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

Personnel psychology, 2016-06, 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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Do Assessors Have Too Much on their Plates? The Effects of Simultaneously Rating Multiple Assessment Center Candidates on Rating Quality

International journal of selection and assessment, 2010-09, Vol.18 (3), p.329-341

2010

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New insights into an old debate: Investigating the temporal sequence of commitment and performance at the business unit level

Journal of occupational and organizational psychology, 2012-09, Vol.85 (3), p.503-522

2012

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Effects of Individual Differences on Applicant Perceptions of an Operational Assessment Center

International journal of selection and assessment, 2014-12, Vol.22 (4), p.355-370

2014

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Reasons for Being Selective When Choosing Personnel Selection Procedures

International journal of selection and assessment, 2010-03, Vol.18 (1), p.17-27

2010

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EXERCISES AND DIMENSIONS ARE THE CURRENCY OF ASSESSMENT CENTERS

Personnel psychology, 2011-06, Vol.64 (2), p.351-395

2011

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Are observer ratings of applicants’ personality also faked? Yes, but less than self‐reports

International journal of selection and assessment, 2017-06, Vol.25 (2), p.183-192

2017

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Assessment of Situational Demands in a Selection Interview: Reflective style or sensitivity?

International journal of selection and assessment, 2012-12, Vol.20 (4), p.475-485

2012

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Candidates' Ability to Identify Criteria in Nontransparent Selection Procedures: Evidence from an assessment center and a structured interview

International journal of selection and assessment, 2007-09, Vol.15 (3), p.283-292

2007

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Assessment Center for Pilot Selection: Construct and Criterion Validity and the Impact of Assessor Type

Applied psychology, 2003-04, Vol.52 (2), p.193-212

2003

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Transparency: A Necessary Requirement for the Construct Validity of Assessment Centres

Applied psychology, 1996-01, Vol.45 (1), p.67-84

1996

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The Influence of Candidate Social Effectiveness on Assessment Center Performance Ratings: A field study

International journal of selection and assessment, 2016-06, Vol.24 (2), p.150-160

2016

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Unintended Consequences of Transparency During Personnel Selection: Benefitting some candidates, but harming others?

International journal of selection and assessment, 2016-03, Vol.24 (1), p.4-13

2016

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Removing situation descriptions from situational judgment test items: Does the impact differ for video‐based versus text‐based formats?

Journal of occupational and organizational psychology, 2020-06, Vol.93 (2), p.472-494

2020

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The influence of situational strength on the relation of personality and situational judgment test performance

International journal of selection and assessment, 2024-03, Vol.32 (1), p.1-11

2024

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A closer look at response options: Is judgment in situational judgment tests a function of the desirability of response options?

International journal of selection and assessment, 2019-03, Vol.27 (1), p.72-82

2019

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The relationship between cognitive ability and personality scores in selection situations: A meta‐analysis

International journal of selection and assessment, 2021-03, Vol.29 (1), p.1-18

2021

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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

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

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

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

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

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

Do Assessors Have Too Much on their Plates? The Effects of Simultaneously Rating Multiple Assessment Center Candidates on Rating Quality

New insights into an old debate: Investigating the temporal sequence of commitment and performance at the business unit level

Effects of Individual Differences on Applicant Perceptions of an Operational Assessment Center

Reasons for Being Selective When Choosing Personnel Selection Procedures

EXERCISES AND DIMENSIONS ARE THE CURRENCY OF ASSESSMENT CENTERS

Are observer ratings of applicants’ personality also faked? Yes, but less than self‐reports

Assessment of Situational Demands in a Selection Interview: Reflective style or sensitivity?

Candidates' Ability to Identify Criteria in Nontransparent Selection Procedures: Evidence from an assessment center and a structured interview

Assessment Center for Pilot Selection: Construct and Criterion Validity and the Impact of Assessor Type

Transparency: A Necessary Requirement for the Construct Validity of Assessment Centres

The Influence of Candidate Social Effectiveness on Assessment Center Performance Ratings: A field study

Unintended Consequences of Transparency During Personnel Selection: Benefitting some candidates, but harming others?

Removing situation descriptions from situational judgment test items: Does the impact differ for video‐based versus text‐based formats?

The influence of situational strength on the relation of personality and situational judgment test performance

A closer look at response options: Is judgment in situational judgment tests a function of the desirability of response options?

The relationship between cognitive ability and personality scores in selection situations: A meta‐analysis

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