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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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How Emotional Intelligence Might Get You the Job: The Relationship Between Trait Emotional Intelligence and Faking on Personality Tests

Human performance, 2018-01, Vol.31 (1), p.33-54

2018

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Readability of Informed Consent Documents at University Counseling Centers

Journal of college student psychotherapy, 2017-10, Vol.31 (4), p.281-296

2017

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Turning up by Turning Over: The Change of Scenery Effect in Major League Baseball

Journal of business and psychology, 2017-10, Vol.32 (5), p.547-560

2017

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Our team is growing

German Journal of Human Resource Management / Zeitschrift für Personalforschung, 2017-08, Vol.31 (3), p.215-218

2017

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Applicant Perspectives During Selection: A Review Addressing “So What?,” “What’s New?,” and “Where to Next?”

Journal of management, 2017-07, Vol.43 (6), p.1693-1725

2017

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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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A Review of the Content, Criterion-Related, and Construct-Related Validity of Assessment Center Exercises

Journal of applied psychology, 2015-07, Vol.100 (4), p.1143-1168

2015

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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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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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Guidelines and Ethical Considerations for Assessment Center Operations

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

2015

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Faking Good and Faking Bad Among Military Conscripts

Human performance, 2015-01, Vol.28 (1), p.26-39

2015

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Services Management Research: Review, Integration, and Future Directions

Journal of management, 2015-01, Vol.41 (1), p.349-373

2015

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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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Temporal perspectives on job stress

Time and Work, 2014, p.111-140

1, 2014

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Are Improvements in Assessment Center Construct-Related Validity Paralleled by Improvements in Criterion-Related Validity?: The Effects of Exercise Similarity on Assessment Center Validity

Journal of personnel psychology, 2014, Vol.13 (4), p.184-193

2014

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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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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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Personnel Selection as a Signaling Game

Journal of applied psychology, 2012-07, Vol.97 (4), p.719-738

2012

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Job Analysis by Incumbents and Laypersons: Does Item Decomposition and the Use of Less Complex Items Make the Ratings of Both Groups More Accurate?

Journal of personnel psychology, 2012, Vol.11 (2), p.69-76

2012

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Applicants' Self-Presentational Behavior: What Do Recruiters Expect and What Do They Get?

Journal of personnel psychology, 2012, Vol.11 (2), p.77-85

2012

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Guidelines for Cross-Cultural Assessor Training in Multicultural Assessment Centers

The psychologist manager journal, 2011-10, Vol.14 (4), p.221-246

2011

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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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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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Incivility in Meetings: Predictors and Outcomes

How Emotional Intelligence Might Get You the Job: The Relationship Between Trait Emotional Intelligence and Faking on Personality Tests

Readability of Informed Consent Documents at University Counseling Centers

Turning up by Turning Over: The Change of Scenery Effect in Major League Baseball

Our team is growing

Applicant Perspectives During Selection: A Review Addressing “So What?,” “What’s New?,” and “Where to Next?”

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

A Review of the Content, Criterion-Related, and Construct-Related Validity of Assessment Center Exercises

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

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

Guidelines and Ethical Considerations for Assessment Center Operations

Faking Good and Faking Bad Among Military Conscripts

Services Management Research: Review, Integration, and Future Directions

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

Temporal perspectives on job stress

Are Improvements in Assessment Center Construct-Related Validity Paralleled by Improvements in Criterion-Related Validity?: The Effects of Exercise Similarity on Assessment Center Validity

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

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

Personnel Selection as a Signaling Game

Job Analysis by Incumbents and Laypersons: Does Item Decomposition and the Use of Less Complex Items Make the Ratings of Both Groups More Accurate?

Applicants' Self-Presentational Behavior: What Do Recruiters Expect and What Do They Get?

Guidelines for Cross-Cultural Assessor Training in Multicultural Assessment Centers

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

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

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