Subject
The International Journal of Selection and Assessment is a quarterly peer-reviewed scientific journal covering personnel and managerial psychology. It was established in 1993 and is published by John Wiley & Sons. The editor-in-chief is Ioannis Nikolaou (Athens University of Economics and Business). According to the Journal Citation Reports, the journal has a 2020 impact factor of 1.840, ranking it 62nd out of 83 journals in the category "Psychology, Applied" and 191st out of 226 journals in the category "Management". উৎস: Wikipedia (en)
Editions published in International Journal of Selection and Assessment 95
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What drives employers’ favorability ratings on employer review platforms? The role of symbolic, personal, and emotional content
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Preselection in the digital age: A comparison of perceptions of asynchronous video interviews with online tests and online application documents in a simulation context
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Psychometric validation of the Portuguese version of the Measure of Anxiety in Selection Interviews
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A Latent State‐Trait analysis of global self‐esteem: A reconsideration of its state‐like component in an organizational setting
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The development and validation of the Privacy and Data Security Concerns Scale (PDSCS)
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A closer look at response options: Is judgment in situational judgment tests a function of the desirability of response options?
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Transitioning from recruit to officer: An investigation of how stress appraisal and coping influence work engagement
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Using a supervised machine learning algorithm for detecting faking good in a personality self‐report
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Searching hard versus searching smart: The role of search process quality in an internship context
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Personality, interview faking, and the mediating role of attitudes, norms, and perceived behavioral control
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The criterion‐related validity of a short commensurate measure of personality‐based person‐organization fit
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The effects of negative content in social networking profiles on perceptions of employment suitability
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Trait correlates of success at work
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When Will Interviewers Be Willing to Use High-structured Job Interviews? The role of personality
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The Influence of Candidate Social Effectiveness on Assessment Center Performance Ratings: A field study
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Self-promotion Statements in Video Resumes: Frequency, intensity, and gender effects on job applicant evaluation
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Applicant Anxiety: Examining the sex-linked anxiety coping theory in job interview contexts
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Moving Forward Indirectly: Reanalyzing the validity of employment interviews with indirect range restriction methodology
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Using Invariance to Examine Cheating in Unproctored Ability Tests
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Leader Inquisitiveness, Political Skill, and Follower Attributions of Leader Charisma and Effectiveness: Test of a moderated mediation model
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How Interviewees Consider Content and Context Cues to Person-Organization Fit
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A Statistical Correction to 20 years of Banding
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Personality Types and Applicant Reactions in Real-life Selection
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Power of the Circumplex: Incremental validity of intersection traits in predicting counterproductive work behaviors
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Fairness Perceptions of Video Resumes among Ethnically Diverse Applicants
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Alternate Approaches to Understanding the Psychometric Properties of Assessment Centers: An analysis of the structure and equivalence of exercise ratings
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The Role of Affect in the Relationship Between Distributive Justice Expectations and Applicants' Recommendation and Litigation Intentions
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Job Embeddedness: A new attitudinal measure
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Lifeguards and Physically Risky Prosocial Groups: A comparison based on personality theory
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Examining the Psychometric Properties of the Utrecht Work Engagement Scale in Two Spanish Multi-occupational Samples
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An Empirical Review of the Employment Interview Construct Literature
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How Accurate are Recruiters' First Impressions of Applicants in Employment Interviews?
Subject - wd:Q15760393