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343 results on '"EMPLOYEE selection"'

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1. Hiring by professional affiliation: The benefits and challenges of leveraging prospective hires' prior employment ties to improve matching and access to resources.

2. Managing AI wisely: From development to organizational change in practice.

3. A simulation of the impacts of machine learning to combine psychometric employee selection system predictors on performance prediction, adverse impact, and number of dropped predictors.

4. Personnel selection: A review of ways to maximize validity, diversity, and the applicant experience.

5. Post‐traumatic stress disorder and hiring: The role of social media disclosures on stigma and hiring assessments of veterans.

6. LinkedIn as a new selection method: Psychometric properties and assessment approach.

7. Uncovering the Nuances of Referral Hiring: How Referrer Characteristics Affect Referral Hires' Performance and Likelihood of Voluntary Turnover.

8. Honest and Deceptive Impression Management in the Employment Interview: Can It Be Detected and How Does It Impact Evaluations?

9. Synthetic validity: past, present, and future

10. The psychology of humor at work.

11. THE BEST AND THE REST: REVISITING THE NORM OF NORMALITY OF INDIVIDUAL PERFORMANCE.

12. STATUS AND ORGANIZATIONAL ENTRY: HOW ORGANIZATIONAL AND INDIVIDUAL STATUS AFFECT JUSTICE PERCEPTIONS OF HIRING SYSTEMS.

13. CANDIDATE PERSISTENCE AND PERSONALITY TEST PRACTICE EFFECTS: IMPLICATIONS FOR STAFFING SYSTEM MANAGEMENT.

14. THE EFFECT OF JOB OFFER TIMING ON OFFER ACCEPTANCE, PERFORMANCE, AND TURNOVER.

15. FAKING IN PERSONNEL SELECTION: TRADEOFFS IN PERFORMANCE VERSUS FAIRNESS RESULTING FROM TWO CUT-SCORE STRATEGIES.

16. PROGRESSION THROUGH THE RANKS: ASSESSING EMPLOYEE REACTIONS TO HIGH-STAKES EMPLOYMENT TESTING.

17. EFFECTS OF CONSCIENTIOUSNESS AND EXTRAVERSION ON NEW LABOR MARKET ENTRANTS' JOB SEARCH: THE MEDIATING ROLE OF METACOGNITIVE ACTIVITIES AND POSITIVE EMOTIONS.

18. INCREASED ACCURACY FOR RANGE RESTRICTION CORRECTIONS: IMPLICATIONS FOR THE ROLE OF PERSONALITY AND GENERAL MENTAL ABILITY IN JOB AND TRAINING PERFORMANCE.

19. DEVELOPMENTS IN THE CRITERION-RELATED VALIDATION OF SELECTION PROCEDURES: A CRITICAL REVIEW AND RECOMMENDATIONS FOR PRACTICE.

20. INCREMENTAL VALIDITY OF PERCEPTUAL SPEED AND ACCURACY OVER GENERAL MENTAL ABILITY.

21. THE DIVERSITY–VALIDITY DILEMMA: OVERVIEW AND LEGAL CONTEXT.

22. THE DIVERSITY–VALIDITY DILEMMA: BEYOND SELECTION—THE ROLE OF AFFIRMATIVE ACTION.

23. THE DIVERSITY–VALIDITY DILEMMA: STRATEGIES FOR REDUCING RACIOETHNIC AND SEX SUBGROUP DIFFERENCES AND ADVERSE IMPACT IN SELECTION.

24. PERSONALITY TESTS AT THE CROSSROADS: A RESPONSE TO MORGESON, CAMPION, DIPBOYE, HOLLENBECK, MURPHY, AND SCHMITT (2007).

25. ARE WE GETTING FOOLED AGAIN? COMING TO TERMS WITH LIMITATIONS IN THE USE OF PERSONALITY TESTS FOR PERSONNEL SELECTION.

