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The Use of Objective Measures as Criteria in I/O Psychology
16 references·0 citing·48 second hop
The Use of Objective Measures as Criteria in I/O Psychology (2012)The Use of Objective Measures as Criteria…Exploring the Limits in Personnel Selection and Classification (2013)Exploring the Limits in Perso…The impact of job performance on employee turnover intentions and the voluntary turnover process (2009)The impact of job performance…Hiring for retention and performance (2009)Hiring for retention and perf…The Impact of Simulation Training on Call Center Agent Performance: A Field-Based Investigation (2008)The Impact of Simulation Trai…Staffing Organizations (2005)Staffing OrganizationsReducing voluntary, avoidable turnover through selection. (2005)Reducing voluntary, avoidable…A META‐ANALYSIS OF WORK SAMPLE TEST VALIDITY: UPDATING AND INTEGRATING SOME CLASSIC LITERATURE (2005)A META‐ANALYSIS OF WORK SAMPL…Work Sample Testing (2000)Work Sample TestingVoluntary turnover and job performance: Curvilinearity and the moderating influences of salary growth and promotions. 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(1971)Managerial Behavior, Performa…Belief, Attitude, Intention and Behavior: An Introduction to Theory and Research (1975)Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives (1999)Common method biases in behavioral research: A critical review of the literature and recommended remedies. (2003)Does Enhancing Work-Time Control and Flexibility Reduce Turnover? A Naturally Occurring Experiment (2011)Separating method factors and higher order traits of the Big Five: A meta-analytic multitrait–multimethod approach. (2011)HR practices and HRM outcomes: the role of basic need satisfaction (2012)Development and validation of brief measures of positive and negative affect: The PANAS scales. (1988)Development and validation of brief measures of positive and negative affect: The PANAS scales. 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(2009)Beyond the Big Five: New Directions for Personality Research and Practice in Organizations (2015)Conceptualizing and Measuring Organizational and Psychological Climate: Pitfalls in Multilevel Research (1985)TRANSFER OF TRAINING: A REVIEW AND DIRECTIONS FOR FUTURE RESEARCH (1988)AN EMPIRICAL INVESTIGATION OF THE PREDICTORS OF EXECUTIVE CAREER SUCCESS (1995)
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References

  • 1971Managerial Behavior, Performance, and Effectiveness.1,507 cited
  • 1982Some Unanswered Questions in Turnover and Withdrawal Research411 cited
  • 1997Voluntary turnover and job performance: Curvilinearity and the moderating influences of salary growth and promotions.410 cited
  • 2005Staffing Organizations381 cited
  • 2009The impact of job performance on employee turnover intentions and the voluntary turnover process239 cited
  • 2005Reducing voluntary, avoidable turnover through selection.177 cited
  • 2005A META‐ANALYSIS OF WORK SAMPLE TEST VALIDITY: UPDATING AND INTEGRATING SOME CLASSIC LITERATURE170 cited
  • 2013Exploring the Limits in Personnel Selection and Classification147 cited
  • 2009Hiring for retention and performance122 cited
  • 2000Work Sample Testing86 cited
  • 1977The role of job satisfaction in absence behavior86 cited
  • 1989Attendance makes the heart grow fonder: A hazard rate approach to modeling attendance.68 cited
  • 1986Impact of situational constraints on subjective and objective criteria of managerial job performance67 cited
  • 2008The Impact of Simulation Training on Call Center Agent Performance: A Field-Based Investigation52 cited
  • 1973An approach for determining criteria of sales performance.

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52 cited
  • 1978Output rates among industrial employees.44 cited
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