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RECONSIDERING THE USE OF PERSONALITY TESTS IN PERSONNEL SELECTION CONTEXTS

16 references·16 citing·36 second hopsampled

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References

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1986Response bias, social desirability and dissimulation1,033 cited

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1986Cognitive ability, cognitive aptitudes, job knowledge, and job performance989 cited

1996Role of social desirability in personality testing for personnel selection: The red herring.924 cited

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2010Too much of a good thing: Curvilinear relationships between personality traits and job performance.420 cited
2018Can You Handle the Pressure? The Effect of Performance Pressure on Stress Appraisals, Self-regulation, and Behavior403 cited
2009Future employment selection methods: evaluating social networking web sites312 cited
2011Personnel selection as a signaling game.310 cited
2008The Economics and Psychology of Personality Traits307 cited
2008The Economics and Psychology of Personality Traits292 cited
2007ARE WE GETTING FOOLED AGAIN? COMING TO TERMS WITH LIMITATIONS IN THE USE OF PERSONALITY TESTS FOR PERSONNEL SELECTION284 cited
2008The Economics and Psychology of Personality Traits283 cited
2017Language-based personality: a new approach to personality in a digital world276 cited
2014Reciprocal relationship between proactive personality and work characteristics: A latent change score approach.268 cited
2012A Matter of Context: A Meta‐Analytic Investigation of the Relative Validity of Contextualized and Noncontextualized Personality Measures266 cited
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