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Social Media: A Contextual Framework to Guide Research and Practice

Journal of applied psychology, 2015-11, Vol.100 (6), p.1653-1677

2015

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Impact of the COVID-19 Pandemic on Job Search Behavior: An Event Transition Perspective

Journal of applied psychology, 2020-11, Vol.105 (11), p.1207-1217

2020

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An examination of the relationship between applicant race and accrued recruitment source information: Implications for applicant withdrawal and test performance

Personnel psychology, 2021-12, Vol.74 (4), p.831-861

2021

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The Collective Candidate Experience: Theory and Business Unit Consequences

Journal of management, 2024-04, Vol.50 (4), p.1424-1452

2024

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A Review and Theoretical Framework for Understanding External Team Contexts

Journal of applied psychology, 2022-07, Vol.107 (7), p.1052-1069

2022

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A Meta-Analysis of Gender Proportionality Effects on Job Performance

Group & organization management, 2019-06, Vol.44 (3), p.578-610

2019

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Understanding Faking Behavior Through the Lens of Motivation: An Application of VIE Theory

Human performance, 2011-09, Vol.24 (4), p.322-337

2011

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Toward an Integrated Model of Applicant Faking Behavior

Journal of applied social psychology, 2006-04, Vol.36 (4), p.979-1016

2006

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A META-ANALYSIS OF WORK SAMPLE TEST VALIDITY: UPDATING AND INTEGRATING SOME CLASSIC LITERATURE

Personnel psychology, 2005-12, Vol.58 (4), p.1009-1037

2005

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Variance in Faking Across Noncognitive Measures

Journal of applied psychology, 2000-10, Vol.85 (5), p.812-821

2000

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Antecedents of Impression Management Use and Effectiveness in a Structured Interview

Journal of management, 2007-10, Vol.33 (5), p.752-773

2007

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Item Placement on a Personality Measure: Effects on Faking Behavior and Test Measurement Properties

Journal of personality assessment, 2002-04, Vol.78 (2), p.348-369

2002

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Applicant Self-Selection: Correlates of Withdrawal From a Multiple Hurdle Process

Journal of applied psychology, 2000-04, Vol.85 (2), p.163-179

2000

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AN EXAMINATION OF IMPRESSION MANAGEMENT USE AND EFFECTIVENESS ACROSS ASSESSMENT CENTER EXERCISES: THE ROLE OF COMPETENCY DEMANDS

Personnel psychology, 2005-12, Vol.58 (4), p.949-980

2005

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A contextual framework for understanding impression management

Human resource management review, 2023-03, Vol.33 (1), p.100912, Article 100912

2023

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The Validity of Verifiable and Non-verifiable Biodata Items: An Examination Across Applicants and Incumbents

International journal of selection and assessment, 2006-12, Vol.14 (4), p.336-346

2006

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Examination of Structured Interview Ratings Across Time: The Effects of Applicant Race, Rater Race, and Panel Composition

Journal of management, 2004-01, Vol.30 (4), p.435-452

2004

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Rater Personality, Rating Format, and Social Context: Implications for Performance Appraisal Ratings

International journal of selection and assessment, 2005-06, Vol.13 (2), p.97-107

2005

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Toward an Integrated Model of Applicant Faking Behavior1

Journal of applied social psychology, 2006-04, Vol.36 (4), p.979-1016

2006

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Racial Differences in Socially Desirable Responding in Selection Contexts: Magnitude and Consequences

Journal of personality assessment, 2005-08, Vol.85 (1), p.50-64

2005

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An Examination of Stereotype Threat in a Motivational Context

Human performance, 2003-07, Vol.16 (3), p.181-205

2003

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Examining Applicants' Attributions for Withdrawal From a Selection Procedure

Journal of applied social psychology, 2002-11, Vol.32 (11), p.2228-2252

2002

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Impression Management Use and Effectiveness Across Assessment Methods

Journal of management, 2003-10, Vol.29 (5), p.641-661

2003

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Field Study Investigation of Applicant Use of Influence Tactics in a Selection Interview

The journal of psychology, 2002-07, Vol.136 (4), p.383-398

2002

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Correlates of Person Fit and Effect of Person Fit on Test Validity

Applied psychological measurement, 1999-03, Vol.23 (1), p.41-53

1999

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Social Media: A Contextual Framework to Guide Research and Practice

Impact of the COVID-19 Pandemic on Job Search Behavior: An Event Transition Perspective

An examination of the relationship between applicant race and accrued recruitment source information: Implications for applicant withdrawal and test performance

The Collective Candidate Experience: Theory and Business Unit Consequences

A Review and Theoretical Framework for Understanding External Team Contexts

A Meta-Analysis of Gender Proportionality Effects on Job Performance

Understanding Faking Behavior Through the Lens of Motivation: An Application of VIE Theory

Toward an Integrated Model of Applicant Faking Behavior

A META-ANALYSIS OF WORK SAMPLE TEST VALIDITY: UPDATING AND INTEGRATING SOME CLASSIC LITERATURE

Variance in Faking Across Noncognitive Measures

Antecedents of Impression Management Use and Effectiveness in a Structured Interview

Item Placement on a Personality Measure: Effects on Faking Behavior and Test Measurement Properties

Applicant Self-Selection: Correlates of Withdrawal From a Multiple Hurdle Process

AN EXAMINATION OF IMPRESSION MANAGEMENT USE AND EFFECTIVENESS ACROSS ASSESSMENT CENTER EXERCISES: THE ROLE OF COMPETENCY DEMANDS

A contextual framework for understanding impression management

The Validity of Verifiable and Non-verifiable Biodata Items: An Examination Across Applicants and Incumbents

Examination of Structured Interview Ratings Across Time: The Effects of Applicant Race, Rater Race, and Panel Composition

Rater Personality, Rating Format, and Social Context: Implications for Performance Appraisal Ratings

Toward an Integrated Model of Applicant Faking Behavior1

Racial Differences in Socially Desirable Responding in Selection Contexts: Magnitude and Consequences

An Examination of Stereotype Threat in a Motivational Context

Examining Applicants' Attributions for Withdrawal From a Selection Procedure

Impression Management Use and Effectiveness Across Assessment Methods

Field Study Investigation of Applicant Use of Influence Tactics in a Selection Interview

Correlates of Person Fit and Effect of Person Fit on Test Validity

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