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Impact of a mid-test warning on the personality-cognitive ability relationship in a field setting
16 references·0 citing·53 second hopsampled
Impact of a mid-test warning on the personality-cognitive ability relationship in a field setting (2020)Impact of a mid-test warning on the perso…Communication and Persuasion: Central and Peripheral Routes to Attitude Change (2015)Communication and Persuasion:…A dynamic model of applicant faking (2015)A dynamic model of applicant …The Impact of Applicant Faking on Selection Measures, Hiring Decisions, and Employee Performance (2013)The Impact of Applicant Fakin…Rethinking Trait Conceptions of Social Desirability Scales (2013)Rethinking Trait Conceptions …Hierarchical representations of the five-factor model of personality in predicting job performance: Integrating three organizing frameworks with two theoretical perspectives. (2013)Hierarchical representations …Intentional response distortion on personality tests: Using eye-tracking to understand response processes when faking. (2011)Intentional response distorti…Recruitment efforts to reduce adverse impact: Targeted recruiting for personality, cognitive ability, and diversity. (2009)Recruitment efforts to reduce…An effect size primer: A guide for clinicians and researchers. (2009)An effect size primer: A guid…The Failure of Social Desirability Measures to Capture Applicant Faking Behavior (2008)The Failure of Social Desirab…A Closer Examination of Applicant Faking Behavior (2007)A Closer Examination of Appli…Personality and school performance: Incremental validity of self- and peer-ratings over intelligence (2006)Personality and school perfor…A Meta‐Analytic Investigation of Job Applicant Faking on Personality Measures (2006)A Meta‐Analytic Investigation…Faking and selection: Considering the use of personality from select-in and select-out perspectives. (2003)Faking and selection: Conside…Do Warnings Not to Fake Reduce Faking? (2003)Do Warnings Not to Fake Reduc…THE BIG FIVE PERSONALITY DIMENSIONS AND JOB PERFORMANCE: A META‐ANALYSIS (1991)THE BIG FIVE PERSONALITY DIME…Culture and the Self: Implications for Cognition, Emotion, and Motivation (1991)Culture and the Self: Implica…Intraclass correlations: Uses in assessing rater reliability. (1979)Statistical Methods for Meta-Analysis (1988)Practical Meta-Analysis (2000)ARE WE GETTING FOOLED AGAIN? COMING TO TERMS WITH LIMITATIONS IN THE USE OF PERSONALITY TESTS FOR PERSONNEL SELECTION (2007)Evidence for response bias as a source of error variance in applied assessment. (2010)Big Five personality traits and academic performance: A meta‐analysis (2021)Measurement and Control of Response Bias (1991)Personnel Selection in Organizations (1993)The use of personality measures in personnel selection: What does current research support? (2006)Personality measurement, faking, and employment selection. 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(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)The development of markers for the Big-Five factor structure. (1992)The Contributions of Personality to Organizational Behavior and Psychology: Findings, Criticisms, and Future Research Directions (2008)Faking and personality assessment in personnel selection: Advancing models of faking. (2009)A circumplex model of affect. (1980)Culture's Consequences: International Differences in Work-Related Values. (1983)Motivation and Personality (1997)The Emerging Field of Emotion Regulation: An Integrative Review (1998)Subjective well-being: Three decades of progress. (1999)The weirdest people in the world? (2010)Accountability and complexity of thought. (1983)Role of social desirability in personality testing for personnel selection: The red herring. (1996)The Psychology of Survey Response (2000)PERSONALITY TESTS AT THE CROSSROADS: A RESPONSE TO MORGESON, CAMPION, DIPBOYE, HOLLENBECK, MURPHY, AND SCHMITT (2007) (2007)Self‐presentation style in job interviews: the role of personality and culture (2013)Honest and Deceptive Impression Management in the Employment Interview: Can It Be Detected and How Does It Impact Evaluations? (2014)
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References

  • 1991Culture and the Self: Implications for Cognition, Emotion, and Motivation21,977 cited
  • 1991THE BIG FIVE PERSONALITY DIMENSIONS AND JOB PERFORMANCE: A META‐ANALYSIS8,686 cited
  • 2015Communication and Persuasion: Central and Peripheral Routes to Attitude Change4,993 cited
  • 2009An effect size primer: A guide for clinicians and researchers.3,464 cited
  • 2013Hierarchical representations of the five-factor model of personality in predicting job performance: Integrating three organizing frameworks with two theoretical perspectives.482 cited
  • 2006A Meta‐Analytic Investigation of Job Applicant Faking on Personality Measures402 cited
  • 2003Faking and selection: Considering the use of personality from select-in and select-out perspectives.236 cited
  • 2007A Closer Examination of Applicant Faking Behavior182 cited
  • 2003Do Warnings Not to Fake Reduce Faking?170 cited
  • 2009Recruitment efforts to reduce adverse impact: Targeted recruiting for personality, cognitive ability, and diversity.158 cited
  • 2006Personality and school performance: Incremental validity of self- and peer-ratings over intelligence149 cited
  • 2013Rethinking Trait Conceptions of Social Desirability Scales130 cited
  • 2013The Impact of Applicant Faking on Selection Measures, Hiring Decisions, and Employee Performance123 cited
  • 2015A dynamic model of applicant faking

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108 cited
  • 2011Intentional response distortion on personality tests: Using eye-tracking to understand response processes when faking.92 cited
  • 2008The Failure of Social Desirability Measures to Capture Applicant Faking Behavior87 cited
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