OOIR: Observatory of International Research

Papers

(The median citation count of International Journal of Selection and Assessment is 1. 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 2020-11-01 to 2024-11-01.)

Article	Citations
Game‐based, gamified, and gamefully designed assessments for employee selection: Definitions, distinctions, design, and validation	31
The procedural and interpersonal justice of automated application and resume screening	28
Faking by actual applicants on personality tests: A meta‐analysis of within‐subjects studies	23
Spare me the details: How the type of information about automated interviews influences applicant reactions	21
Expanding conceptual understanding of interview anxiety and performance: Integrating cognitive, behavioral, and physiological features	19
A good thing takes time: The role of preparation time in asynchronous video interviews	19
Fair play? Sex‐, age‐, and job‐related correlates of performance in a computer‐based simulation game	18
Assessment of cognitive flexibility in personnel selection: Validity and acceptance of a gamified version of the Wisconsin Card Sorting Test	18
How asynchronous video interviews are used in practice: A study of an Australian‐based AVI vendor	18
The use of technology‐mediated interviews and their perception from the organization's point of view	15
Gamifying a personality measure by converting it into a story: Convergence, incremental prediction, faking, and reactions	15
The role of fear of negative evaluation in interview anxiety and social‐evaluative workplace anxiety	14
Virtual reality assessments (VRAs): Exploring the reliability and validity of evaluations in VR	14
Using machine learning to model trace behavioral data from a game‐based assessment	13
Individual differences at play: An investigation into measuring Big Five personality facets with game‐based assessments	12
Feedback environment: A meta‐analysis	12
Can explanations improve applicant reactions towards gamified assessment methods?	11
Bright sides of dark personality? A cross‐cultural study on the dark triad and work outcomes	11
Preselection in the digital age: A comparison of perceptions of asynchronous video interviews with online tests and online application documents in a simulation context	11
Illustrating a narrative: A test of game elements in game‐like personality assessment	11
The Decent Work Questionnaire: Psychometric properties of the Italian version	10
Better explaining the benefits why AI? Analyzing the impact of explaining the benefits of AI‐supported selection on applicant responses	10
How do applicants fake? A response process model of faking on multidimensional forced‐choice personality assessments	10
Thou Shalt not Lie! Exploring and testing countermeasures against faking intentions and faking in selection interviews	10
A theoretical model of cross‐cultural impression management in employment interviews	9

LinkedIn‐based assessments of applicant personality, cognitive ability, and likelihood of organizational citizenship behaviors: Comparing self‐, other‐, and language‐based automated ratings	9
How much feedback do employees need? A field study of absolute feedback frequency reports and performance	9
Prepared to fake? The relationship between applicants’ job interview preparation and faking	8
Structuring social media assessments in employee selection	7
Introducing a supervised alternative to forced‐choice personality scoring: A test of validity and resistance to faking	7
A review of online reactions to game‐based assessment mobile applications	7
Trust in hybrid human‐automated decision‐support	7
Automatic scoring of speeded interpersonal assessment center exercises via machine learning: Initial psychometric evidence and practical guidelines	7
Once the best student always the best student? Predicting graduate study success using undergraduate academic indicators: Evidence from research masters’ programs in the Netherlands	6
Feeling safe at work: Development and validation of the Psychological Safety Inventory	6
Effect of job applicant faking and cognitive ability on self‐other agreement and criterion validity of personality assessments	6
Can we playfully measure cognitive ability? Construct‐related validity and applicant reactions	6
Ethical leadership, perceived cultural inclusion, and job behaviors: A two‐sample study of mediation and moderation effects	6
Backlash for high self‐promotion at hiring depends on candidates' gender and age	6
Using game‐like animations of geometric shapes to simulate social interactions: An evaluation of group score differences	6
Using bifactor models to identify faking on Big Five questionnaires	5
How does implicit aggressiveness translate into counterproductive work behaviors? The role of job satisfaction and workplace anger	5
Virtual simulation: New method for assessing teamwork skills	5
Self‐verification behavior as an employment interview tactic	5
Understanding, detecting, and deterring faking on interest inventories	5
What is in a name? Effects of game‐framing on perceptions of hiring organizations	5
</Click to begin your digital interview>: Applicants' experiences with discrimination explain their reactions to algorithms in personnel selection	5
Stop and start control at work: Differential validity of two types of self‐control for work behavior and emotion regulation	5
Developing and validating a serious game‐based assessment for cyber occupations in the US Air Force	5
Faking resistance of a quasi‐ipsative RIASEC occupational interest measure	5
An updated survey of beliefs and practices related to faking in individual assessments	4
Examining the situational antecedents of interview faking behavior: A qualitative study	4
Does it fit? The relationships between personality, decision autonomy fit, work engagement, and emotional exhaustion in self‐managing organizations	4
Predictors of faking behavior on personality inventories in selection: Do indicators of the ability and motivation to fake predict faking?	4
Effects of response instructions on situational judgment test performance in operational selection and developmental contexts	4
What are the odds of burnt‐out risk and leaving the job? Turnover intent consequences of worker burnout using a two sample New Zealand study	4
Reciprocity or backfiring? Examining the influence of realistic job previews on applicants' willingness to self‐disclose and use image protection tactics	4
The structured interview's resistance to gender discrimination under cognitive load	4
Reduction of faking with the use of a forced‐choice personality test: Cross‐cultural comparisons between South Korea and the United States	4
Holistic and mechanical combination in psychological assessment: Why algorithms are underutilized and what is needed to increase their use	4
Should DEI statements be included in faculty selection? Exploring legal, diversity, and validity issues	4
Can you crowdsource expertise? Comparing expert and crowd‐based scoring keys for three situational judgment tests	3
Implications of diversity cues in recruitment and assessment materials: Reactions and performance	3
Testing the value of expert insight: Comparing local versus general expert judgment models	3
Growth mindset of intelligence reduces counterproductive workplace behavior: A mediation analysis of occupational stress	3
Being busy, feeling poor: The scale development and validation of perceived time poverty	3
Personnel selection as judgment and decision science: An introduction	3
The effects of faking on the relationship between cognitive ability and conscientiousness: A cautionary note	3
Potential bias when using social media for selection: Differential effects of candidate demographic characteristics, race match, perceived similarity, and profile detail	3
Measuring moral disengagement with a situational judgment test: Advancing the assessment of an important workplace construct	3
Does media richness influence job applicants' experience in asynchronous video interviews? Examining social presence, impression management, anxiety, and performance	3
Consistency matters: The interaction effect of grooming and dress style on hirability	3
The resurrection of vocational interests in human resources research and practice: Evidence, challenges, and a working model	3
Cross‐national applicability of a game‐based cognitive assessment	2
Understanding dark side personality at work: Distinguishing and reviewing nonlinear, interactive, differential, and reciprocal effects	2

