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Effects of the testing situation on item responding: Cause for concern.

16 references·16 citing·36 second hopsampled

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References

1991THE BIG FIVE PERSONALITY DIMENSIONS AND JOB PERFORMANCE: A META‐ANALYSIS8,686 cited
1969Statistical Theories of Mental Test Scores8,023 cited
2012Applications of Item Response Theory To Practical Testing Problems5,010 cited
1968Personality and Assessment4,346 cited
1998The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings.4,159 cited
1968Some latent trait models and their use in inferring an examinee's ability1,998 cited
1991PERSONALITY MEASURES AS PREDICTORS OF JOB PERFORMANCE: A META‐ANALYTIC REVIEW1,481 cited
1969Personality and assessment1,070 cited
1985Methodology Review: Assessing Unidimensionality of Tests and ltenls1,014 cited
1996Role of social desirability in personality testing for personnel selection: The red herring.924 cited
1990Criterion-related validities of personality constructs and the effect of response distortion on those validities.849 cited
1988Profiting from controversy: Lessons from the person-situation debate.837 cited
1983Developing a Common Metric in Item Response Theory738 cited
1974A GENERAL METHOD FOR STUDYING DIFFERENCES IN FACTOR MEANS AND FACTOR STRUCTURE BETWEEN GROUPS666 cited

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1993

A Model-Based Standardization Approach that Separates True Bias/DIF from Group Ability Differences and Detects Test Bias/DTF as well as Item Bias/DIF

658 cited

1998The impact of response distortion on preemployment personality testing and hiring decisions.486 cited

Cited by

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2004Examining the Effects of Differential Item (Functioning and Differential) Test Functioning on Selection Decisions: When Are Statistically Significant Effects Practically Important?137 cited
2013The Impact of Applicant Faking on Selection Measures, Hiring Decisions, and Employee Performance123 cited
201075 Years After Likert: Thurstone Was Right!118 cited
2007Faking emotional intelligence (EI): comparing response distortion on ability and trait‐based EI measures115 cited
2008Predicting creativity and academic success with a “Fake-Proof” measure of the Big Five90 cited
2007Toward a New Method of Detecting Deliberately Faked Personality Tests: The use of idiosyncratic item responses82 cited
2012Adaptive Testing With Multidimensional Pairwise Preference Items82 cited
2012Responding to Personality Tests in a Selection Context: The Role of the Ability to Identify Criteria and the Ideal-Employee Factor80 cited
2007Socially desirable responding does moderate personality scale validity both in experimental and in nonexperimental contexts.80 cited
2009Validity of assessment centers for personnel selection73 cited
2006Response distortion in personality measurement: born to deceive, yet capable of providing valid self-assessments?68 cited
2005Do Warnings of Response Verification Moderate the Relationship Between Personality and Cognitive Ability?62 cited
2014Prior Related Work Experience and Job Performance: Role of personality59 cited