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Tell us about your leadership style: A structured interview approach for assessing leadership behavior constructs

The Leadership quarterly, 2020-08, Vol.31 (4), p.101364, Article 101364

2020

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The Power of Doing: How Job Crafting Transmits the Beneficial Impact of Autonomy Among Overqualified Employees

Journal of business and psychology, 2020-06, Vol.35 (3), p.317-331

2020

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Paving the way for research in recruitment and selection: recent developments, challenges and future opportunities

European journal of work and organizational psychology, 2021-03, Vol.30 (2), p.159-174

2021

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What Do Consistency and Personableness in the Interview Signal to Applicants? Investigating Indirect Effects on Organizational Attractiveness Through Symbolic Organizational Attributes

Journal of business and psychology, 2019-10, Vol.34 (5), p.671-684

2019

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Selling Oneself: Construct and Criterion-Related Validity of Impression Management in Structured Interviews

Human performance, 2011-01, Vol.24 (1), p.29-46

2011

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Reacting to Perceived Overqualification: Uniting Strain-Based and Self-Regulatory Adjustment Reactions and the Moderating Role of Formal Work Arrangements

Journal of business and psychology, 2023-04, Vol.38 (2), p.411-435

2023

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Do Individual Differences in Perceiving Situational Demands Moderate the Relationship Between Personality and Assessment Center Dimension Ratings?

Human performance, 2011-07, Vol.24 (3), p.231-250

2011

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Who will go the extra mile? Selecting organizational citizens with a personality-based structured job interview

Journal of business and psychology, 2021-12, Vol.36 (6), p.985-1007

2021

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Guidelines and Ethical Considerations for Assessment Center Operations

Journal of management, 2015-05, Vol.41 (4), p.1244-1273

2015

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Response Behavior in Work Stress Surveys: A Qualitative Study on Motivational and Cognitive Processes in Self- and Other-Reports

European journal of work and organizational psychology, 2021-01, Vol.30 (1), p.40-57

2021

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Do overall dimension ratings from assessment centres show external construct-related validity?

European journal of work and organizational psychology, 2020-05, Vol.29 (3), p.405-420

2020

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Incivility in Meetings: Predictors and Outcomes

Journal of business and psychology, 2018-04, Vol.33 (2), p.263-282

2018

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Shall we continue or stop disapproving of self-presentation? Evidence on impression management and faking in a selection context and their relation to job performance

European journal of work and organizational psychology, 2015-05, Vol.24 (3), p.420-432

2015

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Impression Management Behavior in Assessment Centers: Artificial Behavior or Much Ado About Nothing?

Human performance, 2014-01, Vol.27 (1), p.1-24

2014

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A test of the generalizability of a recently suggested conceptual model for assessment center ratings

Human performance, 2016-05, Vol.29 (3), p.226-250

2016

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Examining the effects of negative affectivity on self- and supervisor ratings of job stressors: the role of stressor observability

Work and stress, 2015-10, Vol.29 (4), p.341-361

2015

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Insecure about how to Rate your Job Insecurity? A Two-Study Investigation into Time Frames Applied to Job Insecurity Measures

Occupational health science, 2019-12, Vol.3 (4), p.421-435

2019

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Responding to Personality Tests in a Selection Context: The Role of the Ability to Identify Criteria and the Ideal-Employee Factor

Human performance, 2012-09, Vol.25 (4), p.273-302

2012

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Why do Situational Interviews Predict Job Performance? The Role of Interviewees' Ability to Identify Criteria

Journal of business and psychology, 2015-06, Vol.30 (2), p.387-398

2015

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A different look at why selection procedures work: The role of candidates’ ability to identify criteria

Organizational Psychology Review, 2011-05, Vol.1 (2), p.128-146

2011

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"I Know What You Want to Know": The Impact of Interviewees' Ability to Identify Criteria on Interview Performance and Construct-Related Validity

Human performance, 2009-09, Vol.22 (4), p.355-374

2009

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Establishing the Cross-Situational Convergence of the Ability to Identify Criteria: Consistency and Prediction Across Similar and Dissimilar Assessment Center Exercises

Human performance, 2014-01, Vol.27 (1), p.44-60

2014

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Transparency in Structured Interviews: Consequences for Construct and Criterion-Related Validity

Human performance, 2008-04, Vol.21 (2), p.107-137

2008

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The Effects of Empirical Keying of Personality Measures on Faking and Criterion-Related Validity

Journal of business and psychology, 2019-06, Vol.34 (3), p.337-356

2019

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Tell Me Sweet Little Lies: How Does Faking in Interviews Affect Interview Scores and Interview Validity?

Journal of business and psychology, 2019-02, Vol.34 (1), p.107-124

2019

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Tell us about your leadership style: A structured interview approach for assessing leadership behavior constructs

The Power of Doing: How Job Crafting Transmits the Beneficial Impact of Autonomy Among Overqualified Employees

Paving the way for research in recruitment and selection: recent developments, challenges and future opportunities

What Do Consistency and Personableness in the Interview Signal to Applicants? Investigating Indirect Effects on Organizational Attractiveness Through Symbolic Organizational Attributes

Selling Oneself: Construct and Criterion-Related Validity of Impression Management in Structured Interviews

Reacting to Perceived Overqualification: Uniting Strain-Based and Self-Regulatory Adjustment Reactions and the Moderating Role of Formal Work Arrangements

Do Individual Differences in Perceiving Situational Demands Moderate the Relationship Between Personality and Assessment Center Dimension Ratings?

Who will go the extra mile? Selecting organizational citizens with a personality-based structured job interview

Guidelines and Ethical Considerations for Assessment Center Operations

Response Behavior in Work Stress Surveys: A Qualitative Study on Motivational and Cognitive Processes in Self- and Other-Reports

Do overall dimension ratings from assessment centres show external construct-related validity?

Incivility in Meetings: Predictors and Outcomes

Shall we continue or stop disapproving of self-presentation? Evidence on impression management and faking in a selection context and their relation to job performance

Impression Management Behavior in Assessment Centers: Artificial Behavior or Much Ado About Nothing?

A test of the generalizability of a recently suggested conceptual model for assessment center ratings

Examining the effects of negative affectivity on self- and supervisor ratings of job stressors: the role of stressor observability

Insecure about how to Rate your Job Insecurity? A Two-Study Investigation into Time Frames Applied to Job Insecurity Measures

Responding to Personality Tests in a Selection Context: The Role of the Ability to Identify Criteria and the Ideal-Employee Factor

Why do Situational Interviews Predict Job Performance? The Role of Interviewees' Ability to Identify Criteria

A different look at why selection procedures work: The role of candidates’ ability to identify criteria

"I Know What You Want to Know": The Impact of Interviewees' Ability to Identify Criteria on Interview Performance and Construct-Related Validity

Establishing the Cross-Situational Convergence of the Ability to Identify Criteria: Consistency and Prediction Across Similar and Dissimilar Assessment Center Exercises

Transparency in Structured Interviews: Consequences for Construct and Criterion-Related Validity

The Effects of Empirical Keying of Personality Measures on Faking and Criterion-Related Validity

Tell Me Sweet Little Lies: How Does Faking in Interviews Affect Interview Scores and Interview Validity?

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