of industrial and organizational psychology5,339 cited
  • 1995What Theory is Not1,954 cited
  • 1991Toward a general theory of expertise : prospects and limits1,766 cited
  • 2006Transformational Leadership and Job Behaviors: The Mediating Role of Core Job Characteristics1,618 cited
  • 1990Modeling the performance prediction problem in industrial and organizational psychology.1,487 cited
  • 2010Rational choice in an uncertain world the psychology of judgment and decision making901 cited
  • 2004Applicant Reactions to Selection Procedures: An Updated Model and Meta‐Analysis816 cited
  • 2008Stubborn Reliance on Intuition and Subjectivity in Employee Selection496 cited
  • 2002HR Professionals' beliefs about effective human resource practices: correspondence between research and practice477 cited
  • 2007Designing Experiments That Generalize353 cited
  • 1991The process-performance paradox in expert judgment - How can experts know so much and predict so badly?340 cited
  • 1997International handbook of selection and assessment231 cited
  • 1993CONSTRAINTS ON THE ADOPTION OF PSYCHOLOGY‐BASED PERSONNEL PRACTICES: LESSONS FROM ORGANIZATIONAL INNOVATION215 cited
  • 2002Intuition at Work: Why Developing Your Gut Instincts Will Make You Better at What You Do168 cited

Only edges whose both ends are imported exist here. Widen the year window, or show the whole map. Back to the work

  • 2002Why are structured interviews so rarely used in personnel selection?147 cited
  • 2011Predicting professional preferences for intuition‐based hiring49 cited
  • Cited by

    • 2020Slow response times undermine trust in algorithmic (but not human) predictions98 cited
    • 2021A survey of human judgement and quantitative forecasting methods78 cited
    • 2022Should I Trust the Artificial Intelligence to Recruit? Recruiters’ Perceptions and Behavior When Faced With Algorithm-Based Recommendation Systems During Resume Screening66 cited
    • 2014“With recruitment I always feel I need to listen to my gut”: the role of intuition in employee selection52 cited
    • 2020Implementing evidence-based assessment and selection in organizations: A review and an agenda for future research48 cited
    • 2014Need for Autonomy and Resistance to Standardized Employee Selection Practices47 cited
    • 2021Conservatism predicts aversion to consequential Artificial Intelligence43 cited
    • 2021Human–Algorithm Collaboration Works Best if Humans Lead (Because it is Fair!)42 cited
    • 2024Exploring Facilitators and Barriers to Managers’ Adoption of AI-Based Systems in Decision Making: A Systematic Review41 cited
    • 2020Pushing the Limits for Judgmental Consistency: Comparing Random Weighting Schemes with Expert Judgments37 cited
    • 2016Threat of Technological Unemployment: Are Hiring Managers Discounted for Using Standardized Employee Selection Practices?28 cited
    • 2021People underestimate the errors made by algorithms for credit scoring and recidivism prediction but accept even fewer errors25 cited
    • 2019A Classification of Decision Automation and Delegation in Digital Investment Management Systems25 cited
    • 2018Communicating the validity of structured job interviews with graphical visual aids25 cited
    • 2024Demographic Pricing in the Digital Age: Assessing Fairness Perceptions in Algorithmic versus Human-Based Price Discrimination21 cited
    • 2025Algorithmic pricing: Implications for marketing strategy and regulation18 cited