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Analysis of a brief biodata scale as a predictor of job performance and its incremental validity over the Big Five and Dark Tetrad personality traits
16 references·0 citing·50 second hop
Analysis of a brief biodata scale as a predictor of job performance and its incremental validity over the Big Five and Dark Tetrad personality traits (2022)Analysis of a brief biodata scale as a pr…Revisiting meta-analytic estimates of validity in personnel selection: Addressing systematic overcorrection for restriction of range. (2021)Revisiting meta-analytic esti…Personnel selection in the digital age: a review of validity and applicant reactions, and future research challenges (2019)Personnel selection in the di…Assessing Job Performance Using Brief Self-report Scales: The Case of the Individual Work Performance Questionnaire (2019)Assessing Job Performance Usi…The Modeling and Assessment of Work Performance (2015)The Modeling and Assessment o…Toward a Taxonomy of Dark Personalities (2014)Toward a Taxonomy of Dark Per…Measuring individual work performance: Identifying and selecting indicators (2014)Measuring individual work per…The Relative Importance of Employee Engagement, Other Job Attitudes, and Trait Affect as Predictors of Job Performance (2012)The Relative Importance of Em…Conceptual Frameworks of Individual Work Performance (2011)Conceptual Frameworks of Indi…A meta-analysis of the Dark Triad and work behavior: A social exchange perspective. (2011)A meta-analysis of the Dark T…Reasons for Being Selective When Choosing Personnel Selection Procedures (2010)Reasons for Being Selective W…The relative importance of task, citizenship, and counterproductive performance to global ratings of job performance: A policy-capturing approach. (2002)The relative importance of ta…INCREMENTAL VALIDITY OF EMPIRICALLY KEYED BIODATA SCALES OVER GMA AND THE FIVE FACTOR PERSONALITY CONSTRUCTS (2000)INCREMENTAL VALIDITY OF EMPIR…A power primer. (1992)A power primer.A CONCEPTUAL RATIONALE FOR THE DOMAIN AND ATTRIBUTES OF BIODATA ITEMS (1991)A CONCEPTUAL RATIONALE FOR TH…Biographical data in employment selection: Can validities be made generalizable? (1990)Biographical data in employme…Signs, samples, and criteria. (1968)Signs, samples, and criteria.Handbook of Industrial and Organizational Psychology. (1977)Review of Psychometric theory (2nd ed.). (1979)The Social Psychology of Organizations. (1979)A New Model of Work Role Performance: Positive Behavior in Uncertain and Interdependent Contexts (2007)Trust, trustworthiness, and trust propensity: A meta-analytic test of their unique relationships with risk taking and job performance. (2007)Construct Measurement and Validation Procedures in MIS and Behavioral Research: Integrating New and Existing Techniques1 (2011)Practical Meta-Analysis (2000)Measuring inconsistency in meta-analyses (2003)Narcissism and Leadership: A Meta‐Analytic Review of Linear and Nonlinear Relationships (2013)The dark side of personality at work (2013)Introduction to Meta‐Analysis (2021)Essentials of Psychological Testing (1960)Employee theft as a reaction to underpayment inequity: The hidden cost of pay cuts. (1990)Adaptability in the workplace: Development of a taxonomy of adaptive performance. (2000)A personality trait-based interactionist model of job performance. (2003)A constant error in psychological ratings. (1920)The Dark Triad of personality: Narcissism, Machiavellianism, and psychopathy (2002)Introducing the Short Dark Triad (SD3) (2013)The dark core of personality. (2018)The Light vs. Dark Triad of Personality: Contrasting Two Very Different Profiles of Human Nature (2019)Screening for Dark Personalities (2020)Understanding Information Technology Usage: A Test of Competing Models (1995)On Persistence in Mutual Fund Performance (1997)Organizational Citizenship Behaviors: A Critical Review of the Theoretical and Empirical Literature and Suggestions for Future Research (2000)An approach to employees’ job performance through work environmental variables and leadership behaviours (2021)Employee Green Behavior as the Core of Environmentally Sustainable Organizations (2022)Leadership Styles: A Comprehensive Assessment and Way Forward (2022)Organizational Citizenship Behavior: The Good Soldier Syndrome. (1988)Expanding the Criterion Domain to Include Elements of Contextual Performance (1993)The job satisfaction-job performance relationship: A qualitative and quantitative review. (2001)Development of an individual work performance questionnaire (2012)When CSR Is a Social Norm (2014)Knowledge management, decision-making style and organizational performance (2017)The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings. (1998)The Psychological Meaning of Words: LIWC and Computerized Text Analysis Methods (2009)Personality, Gender, and Age in the Language of Social Media: The Open-Vocabulary Approach (2013)Preferring the devil you know: Potential applicant reactions to artificial intelligence evaluation of interviews (2021)Ethics of AI-Enabled Recruiting and Selection: A Review and Research Agenda (2022)How does artificial intelligence impact human resources performance. evidence from a healthcare institution in the United Arab Emirates (2023)Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives (1999)Confirmatory factor analysis for applied research (2007)COVID-19: How the stress generated by the pandemic may affect work performance through the moderating role of emotional intelligence (2021)Emotional exhaustion, emotional intelligence and task performance of employees in educational institutions during COVID 19 global pandemic: a moderated-mediation model (2022)Fairness and Bias in Algorithmic Hiring: A Multidisciplinary Survey (2024)Efficacy of the Theory of Planned Behaviour: A meta‐analytic review (2001)A model of (often mixed) stereotype content: Competence and warmth respectively follow from perceived status and competition. (2002)ESG and financial performance: aggregated evidence from more than 2000 empirical studies (2015)No Thanks, Dear AI! Understanding the Effects of Disclosure and Deployment of Artificial Intelligence in Public Sector Recruitment (2023)Personnel selection: A review of ways to maximize validity, diversity, and the applicant experience (2023)Despite the haters: The immense promise and progress of diversity, equity, and inclusion initiatives (2024)
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References

  • 1992A power primer.42,571 cited
  • 2002The relative importance of task, citizenship, and counterproductive performance to global ratings of job performance: A policy-capturing approach.1,571 cited
  • 2011A meta-analysis of the Dark Triad and work behavior: A social exchange perspective.1,328 cited
  • 2014Toward a Taxonomy of Dark Personalities711 cited
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  • 2015The Modeling and Assessment of Work Performance615 cited
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  • 2021Revisiting meta-analytic estimates of validity in personnel selection: Addressing systematic overcorrection for restriction of range.342 cited
  • 2019Assessing Job Performance Using Brief Self-report Scales: The Case of the Individual Work Performance Questionnaire261 cited
  • 2019Personnel selection in the digital age: a review of validity and applicant reactions, and future research challenges218 cited
  • 2014Measuring individual work performance: Identifying and selecting indicators196 cited
  • 2012The Relative Importance of Employee Engagement, Other Job Attitudes, and Trait Affect as Predictors of Job Performance187 cited
  • 1991A CONCEPTUAL RATIONALE FOR THE DOMAIN AND ATTRIBUTES OF BIODATA ITEMS171 cited
  • 2000INCREMENTAL VALIDITY OF EMPIRICALLY KEYED BIODATA SCALES OVER GMA AND THE FIVE FACTOR PERSONALITY CONSTRUCTS

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161 cited
  • 2010Reasons for Being Selective When Choosing Personnel Selection Procedures138 cited
  • 1990Biographical data in employment selection: Can validities be made generalizable?136 cited
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