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Biographical data in employment selection: Can validities be made generalizable?
11 references·16 citing·39 second hop
Biographical data in employment selection: Can validities be made generalizable? (1990)Biographical data in employment selection…Fairness in employment testing: validity generalization, minority issues, and the General Aptitude Test Battery (1989)Fairness in employment testin…FORTY QUESTIONS ABOUT VALIDITY GENERALIZATION AND META‐ANALYSIS (1985)FORTY QUESTIONS ABOUT VALIDIT…Validity and utility of alternative predictors of job performance. (1984)Validity and utility of alter…METAANALYSES OF VALIDITY STUDIES PUBLISHED BETWEEN 1964 AND 1982 AND THE INVESTIGATION OF STUDY CHARACTERISTICS (1984)METAANALYSES OF VALIDITY STUD…Meta-Analysis: Cumulating Research Findings across Studies (1984)Meta-Analysis: Cumulating Res…VALIDITY AND FAIRNESS OF SOME ALTERNATIVE EMPLOYEE SELECTION PROCEDURES1 (1982)VALIDITY AND FAIRNESS OF SOME…Validity generalization results for tests used to predict job proficiency and training success in clerical occupations. (1980)Validity generalization resul…Handbook of Industrial and Organizational Psychology. (1977)Handbook of Industrial and Or…THE BIOGRAPHICAL ITEM: CAN IT BE IMPROVED?1,2 (1972)THE BIOGRAPHICAL ITEM: CAN IT…Managerial Behavior, Performance, and Effectiveness. (1971)Managerial Behavior, Performa…Toward one discipline of scientific psychology. (1968)Toward one discipline of scie…LinkedIn “Big Four”: Job Performance Validation in the ICT Sector (2019)LinkedIn “Big Four”: Job Perf…How Do I Get a Job, What Are They Looking For? Personnel Selection and Assessment (2017)How Do I Get a Job, What Are …A Theoretical Model of Psychometric Effects of Faking on Assessment Procedures: Empirical findings and implications for personality at work (2016)A Theoretical Model of Psycho…Leadership and Construction Industry Development in Developing Countries (2012)Leadership and Construction I…Cognitive Abilities (2012)Cognitive AbilitiesThe use of biodata for employee selection: Past research and future directions (2009)The use of biodata for employ…Forming Composites of Cognitive Ability and Alternative Measures to Predict Job Performance and Reduce Adverse Impact: Corrected Estimates and Realistic Expectations (2005)Forming Composites of Cogniti…RECRUITMENT EVALUATION: THE CASE FOR ASSESSING THE QUALITY OF APPLICANTS ATTRACTED (2002)RECRUITMENT EVALUATION: THE C…INCREMENTAL VALIDITY OF EMPIRICALLY KEYED BIODATA SCALES OVER GMA AND THE FIVE FACTOR PERSONALITY CONSTRUCTS (2000)INCREMENTAL VALIDITY OF EMPIR…Understanding high school student leaders, i (1999)Understanding high school stu…Affect and achievement goals in physical activity: a meta‐analysis (1999)Affect and achievement goals …Testing Moderator Variable Hypotheses Meta-Analytically (1998)Testing Moderator Variable Hy…THE VALIDITY OF NON-COGNITIVE MEASURES DECAYS WHEN APPLICANTS FAKE. (1996)THE VALIDITY OF NON-COGNITIVE…Refinements in validity generalization methods: Implications for the situational specificity hypothesis. (1993)Refinements in validity gener…COMPARABILITY OF INCUMBENT AND APPLICANT SAMPLES FOR THE DEVELOPMENT OF BIODATA KEYS: THE INFLUENCE OF SOCIAL DESIRABILITY (1993)COMPARABILITY OF INCUMBENT AN…The problem of group differences in ability test scores in employment selection (1988)The problem of group differen…The file drawer problem and tolerance for null results. (1979)Meta-analysis in social research (1982)Joint relation of experience and ability with job performance: Test of three hypotheses. (1988)GENDER DIFFERENCES IN NEGOTIATION OUTCOME: A META‐ANALYSIS (1999)The Evolution of Resource-Based Inquiry: A Review and Meta-Analytic Integration of the Strategic Resources–Actions–Performance Pathway (2021)Department of Labor (1941)Primary, Secondary, and Meta-Analysis of Research (1976)A meta-analysis of tourism demand (1995)The Role of General Cognitive Ability and Job Performance: Why There Cannot Be a Debate (2002)A Meta-Analytic Study of General Mental Ability Validity for Different Occupations in the European Community. (2003)Review and conceptual analysis of the employee turnover process. (1979)Autonomy as a moderator of the relationships between the Big Five personality dimensions and job performance. (1993)The Knowledge, Skill, and Ability Requirements for Teamwork: Implications for Human Resource Management (1994)The Proactive Personality Scale and objective job performance among real estate agents. (1995)Development of a general solution to the problem of validity generalization. (1977)Why is there no study of cultural equivalence in standardized cognitive ability testing? (1992)Video-based versus paper-and-pencil method of assessment in situational judgment tests: Subgroup differences in test performance and face validity perceptions. (1997)Staffing Work Teams: Development and Validation of a Selection Test for Teamwork Settings (1999)Essentials of Psychological Testing (2005)THE BIG FIVE PERSONALITY DIMENSIONS AND JOB PERFORMANCE: A META‐ANALYSIS (1991)The development of markers for the Big-Five factor structure. (1992)Handbook of industrial and organizational psychology (1993)A meta‐analytic investigation into the moderating effects of situational strength on the conscientiousness–performance relationship (2009)How similar are personality scales of the “same” construct? A meta-analytic investigation (2010)The Cambridge Handbook of Personality Psychology (2020)Child/adolescent behavioral and emotional problems: Implications of cross-informant correlations for situational specificity. (1987)Rethinking individualism and collectivism: Evaluation of theoretical assumptions and meta-analyses. (2002)Does Gamification Work? -- A Literature Review of Empirical Studies on Gamification (2014)Evaluating the use of exploratory factor analysis in psychological research. (1999)The job demands-resources model of burnout. (2001)Common method biases in behavioral research: A critical review of the literature and recommended remedies. (2003)The role of deliberate practice in the acquisition of expert performance. (1993)The processing-speed theory of adult age differences in cognition. (1996)Individual differences in reasoning: Implications for the rationality debate? (2000)Conceptualizing and Measuring Organizational and Psychological Climate: Pitfalls in Multilevel Research (1985)TRANSFER OF TRAINING: A REVIEW AND DIRECTIONS FOR FUTURE RESEARCH (1988)AN EMPIRICAL INVESTIGATION OF THE PREDICTORS OF EXECUTIVE CAREER SUCCESS (1995)Hiring Strategies, Racial Bias, and Inner-City Workers (1991)Adaptation of Teams in Response to Unforeseen Change: Effects of Goal Difficulty and Team Composition in Terms of Cognitive Ability and Goal Orientation. (2005)
this work references cited by second hop