26. SITUATIONAL JUDGMENT TESTS, RESPONSE INSTRUCTIONS, AND VALIDITY: A META-ANALYSIS.

27. SO YOU DIDN'T GET THE JOB ... NOW WHAT DO YOU THINK? EXAMINING OPPORTUNITY-TO-PERFORM FAIRNESS PERCEPTIONS.

28. THE SCIENCE AND PRACTICE OF A STRUCTURED EMPLOYMENT INTERVIEW COACHING PROGRAM.

29. INCREASING THE ACCURACY OF CORRECTIONS FOR RANGE RESTRICTION: IMPLICATIONS FOR SELECTION PROCEDURE VALIDITIES AND OTHER RESEARCH RESULTS.

30. A PROCESS FOR CONTENT VALIDATION OF EDUCATION AND EXPERIENCED-BASED MINIMUM QUALIFICATIONS: AN APPROACH RESULTING IN FEDERAL COURT APPROVAL.

31. DEVELOPING A NOMOLOGICAL NETWORK FOR INTERVIEW STRUCTURE: ANTECEDENTS AND CONSEQUENCES OF THE STRUCTURED SELECTION INTERVIEW.

32. SELECTION TESTING VIA THE INTERNET: PRACTICAL CONSIDERATIONS AND EXPLORATORY EMPIRICAL FINDINGS.

33. CAN CHANGES IN DIFFERENTIAL DROPOUT RATES REDUCE ADVERSE IMPACT? A COMPUTER SIMULATION STUDY OF A MULTI-WAVE SELECTION SYSTEM.

34. APPLICANT REACTIONS TO SELECTION PROCEDURES: AN UPDATED MODEL AND META-ANALYSIS.

35. RECRUITMENT COMMUNICATION MEDIA: IMPACT ON PREHIRE OUTCOMES.

36. RECRUITERS' USE OF GPA IN INITIAL SCREENING DECISIONS: HIGHER GPAs DON'T ALWAYS MAKE THE CUT.

37. LINKING O*NET JOB ANALYSIS INFORMATION TO JOB REQUIREMENT PREDICTORS: AN O*NET APPLICATION.

38. UNDERSTANDING THE DETERMINANTS OF EMPLOYER USE OF SELECTION METHODS.

39. THE RELATION OF INSTRUMENTAL AND SYMBOLIC ATTRIBUTES TO A COMPANY'S ATTRACTIVENESS AS AN EMPLOYER.

40. EXPLORING THE INFLUENCE OF DECISION MAKERS' RACE AND GENDER ON ACTUAL PROMOTIONS TO TOP MANAGEMENT.

41. BEYOND EMPLOYMENT INTERVIEW VALIDITY: A COMPREHENSIVE NARRATIVE REVIEW OF RECENT RESEARCH AND TRENDS OVER TIME.

42. IMPROVING APPLICANTS' REACTIONS TO REJECTION LETTERS: AN APPLICATION OF FAIRNESS THEORY.

43. APPLICANT REACTIONS TO SELECTION: DEVELOPMENT OF THE SELECTION PROCEDURAL JUSTICE SCALE (SPJS).

44. THE CONTROVERSY OVER SCORE BANDING IN PERSONNEL SELECTION: ANSWERS TO 10 KEY QUESTIONS.

45. PERCEIVED APPLICANT FIT: DISTINGUISHING BETWEEN RECRUITERS' PERCEPTIONS OF PERSON-JOB AND PERSON-ORGANIZATION FIT.

46. PERSON-ORGANIZATION FIT: THE MATCH BETWEEN NEWCOMERS' AND RECRUITERS' PREFERENCES FOR ORGANIZATIONAL CULTURES.

47. Computer-based testing applied to selection of secretarial applicants

48. A TALE OF TWO JOB MARKETS: ORGANIZATIONAL SIZE AND ITS EFFECTS ON HIRING PRACTICES AND JOB SEARCH BEHAVIOR.

49. RIASEC TYPES AND BIG FIVE TRAITS AS PREDICTORS OF EMPLOYMENT STATUS AND NATURE OF EMPLOYMENT.

50. DERIVATION AND IMPLICATIONS OF A META-ANALYTIC MATRIX INCORPORATING COGNITIVE ABILITY, ALTERNATIVE .

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