Citation map · Study

SZodixStudyAcademic Library

Shelves Open access

Study · an open academic library·Metadata from OpenAlex (CC0)·Shelves·OpenAlex metadata, de-duplicated

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

11 references·16 citing·34 second hop

FromToDepth

this work references cited by second hop

References

1960A new scale of social desirability independent of psychopathology.8,683 cited
1991Measurement and Control of Response Bias3,704 cited
1991Measures of Personality and Social Psychological Attitudes3,217 cited
1984Two-component models of socially desirable responding.3,011 cited
2002The Organization Man1,737 cited
1959The Social Desirability Variable in Personality Assessment and Research.1,491 cited
1993Comprehensive meta-analysis of integrity test validities: Findings and implications for personnel selection and theories of job performance.1,081 cited
1986Response bias, social desirability and dissimulation1,033 cited
19779: Integrating Findings: The Meta-Analysis of Research840 cited
1972An MMPI handbook605 cited
1996Personality measurement and employment decisions: Questions and answers.572 cited

Cited by

2001Personality and Performance at the Beginning of the New Millennium: What Do We Know and Where Do We Go Next?2,355 cited
2000Personality and job performance: The Big Five revisited.1,745 cited
2003The big five personality dimensions and job performance717 cited
2007RECONSIDERING THE USE OF PERSONALITY TESTS IN PERSONNEL SELECTION CONTEXTS

Only edges whose both ends are imported exist here. Widen the year window, or show the whole map. Back to the work

638 cited

2004Two Replicable Suppressor Situations in Personality Research630 cited

2002Predictive validity of an implicit association test for assessing anxiety.629 cited

2007IN SUPPORT OF PERSONALITY ASSESSMENT IN ORGANIZATIONAL SETTINGS563 cited

2005SELECTING INDIVIDUALS IN TEAM SETTINGS: THE IMPORTANCE OF SOCIAL SKILLS, PERSONALITY CHARACTERISTICS, AND TEAMWORK KNOWLEDGE539 cited

2001When a "happy" worker is really a "productive" worker: A review and further refinement of the happy-productive worker thesis.526 cited

2000Variance in faking across noncognitive measures.409 cited

2006A Meta‐Analytic Investigation of Job Applicant Faking on Personality Measures402 cited

2004Is the Implicit Association Test Immune to Faking?380 cited

2010Rethinking Social Desirability Scales348 cited

2006The use of personality measures in personnel selection: What does current research support?321 cited

2000Personnel Selection: Looking Toward the Future--Remembering the Past303 cited

2007Personality measurement, faking, and employment selection.302 cited