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Assessment and development centers: judgment biases and risks of using idiographic and nomothetic approaches to collecting information on people to be evaluated and trained in organizations
16 references·8 citing·26 second hop
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References

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  • 1973Availability: A heuristic for judging frequency and probability9,980 cited
  • 1972Subjective probability: A judgment of representativeness4,876 cited
  • 2016Research Design: Qualitative, Quantitative, and Mixed Method Approaches4,515 cited
  • 2007The black swan: the impact of the highly improbable3,454 cited
  • 1992Normal personality assessment in clinical practice: The NEO Personality Inventory.3,390 cited
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  • 1940A Multiphasic Personality Schedule (Minnesota) : I. Construction of the Schedule722 cited
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  • 2003

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The Incremental Validity of Psychological Testing and Assessment: Conceptual, Methodological, and Statistical Issues.
566 cited

Cited by

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  • 2013The relationships between innovation and human and psychological capital in organizations: A review39 cited
  • 2020Psychological assessment in human resource management: discrepancies between theory and practice and two examples of integration16 cited
  • 2021An empirical evaluation of tech interventions to improve financial decision-making8 cited
  • 2017Improving Financial Management via Contemplation: Novel Interventions and Findings in Laboratory and Applied Settings6 cited
  • 2020Idiographic vs. Nomothetic Research4 cited
  • 2014Differences between Entrepreneurs and Managers in Large Organizations: An Implementation of a Theoretical Multi-Agent Model on Overconfidence Results2 cited