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Human Resource Evaluation for the 1990s and the Workforce 2000
14 references·0 citing·42 second hop
Human Resource Evaluation for the 1990s and the Workforce 2000 (1990)Human Resource Evaluation for the 1990s a…Human resource planning: Challenges for industrial/organizational psychologists. (1990)Human resource planning: Chal…Number of assessment center dimensions as a determinant of assessor accuracy. (1989)Number of assessment center d…A META‐ANALYSIS OF THE VALIDITY OF METHODS FOR RATING TRAINING AND EXPERIENCE IN PERSONNEL SELECTION (1988)A META‐ANALYSIS OF THE VALIDI…Workforce 2000: Work and Workers for the 21st Century. (1987)Workforce 2000: Work and Work…OPERATIONALIZING THE “BEHAVIORAL CONSISTENCY” APPROACH: SELECTION TEST DEVELOPMENT BASED ON A CONTENT‐ORIENTED STRATEGY (1986)OPERATIONALIZING THE “BEHAVIO…Moving from production to service in human resources management (1986)Moving from production to ser…DEVELOPMENT AND VALIDATION OF A COMPUTERIZED INTERPRETATION SYSTEM FOR PERSONNEL TESTS (1986)DEVELOPMENT AND VALIDATION OF…HUMAN RESOURCE PLANNING (1985)HUMAN RESOURCE PLANNINGApplied Psychology in Personnel Management (1978)Applied Psychology in Personn…PRACTICAL APPLICATIONS OF ITEM CHARACTERISTIC CURVE THEORY* (1977)PRACTICAL APPLICATIONS OF ITE…Utilization of manpower: Development and evaluation of an assessment-classification model for matching individuals with jobs. (1974)Utilization of manpower: Deve…Signs, samples, and criteria. (1968)Signs, samples, and criteria.Psychological testing (1968)Psychological testingPsychological Tests and Personnel Decisions. (1966)Psychological Tests and Perso…Human Problem Solving (1972)Task complexity and contingent processing in decision making: An information search and protocol analysis (1976)AN EXAMINATION OF THE EFFECTS OF USING BEHAVIOR CHECKLISTS ON THE CONSTRUCT VALIDITY OF ASSESSMENT CENTER DIMENSIONS (1990)The magical number seven, plus or minus two: Some limits on our capacity for processing information. (1994)Factors which Improve the Construct Validity of Assessment Centers: A Review (1998)Observer ratings of instructional quality: Do they fulfill what they promise? (2012)Essentials of Psychological Testing (1960)Cognitive ability, cognitive aptitudes, job knowledge, and job performance (1986)Situation Trait Relevance, Trait Expression, and Cross-Situational Consistency: Testing a Principle of Trait Activation (2000)A personality trait-based interactionist model of job performance. (2003)Abilities: Their Structure, Growth, and Action (1974)Handbook of Industrial and Organizational Psychology. (1977)Validity and utility of alternative predictors of job performance. (1984)Refinements in validity generalization methods: Implications for the situational specificity hypothesis. (1993)Psychological Measures As Predictors of Pilot Performance: A Meta-Analysis (1996)A meta‐analysis of the criterion‐related validity of prehire work experience (2019)Statistical Theories of Mental Test Scores (1969)Contemporary Developments in Mathematical Psychology (1976)LATENT TRAIT MODELS AND THEIR USE IN THE ANALYSIS OF EDUCATIONAL TEST DATA1,2,3 (1977)Item Bias in a Test of Reading Comprehension (1981)Refining the parent-reported Inventory of Callous–Unemotional Traits in boys with conduct problems. (2013)The Social Psychology of Organizations. (1979)Employee-Organization Linkages: The Psychology of Commitment, Absenteeism, and Turnover. (1984)In The Age of the Smart Machine: The Future of Work and Power. (1989)INFLUENCES OF CAMPUS RECRUITING ON APPLICANT ATTRACTION TO FIRMS. (1992)Job attributes: Preferences compared with reasons given for accepting and rejecting job offers (1993)Correlational and Known‐Group Comparison Validation of a Workplace Prejudice/Discrimination Inventory (1994)Auditing Human Resource Management in the Global Environment (1994)Reconceptualizing Developmental Relationships (2006)Mentoring as a learning tool: enhancing the effectiveness of an undergraduate business mentoring program (2008)THE IMPORTANCE OF RECRUITMENT IN JOB CHOICE: A DIFFERENT WAY OF LOOKING (1991)Ethnic Diversity and Creativity in Small Groups (1996)Out on a Limb: The Role of Context and Impression Management in Selling Gender-Equity Issues (1998)Strategic Human Resources Management: A Review of the Literature and a Proposed Typology (1988)Recruitment, Job Choice, and Post-Hire Consequences: A Call For New Research Directions (1989)PERCEIVED APPLICANT FIT: DISTINGUISHING BETWEEN RECRUITERS' PERCEPTIONS OF PERSON‐JOB AND PERSON‐ORGANIZATION FIT (2000)The Interplay of Evidence and Consequences in the Validation of Performance Assessments (1994)Horizontal and Vertical Dimensions of Individualism and Collectivism: A Theoretical and Measurement Refinement (1995)Current Concerns in Validity Theory (2001)The Theory of Successful Intelligence (1999)Estimating clinically significant differences in quality of life outcomes (2005)Bruininks‐Oseretsky Test of Motor Proficiency (2008)
this work references cited by second hop

References

  • 1987Workforce 2000: Work and Workers for the 21st Century.742 cited
  • 1978Applied Psychology in Personnel Management663 cited
  • 1968Psychological testing557 cited
  • 1966Psychological Tests and Personnel Decisions.395 cited
  • 1968Signs, samples, and criteria.393 cited
  • 1977PRACTICAL APPLICATIONS OF ITEM CHARACTERISTIC CURVE THEORY*184 cited
  • 1990Human resource planning: Challenges for industrial/organizational psychologists.148 cited
  • 1989Number of assessment center dimensions as a determinant of assessor accuracy.127 cited
  • 1988A META‐ANALYSIS OF THE VALIDITY OF METHODS FOR RATING TRAINING AND EXPERIENCE IN PERSONNEL SELECTION92 cited
  • 1985HUMAN RESOURCE PLANNING78 cited
  • 1986OPERATIONALIZING THE “BEHAVIORAL CONSISTENCY” APPROACH: SELECTION TEST DEVELOPMENT BASED ON A CONTENT‐ORIENTED STRATEGY56 cited
  • 1986Moving from production to service in human resources management40 cited
  • 1974Utilization of manpower: Development and evaluation of an assessment-classification model for matching individuals with jobs.36 cited
  • 1986DEVELOPMENT AND VALIDATION OF A COMPUTERIZED INTERPRETATION SYSTEM FOR PERSONNEL TESTS13 cited

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