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The Selection of Quality Operative Staff in the Hotel Sector
16 references·0 citing·44 second hop
The Selection of Quality Operative Staff in the Hotel Sector (1993)The Selection of Quality Operative Staff …Personnel selection and productivity (1994)Personnel selection and produ…The Use of Biodata for Hotel Employee Selection (1992)The Use of Biodata for Hotel …Personnel Selection (1990)Personnel SelectionBiographical data in employment selection: Can validities be made generalizable? (1990)Biographical data in employme…Biographical data, training success and turnover (1988)Biographical data, training s…Successfully predicting career success: An application of the biographical inventory. (1986)Successfully predicting caree…Recruitment and Selection: A Review of Developments in the 1980s (1986)Recruitment and Selection: A …ADDITIONAL EVIDENCE FOR THE ACCURACY OF BIOGRAPHICAL DATA: LONG‐TERM RETEST AND OBSERVER RATINGS (1986)ADDITIONAL EVIDENCE FOR THE A…Validity and utility of alternative predictors of job performance. (1984)Validity and utility of alter…PREDICTING TEST PERFORMANCE: A CONTENT VALID APPROACH TO SCREENING APPLICANTS (1984)PREDICTING TEST PERFORMANCE: …VALIDITY AND FAIRNESS OF SOME ALTERNATIVE EMPLOYEE SELECTION PROCEDURES1 (1982)VALIDITY AND FAIRNESS OF SOME…Is it rational to be empirical? A test of methods for scoring biographical data. (1982)Is it rational to be empirica…IMPLEMENTATION AND EVALUATION OF AN ASSESSMENT CLASSIFICATION MODEL FOR MANPOWER UTILIZATION1 (1979)IMPLEMENTATION AND EVALUATION…BIODATA FAKING: EFFECTS OF INDUCED SUBTLETY AND POSITION SPECIFICITY (1977)BIODATA FAKING: EFFECTS OF IN…Studies in personnel and industrial psychology (1974)Studies in personnel and indu…THE BIOGRAPHICAL ITEM: CAN IT BE IMPROVED?1,2 (1972)THE BIOGRAPHICAL ITEM: CAN IT…Coefficient Alpha and the Internal Structure of Tests (1951)Time-Limit Tests: Estimating their Reliability and Degree of Speeding (1951)Handbook of Industrial and Organizational Psychology. (1977)A Silk Purse From the Sow's Ear: Retrieving Normative Information From Multidimensional Forced-Choice Items (2005)Faking emotional intelligence (EI): comparing response distortion on ability and trait‐based EI measures (2007)Toward a New Method of Detecting Deliberately Faked Personality Tests: The use of idiosyncratic item responses (2007)Occupational Prestige in Comparative Perspective. (1980)METAANALYSES OF VALIDITY STUDIES PUBLISHED BETWEEN 1964 AND 1982 AND THE INVESTIGATION OF STUDY CHARACTERISTICS (1984)POTENTIAL VERSUS ACTUAL FAKING OF A BIODATA FORM: AN ANALYSIS ALONG SEVERAL DIMENSIONS OF ITEM TYPE (1992)Comparing Two Measures of Burnout Among Dentists in Australia. (2004)Ability and Personality Predictors of Salary, Perceived Job Success, and Perceived Career Success in the Initial Career Stage (2008)Managerial Behavior, Performance, and Effectiveness. (1971)Is cross-cultural training of expatriate managers effective: A meta analysis (1992)Affect and achievement goals in physical activity: a meta‐analysis (1999)INCREMENTAL VALIDITY OF EMPIRICALLY KEYED BIODATA SCALES OVER GMA AND THE FIVE FACTOR PERSONALITY CONSTRUCTS (2000)Psychological Tests and Personnel Decisions. (1968)Applied factor analysis (1970)Personality and Prediction: Principles of Personality Assessment (1973)The Validity and Fairness of Alternatives to Cognitive Tests (1994)Using Biodata to Predict Turnover, Organizational Commitment, and Job Performance in Healthcare (2009)UNLOCKING THE KEY TO BIODATA SCORING: A COMPARISON OF EMPIRICAL, RATIONAL, AND HYBRID APPROACHES AT DIFFERENT SAMPLE SIZES (2012)Development of a general solution to the problem of validity generalization. (1977)Why is there no study of cultural equivalence in standardized cognitive ability testing? (1992)Video-based versus paper-and-pencil method of assessment in situational judgment tests: Subgroup differences in test performance and face validity perceptions. (1997)Staffing Work Teams: Development and Validation of a Selection Test for Teamwork Settings (1999)Essentials of Psychological Testing (2005)A STUDY OF FAKING BEHAVIOR ON A FORCED‐CHOICE SELF‐DESCRIPTION CHECKLIST (1962)Effects of Intentional Distortion in Personality Measurement and evaluation of Suggested Palliatives (1998)Towards a Theory of Applicant Faking: Integrating Studies of Deception (1999)Do Warnings Not to Fake Reduce Faking? (2003)The nature and nurture of creative talent. (1962)The Validity of Occupational Aptitude Tests. (1967)Organization Context and Human Resource Management in the Small Firm (2001)Using extracurricular activity as an indicator of interpersonal skill: Prudent evaluation or recruiting malpractice? (2002)A Model of Faking Likelihood in the Employment Interview (2006)Personality and work performance: Myers-Briggs type indicator correlates of managerial performance in two cultures (1993)In search of good fit: policy and practice in recruitment and selection in Ireland (1998)What IQ Tests Test (2002)Individuation and Socialization (1964)Leadership behaviours as predictors of cost and change effectiveness (2002)Note-taking in the employment interview: Effects on recall and judgments. (2002)The role of deliberate practice in the acquisition of expert performance. (1993)The processing-speed theory of adult age differences in cognition. (1996)Individual differences in reasoning: Implications for the rationality debate? (2000)
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References

  • 1984Validity and utility of alternative predictors of job performance.2,101 cited
  • 1982VALIDITY AND FAIRNESS OF SOME ALTERNATIVE EMPLOYEE SELECTION PROCEDURES1392 cited
  • 1990Biographical data in employment selection: Can validities be made generalizable?136 cited
  • 1972THE BIOGRAPHICAL ITEM: CAN IT BE IMPROVED?1,286 cited
  • 1984PREDICTING TEST PERFORMANCE: A CONTENT VALID APPROACH TO SCREENING APPLICANTS64 cited
  • 1986Successfully predicting career success: An application of the biographical inventory.59 cited
  • 1994Personnel selection and productivity59 cited
  • 1982Is it rational to be empirical? A test of methods for scoring biographical data.59 cited
  • 1977BIODATA FAKING: EFFECTS OF INDUCED SUBTLETY AND POSITION SPECIFICITY57 cited
  • 1974Studies in personnel and industrial psychology56 cited
  • 1986ADDITIONAL EVIDENCE FOR THE ACCURACY OF BIOGRAPHICAL DATA: LONG‐TERM RETEST AND OBSERVER RATINGS51 cited
  • 1979IMPLEMENTATION AND EVALUATION OF AN ASSESSMENT CLASSIFICATION MODEL FOR MANPOWER UTILIZATION125 cited
  • 1986Recruitment and Selection: A Review of Developments in the 1980s25 cited
  • 1988Biographical data, training success and turnover24 cited
  • 1990Personnel Selection

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  • 1992The Use of Biodata for Hotel Employee Selection18 cited
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