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The relationship between the ability to identify evaluation criteria and integrity test scores
11 references·0 citing·47 second hop
The relationship between the ability to identify evaluation criteria and integrity test scores (2006)The relationship between the ability to i…Zusammenhänge zwischen rezeptiver Selbstdarstellungskompetenz und Leistung im Assessment Center (2005)Zusammenhänge zwischen rezept…An Assessment of the Prevalence, Severity, and Verifiability of Entry-Level Applicant Faking Using the Randomized Response Technique (2003)An Assessment of the Prevalen…Measuring Counterproductivity: Development and Initial Validation of a German Self‐Report Questionnaire (2002)Measuring Counterproductivity…Item Placement on a Personality Measure: Effects on Faking Behavior and Test Measurement Properties (2002)Item Placement on a Personali…A Meta-Analytic Investigation of the Susceptibility of Integrity Tests to Faking and Coaching (2000)A Meta-Analytic Investigation…The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings. (1998)The validity and utility of s…Comprehensive meta-analysis of integrity test validities: Findings and implications for personnel selection and theories of job performance. (1993)Comprehensive meta-analysis o…Are rating dimensions in assessment centers transparent for participants? Consequences for criterion and construct validity. (1993)Are rating dimensions in asse…THE BIG FIVE PERSONALITY DIMENSIONS AND JOB PERFORMANCE: A META‐ANALYSIS (1991)THE BIG FIVE PERSONALITY DIME…Validity of personnel decisions: A conceptual analysis of the inferential and evidential bases. (1989)Validity of personnel decisio…INTEGRITY TESTING FOR PERSONNEL SELECTION: AN UPDATE (1989)INTEGRITY TESTING FOR PERSONN…Intraclass correlations: Uses in assessing rater reliability. (1979)Validity and utility of alternative predictors of job performance. (1984)‘Faking’ From the Applicant's Perspective: A theory of self‐presentation in personnel selection settings (2009)Faking and personality assessment in personnel selection: Advancing models of faking. (2009)The Impact of Applicant Faking on Selection Measures, Hiring Decisions, and Employee Performance (2013)Statistical Methods for Meta-Analysis (1985)Statistical Methods for Meta-Analysis (1988)PERSONALITY DIMENSIONS EXPLAINING RELATIONSHIPS BETWEEN INTEGRITY TESTS AND COUNTERPRODUCTIVE BEHAVIOR: BIG FIVE, OR ONE IN ADDITION? (2007)The criterion-related validity of integrity tests: An updated meta-analysis. (2011)Crime and Human Nature (1985)Adaptation, persistence, and commitment in organizations. (1991)Structural Equations with Latent Variables. (1991)Cognitive ability predicts objectively measured counterproductive work behaviors. (2007)The use of snowball sampling for multi source organizational research: Some cause for concern (2016)Understanding the relationship between experiencing workplace cyberbullying, employee mental strain and job satisfaction: a dysempowerment approach (2016)Construct validity in psychological tests. (1955)Handbook of Industrial and Organizational Psychology. (1977)The Social Psychology of Organizations. (1979)Self-monitoring personality at work: A meta-analytic investigation of construct validity. (2002)A FRAMEWORK FOR CONDUCTING MULTI-LEVEL CONSTRUCT VALIDATION (2004)An Ounce of Prevention Is Worth a Pound of Cure: Improving Research Quality Before Data Collection (2013)Validation of the five-factor model of personality across instruments and observers. (1987)Personality Structure: Emergence of the Five-Factor Model (1990)An Introduction to the Five‐Factor Model and Its Applications (1992)The Big Five Trait taxonomy: History, measurement, and theoretical perspectives. (1999)Grit: Perseverance and passion for long-term goals. (2007)Significance tests and goodness of fit in the analysis of covariance structures. (1980)Comparative fit indexes in structural models. (1990)Alternative Ways of Assessing Model Fit (1992)A COMPARISON OF IPSATIVE AND NORMATIVE APPROACHES FOR ABILITY TO CONTROL FAKING IN PERSONALITY QUESTIONNAIRES (2002)Multiple Group Confirmatory Factor Analysis of the Young Schema-Questionnaire in a Dutch Clinical versus Non-clinical Population (2006)Response distortion in personality measurement: born to deceive, yet capable of providing valid self-assessments? (2006)Impression Management Theory and Social Psychological Research (1981)Understanding the assessment center process: Where are we now? (2001)Rating Tasks Versus Dimensions in Assessment Centers: A Psychometric Comparison (2005)Transparency of Assessment Centers: Lower Criterion‐related Validity but Greater Opportunity to Perform? (2015)Impact of valid selection procedures on work-force productivity. (1979)How to measure employee reliability. (1989)Handbook of industrial and organizational psychology (1993)NEW DEVELOPMENTS IN THE USE OF MEASURES OF HONESTY INTEGRITY, CONSCIENTIOUSNESS, DEPENDABILITY TRUSTWORTHINESS, AND RELIABILITY FOR PERSONNEL SELECTION (1996)Assessing 21st Century Skills: Summary of a Workshop (2011)Psychological testing and psychological assessment: A review of evidence and issues. (2001)Information sharing and team performance: A meta-analysis. (2009)Bad apples, bad cases, and bad barrels: Meta-analytic evidence about sources of unethical decisions at work. (2010)Do Psychosocial and Study Skill Factors Predict College Outcomes? A Meta-Analysis. 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this work references cited by second hop

References

  • 1991THE BIG FIVE PERSONALITY DIMENSIONS AND JOB PERFORMANCE: A META‐ANALYSIS8,686 cited
  • 1998The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings.4,159 cited
  • 1993Comprehensive meta-analysis of integrity test validities: Findings and implications for personnel selection and theories of job performance.1,081 cited
  • 1989Validity of personnel decisions: A conceptual analysis of the inferential and evidential bases.345 cited
  • 1989INTEGRITY TESTING FOR PERSONNEL SELECTION: AN UPDATE323 cited
  • 2003An Assessment of the Prevalence, Severity, and Verifiability of Entry-Level Applicant Faking Using the Randomized Response Technique194 cited
  • 2002Measuring Counterproductivity: Development and Initial Validation of a German Self‐Report Questionnaire123 cited
  • 2000A Meta-Analytic Investigation of the Susceptibility of Integrity Tests to Faking and Coaching117 cited
  • 1993Are rating dimensions in assessment centers transparent for participants? Consequences for criterion and construct validity.71 cited
  • 2002Item Placement on a Personality Measure: Effects on Faking Behavior and Test Measurement Properties71 cited
  • 2005Zusammenhänge zwischen rezeptiver Selbstdarstellungskompetenz und Leistung im Assessment Center17 cited

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