Apples, oranges, and ironing boards: Comparative effect sizes influence lay impressions of test validity	2
What (not) to add in your ad: When job ads discourage older or younger job seekers to apply	2
Automatic identification of storytelling responses to past‐behavior interview questions via machine learning	2
Relative and absolute self‐ratings of work performance: Does social comparison lead to an enhanced thought process in self‐evaluations?	2
Using narratives and numbers in performance prediction: Attitudes, confidence, and validity	2
How to deal with negative online employer reviews: An application of image repair theory	2
The role of feedback on interview self‐efficacy and outcome expectations	2
Does it matter whether others are working hard or hardly working? Effects of descriptive norms on attitudes to time theft at work	2
“The interviewer is a machine!” Investigating the effects of conventional and technology‐mediated interview methods on interviewee reactions and behavior	2
Validation of the Multidimensional Workaholism Scale in the Netherlands	2
Response to a crisis and applicant attraction: Signaling employer brand personality and organizational trust through warm and competent COVID‐19 responses	2
Little cause for concern: Analysis of gender effects in structured employment references	2
Agentic capabilities as predictors of psychological capital, job performance, and social capital over time	2
Rule‐based versus feedback‐based coaching for situational judgment tests	2
Intentional response distortion during the COVID‐19 pandemic	1
Playful personnel selection: The use of traditional versus game‐related personnel selection methods and their perception from the recruiters’ and applicants’ perspectives	1
Job seekers' attitudes toward cybervetting in China: Platform comparisons and relationships with social media posting habits and individual differences	1
Getting interested in interests for employee selection: Key concerns and areas for future research	1
The criterion‐related validity of conscientiousness in personnel selection: A meta‐analytic reality check	1
Construct validity of a personality assessment game in a simulated selection situation and the moderating roles of the ability to identify criteria and dispositional insight	1
The role of intent to harm in workplace aggression	1
	1
Perceptions of candidate strength in job recruitment: Does candidate race moderate the attractiveness bias in White women?	1
Exploring the role of interviewee cognitive capacities on impression management in face‐to‐face and virtual interviews	1
Psychometric validation of the Portuguese version of the Measure of Anxiety in Selection Interviews	1
Selecting entrepreneurial employees using a person‐group fit perspective	1
How different backgrounds in video interviews can bias evaluations of applicants	1
The (null) effects of video questions on applicant reactions in asynchronous video interviews: Evidence from an actual hiring context	1
Failure to replicate the basic dilution effect in performance prediction	1
The influence of situational strength on the relation of personality and situational judgment test performance	1
Gendered competencies and gender composition: A human versus algorithm evaluator comparison	1
Do you lose by doing more? How organizational citizenship behavior directed to the organization relates to career development	1
Where I am and who I am with: Contextual dynamics of personality in the prediction of work performance	1
Moderators of sex‐ and race‐based subgroup differences in assessment center ratings: A meta‐analysis	1
Rating accuracy, leniency, and rater perceptions when using the RPM and BARS	1
Paradoxical leadership on firm performance: What role can guanxi HRD practices play?	1
ChatGPT, can you take my job interview? Examining artificial intelligence cheating in the asynchronous video interview	1
Façade creation as a mediator of the influence of psychological contract breach on employee behaviors	1
How similar is similar enough? Job profile similarity benchmarks using occupational information network data	1
Validation of the Croatian version of the short form of the Burnout Assessment Tool: Findings from a nationally representative sample	1
Do situational characteristics affect the validity of personality situational judgment items?	1