OOIR: Observatory of International Research

Papers

(The median citation count of International Journal of Selection and Assessment is 2. The table below lists those papers that are above that threshold based on CrossRef citation counts [max. 250 papers]. The publications cover those that have been published in the past four years, i.e., from 2022-01-01 to 2026-01-01.)

Article	Citations
Psychometric properties of the Cultural Intelligence Scale based on item response theory	59
Linking Strengths‐Based Supervisor Feedback to Job Crafting: The Moderating Role of Self‐Efficacy	33
Tell Me More! Examining the Benefits of Adding Structured Probing in Asynchronous Video Interviews	24
The Validity of Single‐Response Situational Judgment Tests: A Nomological Network Meta‐Analysis	24
Are Games Always Fun and Fair? A Comparison of Reactions to Different Game‐Based Assessments	22
Train driver selection: The impact of cognitive ability on train driving performance	21
A Quantitative Analysis of 21st Century Skills: A Case of Semantic and Psychometric Overlap	20
Selection in the Operational Domain Requires More Than Grades: High School Marks do not Identify High‐Flyers	19
WEIRDness abounds! Sample characteristics, restricted variance, and why they matter for international selection and assessment research	19
Do situational characteristics affect the validity of personality situational judgment items?	16
A Consideration of Immediate and Long‐Term Consequences of Generative AI Usage in Selection	15
Issue Information	15
All Your Base Are Belong to Us: The Urgent Reality of Unproctored Testing in the Age of LLMs	15
Can ChatGPT Outperform Humans in Faking a Personality Assessment While Avoiding Detection?	14
Thou Shalt not Lie! Exploring and testing countermeasures against faking intentions and faking in selection interviews	14
Validation of the Croatian version of the short form of the Burnout Assessment Tool: Findings from a nationally representative sample	14
Faking good and bad on self‐reports versus informant‐reports of Dark Triad personality	13
Response to a crisis and applicant attraction: Signaling employer brand personality and organizational trust through warm and competent COVID‐19 responses	12
The role of intent to harm in workplace aggression	12
Does It Matter Which Subtests We Use to Measure General Cognitive Ability? Group Differences Across Test Composites	12
	12
Equivalence between direct and indirect measures of psychological capital	12
Reviewer List	11
	11
Understanding dark side personality at work: Distinguishing and reviewing nonlinear, interactive, differential, and reciprocal effects	11

Political advantage? Considering the Political Skill of raters	10
Scoring the Big Five for longitudinally assessed academic achievement predictiveness: Manifest, correlated‐factors model, and bifactor modeling across multiple contexts	10
Comparing Autistic and Neurotypical Responses to Conventional and Modified Questions in Algorithmically Scored Asynchronous Video Interviews: A Textual Analysis	9
Personnel selection as judgment and decision science: An introduction	9
Analyzing Noise Data From a Noise Audit: A Guide for Industrial‐Organizational Practitioners	9
It's just (family) business: The impact of familial work experience on perceived qualification and hireability during the selection process	9
Attention To Detail and Cyber Skill: Associated Beyond General Intelligence in Cyber‐Soldier Conscripts	8
Why Personnel Selection Should Target Job Performance AND Well‐Being	8
Should we extend the currency of cognitive ability test scores? Considerations from construct, equity, and psychometric perspectives in medical selection	8
Getting interested in interests for employee selection: Key concerns and areas for future research	8
Job seekers' attitudes toward cybervetting in China: Platform comparisons and relationships with social media posting habits and individual differences	8
Façade creation as a mediator of the influence of psychological contract breach on employee behaviors	8
Cross‐cultural differences in the use of the “?” Response category of the Job Descriptive Index: An application of the item response tree model	8
A Bridge Too Far: Signalling Effects of Artificial Intelligence Evaluation of Job Interviews	8
Knowing How Personnel Selection Algorithms Compare With Human Recruiters Influences Their Perceived Trustworthiness	7
Issue Information	7
Relations of personality factors and suitability ratings to Swedish military pilot education completion	7
Scene, not heard: Exploring the influence of socioeconomic status background cues in asynchronous video interviews	7
Playful personnel selection: The use of traditional versus game‐related personnel selection methods and their perception from the recruiters’ and applicants’ perspectives	7
Rating accuracy, leniency, and rater perceptions when using the RPM and BARS	7
Issue Information	7
Gamifying a personality measure by converting it into a story: Convergence, incremental prediction, faking, and reactions	7
Beyond change: Personality‐environment alignment at work	6
Feeling safe at work: Development and validation of the Psychological Safety Inventory	6
Issues in Contrasting Conservative and Considered Estimation: A Reply to Bobko et al. (2024)	6
Cyber‐Vetted Behind the Smokescreen: The Evaluations of Cigarette and Cannabis Smokers in Hiring	6
Gendered competencies and gender composition: A human versus algorithm evaluator comparison	6
Automatic scoring of speeded interpersonal assessment center exercises via machine learning: Initial psychometric evidence and practical guidelines	6
Moderators of sex‐ and race‐based subgroup differences in assessment center ratings: A meta‐analysis	6
How to deal with negative online employer reviews: An application of image repair theory	6
Reactions of applicants with disabilities to technology‐enabled recruitment and selection: A research agenda	6
Multiple, speeded assessments: Initial evidence on subgroup differences and applicant perceptions	6
Ethnic‐based score differences and differential prediction of various cognitive and noncognitive admissions instruments in higher education	6
	5
Better explaining the benefits why AI? Analyzing the impact of explaining the benefits of AI‐supported selection on applicant responses	5
Issue Information	5
Evaluating the Impact of Faking on the Criterion‐Related Validity of Personality Assessments	5
Personality development goals at work: Would a new assessment tool help?	5
	5
Employer and employee perceptions of cybervetting as a selection method	4
Does Design Matter? The (Limited) Effects of Six Asynchronous Video Interview Design Features on Impression Management, Reactions, and Evaluations	4
The criterion‐related validity of conscientiousness in personnel selection: A meta‐analytic reality check	4
Reduction of faking with the use of a forced‐choice personality test: Cross‐cultural comparisons between South Korea and the United States	4
Attention Control Measures Improve the Prediction of Performance in Navy Trainees	4
Comparing Scoring Methods for Situational Judgment Tests in International Student Selection: Examinations of Criterion‐Related Validity and Ethnic Subgroup Differences	4
Once the best student always the best student? Predicting graduate study success using undergraduate academic indicators: Evidence from research masters’ programs in the Netherlands	4
Does media richness influence job applicants' experience in asynchronous video interviews? Examining social presence, impression management, anxiety, and performance	4
The influence of situational strength on the relation of personality and situational judgment test performance	4
Notice	4
Harnessing Generative AI for Assessment Item Development: Comparing AI‐Generated and Human‐Authored Items	3