References

  • 1977Handbook of Industrial and Organizational Psychology.11,945 cited
  • 1984Validity and utility of alternative predictors of job performance.2,101 cited
  • 1971Managerial Behavior, Performance, and Effectiveness.1,507 cited
  • 1984Meta-Analysis: Cumulating Research Findings across Studies1,199 cited
  • 1984METAANALYSES OF VALIDITY STUDIES PUBLISHED BETWEEN 1964 AND 1982 AND THE INVESTIGATION OF STUDY CHARACTERISTICS554 cited
  • 1982VALIDITY AND FAIRNESS OF SOME ALTERNATIVE EMPLOYEE SELECTION PROCEDURES1392 cited
  • 1980Validity generalization results for tests used to predict job proficiency and training success in clerical occupations.343 cited
  • 1989Fairness in employment testing: validity generalization, minority issues, and the General Aptitude Test Battery270 cited
  • 1985FORTY QUESTIONS ABOUT VALIDITY GENERALIZATION AND META‐ANALYSIS219 cited
  • 1972THE BIOGRAPHICAL ITEM: CAN IT BE IMPROVED?1,286 cited
  • 1968Toward one discipline of scientific psychology.81 cited

Cited by

  • 2000INCREMENTAL VALIDITY OF EMPIRICALLY KEYED BIODATA SCALES OVER GMA AND THE FIVE FACTOR PERSONALITY CONSTRUCTS161 cited
  • 1999Affect and achievement goals in physical activity: a meta‐analysis157 cited
  • 1988The problem of group differences in ability test scores in employment selection

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147 cited
  • 1996THE VALIDITY OF NON-COGNITIVE MEASURES DECAYS WHEN APPLICANTS FAKE.122 cited
  • 2002RECRUITMENT EVALUATION: THE CASE FOR ASSESSING THE QUALITY OF APPLICANTS ATTRACTED113 cited
  • 1993Refinements in validity generalization methods: Implications for the situational specificity hypothesis.108 cited
  • 2009The use of biodata for employee selection: Past research and future directions70 cited
  • 2012Cognitive Abilities69 cited
  • 1998Testing Moderator Variable Hypotheses Meta-Analytically68 cited
  • 2016A Theoretical Model of Psychometric Effects of Faking on Assessment Procedures: Empirical findings and implications for personality at work65 cited
  • 2005Forming Composites of Cognitive Ability and Alternative Measures to Predict Job Performance and Reduce Adverse Impact: Corrected Estimates and Realistic Expectations63 cited
  • 1999Understanding high school student leaders, i61 cited
  • 1993COMPARABILITY OF INCUMBENT AND APPLICANT SAMPLES FOR THE DEVELOPMENT OF BIODATA KEYS: THE INFLUENCE OF SOCIAL DESIRABILITY57 cited
  • 2019LinkedIn “Big Four”: Job Performance Validation in the ICT Sector56 cited
  • 2017How Do I Get a Job, What Are They Looking For? Personnel Selection and Assessment50 cited
  • 2012Leadership and Construction Industry Development in Developing Countries47 cited