Zobrazeno 1 - 10
of 59
pro vyhledávání: '"Neil D. Christiansen"'
Autor:
Andrew B. Speer, Stephen D. Risavy, Chet Robie, Neil D. Christiansen, Rick R. Jacobs, Cornelius J. König
Publikováno v:
International Journal of Selection and Assessment. 29:503-509
Externí odkaz:
https://explore.openaire.eu/search/publication?articleId=doi_dedup___::0cd1a2e3b0613f2c34663dd0d4ebc1b9
https://doi.org/10.1111/ijsa.12335
https://doi.org/10.1111/ijsa.12335
Autor:
Chet Robie, Cornelius J. König, Peter A. Fisher, Stephen D. Risavy, Robert P. Tett, Daniel V. Simonet, Neil D. Christiansen
Publikováno v:
Journal of Personnel Psychology. 20:51-60
Abstract. After nearly two decades of awareness on the research–practice gap in human resource management, this study updates and expands on the seminal findings of Rynes et al. (2002) specific to personnel selection. In a sample of 453 human resou
Externí odkaz:
https://explore.openaire.eu/search/publication?articleId=doi_________::6f5cd1759d875321f5c3701199c63615
https://doi.org/10.1027/1866-5888/a000263
https://doi.org/10.1027/1866-5888/a000263
Publikováno v:
International Journal of Selection and Assessment. 28:522-530
This study examined the linear and nonlinear relationships between applicant impression management (IM) behaviors during the interview and subsequent interview performance. We proposed that honest IM would have a nonlinear effect on interview perform
Externí odkaz:
https://explore.openaire.eu/search/publication?articleId=doi_________::b609fa55632c4bbcbec4baa3989e168e
https://doi.org/10.1111/ijsa.12307
https://doi.org/10.1111/ijsa.12307
Publikováno v:
International Journal of Selection and Assessment. 28:68-84
Despite being an effective predictor of job performance, empirically keyed biodata assessments have been criticized as black box empiricism unlikely to generalize to new contexts. This paper introduces a model that challenges this perspective, explic
Externí odkaz:
https://explore.openaire.eu/search/publication?articleId=doi_________::52f1e28c3ccbec914cd47bb8f41237b5
https://doi.org/10.1111/ijsa.12271
https://doi.org/10.1111/ijsa.12271
Publikováno v:
Industrial and Organizational Psychology. 12:177-183
Externí odkaz:
https://explore.openaire.eu/search/publication?articleId=doi_________::67dba2b93447fbd07ff47d50ff3d35b0
https://doi.org/10.1017/iop.2019.35
https://doi.org/10.1017/iop.2019.35
Publikováno v:
International Journal of Selection and Assessment. 27:104-128
This research examined differences in interviewers’ ability to identify effective interview questions and to accurately rate interviewees’ responses. Given the theoretical association between these interview activities and the construct of social
Externí odkaz:
https://explore.openaire.eu/search/publication?articleId=doi_________::ba587e91dbbe7304a6e9cd5d9a6b17fa
https://doi.org/10.1111/ijsa.12237
https://doi.org/10.1111/ijsa.12237
Autor:
Chet Robie, Neil D. Christiansen
Publikováno v:
Personnel Assessment and Decisions, Vol 7, Iss 1 (2021)
Externí odkaz:
https://explore.openaire.eu/search/publication?articleId=doi_dedup___::9b06fb41f39a211319aea61bfbc96f7f
https://doi.org/10.25035/pad.2021.01.001
https://doi.org/10.25035/pad.2021.01.001
Publikováno v:
Personality and Individual Differences. 127:39-43
Evidence suggests that individuals can and do present themselves positively on personality assessments when motivated to do so. This faking can reduce the validity of personality assessments and is of special concern in high stakes situations where c
Externí odkaz:
https://explore.openaire.eu/search/publication?articleId=doi_________::a0059da7d1cd046bf380ce342dfaff57
https://doi.org/10.1016/j.paid.2018.01.033
https://doi.org/10.1016/j.paid.2018.01.033
Autor:
Lisa M. Keeping, Peter A. Hausdorf, Stephen D. Risavy, Peter A. Fisher, Sara A. Murphy, Chet Robie, Neil D. Christiansen
Publikováno v:
International Journal of Selection and Assessment. 25:347-359
Globalization has led to increased migration and labor mobility over the past several decades and immigrants generally seek jobs in their new countries. Tests of general mental ability (GMA) are common in personnel selection systems throughout the wo
Externí odkaz:
https://explore.openaire.eu/search/publication?articleId=doi_________::97182388cd89cba72201740e2b647699
https://doi.org/10.1111/ijsa.12189
https://doi.org/10.1111/ijsa.12189
Publikováno v:
International Journal of Selection and Assessment. 25:311-315
This study examined the negative effect of likely applicant distortion on mean scores and validity of personality measures. The personality test scores and performance ratings of applicants were directly compared to those of incumbents with the same
Externí odkaz:
https://explore.openaire.eu/search/publication?articleId=doi_________::033c4ff8ee6fa2059c284a354743b4e2
https://doi.org/10.1111/ijsa.12182
https://doi.org/10.1111/ijsa.12182