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Personality testing and the assessment center: Incremental validity for managerial selection.

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References

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2002The interactive effects of conscientiousness and agreeableness on job performance.491 cited
2013

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Hierarchical representations of the five-factor model of personality in predicting job performance: Integrating three organizing frameworks with two theoretical perspectives.

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2003Predicting job performance using FFM and non‐FFM personality measures329 cited

2006The use of personality measures in personnel selection: What does current research support?321 cited

2000Personnel Selection: Looking Toward the Future--Remembering the Past303 cited

2008The importance of distinguishing between constructs and methods when comparing predictors in personnel selection research and practice.233 cited

2002Managers' upward influence tactic strategies: the role of manager personality and supervisor leadership style229 cited

2006Large-scale investigation of the role of trait activation theory for understanding assessment center convergent and discriminant validity.177 cited

2005Assessing Personality With a Structured Employment Interview: Construct-Related Validity and Susceptibility to Response Inflation.155 cited

2003Personnel Selection and Employee Performance154 cited

2010How similar are personality scales of the “same” construct? A meta-analytic investigation139 cited

2009Faking and personality assessment in personnel selection: Advancing models of faking.133 cited

2008Further evidence for the validity of assessment center dimensions: A meta-analysis of the incremental criterion-related validity of dimension ratings.123 cited

2013The Impact of Applicant Faking on Selection Measures, Hiring Decisions, and Employee Performance123 cited

2002IMPLICATIONS OF TRAIT‐ACTIVATION THEORY FOR EVALUATING THE CONSTRUCT VALIDITY OF ASSESSMENT CENTER RATINGS116 cited

2004Expertise, extraversion and group interaction styles as performance indicators in virtual teams111 cited