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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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Different Ways of Looking at a Person: Remembering Heinz Schuler on the First Anniversary of His Death

Journal of personnel psychology, 2022-08, Vol.21 (3), p.101-103

2022

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I Am Nice and Capable! How and When Newcomers' Self-Presentation to Their Supervisors Affects Socialization Outcomes

Journal of applied psychology, 2021-07, Vol.106 (7), p.1067-1079

2021

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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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IS MORE STRUCTURE REALLY BETTER? A COMPARISON OF FRAME-OF-REFERENCE TRAINING AND DESCRIPTIVELY ANCHORED RATING SCALES TO IMPROVE INTERVIEWERS' RATING QUALITY

Personnel psychology, 2011-03, Vol.64 (1), p.53-87

2011

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Too much self‐promotion! How self‐promotion climate relates to employees' supervisor‐focused self‐promotion effectiveness and their work group's performance

Journal of organizational behavior, 2021-10, Vol.42 (8), p.1042-1059

2021

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Why Situational Judgment Is a Missing Component in the Theory of SJTs

Industrial and organizational psychology, 2016-03, Vol.9 (1), p.29-34

2016

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How and Why Do Interviewers Try to Make Impressions on Applicants? A Qualitative Study

Journal of applied psychology, 2016-03, Vol.101 (3), p.313-332

2016

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Catch Me If I Fall! Enacted Uncertainty Avoidance and the Social Safety Net as Country-Level Moderators in the Job Insecurity-Job Attitudes Link

Journal of applied psychology, 2012-05, Vol.97 (3), p.690-698

2012

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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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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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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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Actions define a character: Assessment centers as behavior‐focused personality measures

Personnel psychology, 2022-09, Vol.75 (3), p.675-705

2022

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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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Being Tough Versus Tender: The Impact of Country‐Level and Individual Masculinity Orientations as Moderators of the Relationship Between Job Insecurity and Job Attitudes

Applied psychology, 2020-07, Vol.69 (3), p.616-652

2020

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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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The building blocks of job insecurity: The impact of environmental and person-related variables on job insecurity perceptions

Journal of occupational and organizational psychology, 2014-06, Vol.87 (2), p.329-351

2014

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Situation Assessment as an Ignored Factor in the Behavioral Consistency Paradigm Underlying the Validity of Personnel Selection Procedures

Journal of applied psychology, 2013-03, Vol.98 (2), p.326-341

2013

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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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Transparency of Assessment Centers: Lower Criterion-related Validity but Greater Opportunity to Perform?

Personnel psychology, 2016-07, Vol.69 (2), p.467-497

2016

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SINGLE-ATTRIBUTE UTILITY ANALYSIS MAY BE FUTILE, BUT THIS CAN'T BE THE END OF THE STORY: CAUSAL CHAIN ANALYSIS AS AN ALTERNATIVE

Personnel psychology, 2010-12, Vol.63 (4), p.1041-1065

2010

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Validity and Application of Computer-simulated Scenarios in Personnel Assessment

International journal of selection and assessment, 1998-04, Vol.6 (2), p.97-106

1998

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Are Rating Dimensions in Assessment Centers Transparent for Participants? Consequences for Criterion and Construct Validity

Journal of applied psychology, 1993-12, Vol.78 (6), p.988-993

1993

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

Different Ways of Looking at a Person: Remembering Heinz Schuler on the First Anniversary of His Death

I Am Nice and Capable! How and When Newcomers' Self-Presentation to Their Supervisors Affects Socialization Outcomes

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

IS MORE STRUCTURE REALLY BETTER? A COMPARISON OF FRAME-OF-REFERENCE TRAINING AND DESCRIPTIVELY ANCHORED RATING SCALES TO IMPROVE INTERVIEWERS' RATING QUALITY

Too much self‐promotion! How self‐promotion climate relates to employees' supervisor‐focused self‐promotion effectiveness and their work group's performance

Why Situational Judgment Is a Missing Component in the Theory of SJTs

How and Why Do Interviewers Try to Make Impressions on Applicants? A Qualitative Study

Catch Me If I Fall! Enacted Uncertainty Avoidance and the Social Safety Net as Country-Level Moderators in the Job Insecurity-Job Attitudes Link

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

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

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

Actions define a character: Assessment centers as behavior‐focused personality measures

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?

Being Tough Versus Tender: The Impact of Country‐Level and Individual Masculinity Orientations as Moderators of the Relationship Between Job Insecurity and Job Attitudes

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

The building blocks of job insecurity: The impact of environmental and person-related variables on job insecurity perceptions

Situation Assessment as an Ignored Factor in the Behavioral Consistency Paradigm Underlying the Validity of Personnel Selection Procedures

Guidelines and Ethical Considerations for Assessment Center Operations

Transparency of Assessment Centers: Lower Criterion-related Validity but Greater Opportunity to Perform?

SINGLE-ATTRIBUTE UTILITY ANALYSIS MAY BE FUTILE, BUT THIS CAN'T BE THE END OF THE STORY: CAUSAL CHAIN ANALYSIS AS AN ALTERNATIVE

Validity and Application of Computer-simulated Scenarios in Personnel Assessment

Are Rating Dimensions in Assessment Centers Transparent for Participants? Consequences for Criterion and Construct Validity

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

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