Issue Information	3
ChatGPT, can you take my job interview? Examining artificial intelligence cheating in the asynchronous video interview	3
The Role of Expertise in Scoring Situational Judgment Tests: Is the Juice Worth the Squeeze?	3
Reality or illusion: A qualitative study on interviewer job previews and applicant self‐presentation	3
	3
Toward Theory‐Based Volitional Personality Development Interventions at Work	3
Issue Information	3
Selecting entrepreneurial employees using a person‐group fit perspective	3
Personality development goals at work: A new frontier in personality assessment in organizations	3
Backlash for high self‐promotion at hiring depends on candidates' gender and age	3
Automatic identification of storytelling responses to past‐behavior interview questions via machine learning	3
Being busy, feeling poor: The scale development and validation of perceived time poverty	3
Social media profiling: The influence of personal and professional social media content on hiring ratings	3
Issue Information	3
Examining the Effect of Social Desirability on the Relationships Between Personality Traits and Safety Performance	3
The need for “Considered Estimation” versus “Conservative Estimation” when ranking or comparing predictors of job performance	2
	2
Does understanding what a test measures make a difference? On the relevance of the ability to identify criteria for situational judgment test performance	2
“It Feels Wrong”: Understanding Reactions to Artificial Intelligence as a Decision‐Maker in Selection Through the Lens of Moral Foundations Theory	2
Issue Information	2
Factors leading to interview question decisions: Introducing the Model of Interviewer Question Preferences	2
Beyond Pay: The Effects of Interviewers' Emphasis on Pay and Career Growth on Attracting Highly Qualified Applicants	2
“The interviewer is a machine!” Investigating the effects of conventional and technology‐mediated interview methods on interviewee reactions and behavior	2
Exploring the role of cognitive load in faking prevention using the dual task paradigm	2
	2
Exploring the role of interviewee cognitive capacities on impression management in face‐to‐face and virtual interviews	2
Game‐based, gamified, and gamefully designed assessments for employee selection: Definitions, distinctions, design, and validation	2
Comparing methods of measuring interest fit: A large prediction study with career choice satisfaction	2
Can we playfully measure cognitive ability? Construct‐related validity and applicant reactions	2
Issue Information	2
Comparing Proctored and Unproctored Cognitive Ability Testing in High‐Stakes Personnel Selection	2
Issue Information	2
Persistence as a multidimensional construct: A new insight into the multidimensional persistence scale	2