Cited by

• 2005The Effect of Implicit Person Theory on Performance Appraisals.293 cited
• 2006Narcissism and emergent leadership in military cadets186 cited
• 2006Toward Fairness in Assessing Student Groupwork: A Protocol for Peer Evaluation of Individual Contributions116 cited
• 2004Personality research in the organizational sciences112 cited
• 2012Impact of rater personality on transformational and transactional leadership ratings96 cited
• 2007The Bright and Dark Sides of Personality: Implications for Personnel Selection in Individual and Team Contexts93 cited
• 2018Meta-analytic and primary investigations of the role of followers in ratings of leadership behavior in organizations.92 cited
• 2022Deploying a robotic positive psychology coach to improve college students’ psychological well-being87 cited
• 2015Rater Rating-Level Bias and Accuracy in Performance Appraisals: The Impact OF Rater Personality, Performance Management Competence, and Rater Accountability84 cited
• 2017Profiling Players Using Real-World Datasets: Clustering the Data and Correlating the Results with the Big-Five Personality Traits81 cited
• 2003A personality-based similar-to-me effect in the employment interview: Conscientiousness, affect-versus competence-mediated interpretations, and the role of job relevance.78 cited
• 2012Employees’ Perception of Performance Appraisal System: A Case Study76 cited
• 2009The impact of non‐performance information on ratings of job performance: A policy‐capturing approach65 cited
• 2011Using 360 degree peer review to validate self‐reporting in human capital measurement42 cited
• 2001Assessing the construct validity of a measure of learning agility39 cited
• 2014Selecting Null Distributions When Calculating r wg35 cited