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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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Der Beitrag sozialer Kompetenz zur Vorhersage beruflicher Leistung: Inkrementelle Validität sozialer Kompetenz gegenüber der Leistung im Assessment Center und im Interview

Zeitschrift für Arbeits- und Organisationspsychologie, 2012, Vol.56 (2), p.87-97

2012

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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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Operational Theories in Phase Space: Toy Model for the Harmonic Oscillator

Physical review letters, 2022-01, Vol.128 (4), p.040405-040405, Article 040405

2022

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The Interactive Effect of Impression Motivation and Cognitive Schema on Self‐Presentation in a Personality Inventory 1

Journal of applied social psychology, 2012-08, Vol.42 (8), p.1932-1957

2012

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Why Do Situational Interviews Predict Performance? Is it Saying How You Would Behave or Knowing How You Should Behave?

Journal of business and psychology, 2016-06, Vol.31 (2), p.279-291

2016

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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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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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The Interactive Effect of Impression Motivation and Cognitive Schema on Self‐Presentation in a Personality Inventory1

Journal of applied social psychology, 2012-08, Vol.42 (8), p.1932-1957

2012

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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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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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Buchbesprechung

Zeitschrift für Arbeits- und Organisationspsychologie, 2003-04, Vol.47 (2), p.110-112

Kleinmann, Martin

2003

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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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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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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

Der Beitrag sozialer Kompetenz zur Vorhersage beruflicher Leistung: Inkrementelle Validität sozialer Kompetenz gegenüber der Leistung im Assessment Center und im 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

Operational Theories in Phase Space: Toy Model for the Harmonic Oscillator

The Interactive Effect of Impression Motivation and Cognitive Schema on Self‐Presentation in a Personality Inventory 1

Why Do Situational Interviews Predict Performance? Is it Saying How You Would Behave or Knowing How You Should Behave?

Incivility in Meetings: Predictors and Outcomes

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

The Interactive Effect of Impression Motivation and Cognitive Schema on Self‐Presentation in a Personality Inventory1

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

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

Buchbesprechung

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

Reasons for Being Selective When Choosing Personnel Selection Procedures

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