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 2020-03-01 to 2024-03-01.)

Article	Citations
Justice perceptions of artificial intelligence in selection	62
Game‐based, gamified, and gamefully designed assessments for employee selection: Definitions, distinctions, design, and validation	24
Abusive supervision, emotion regulation, and performance	23
The procedural and interpersonal justice of automated application and resume screening	22
Job seekers' attitudes toward cybervetting: Scale development, validation, and platform comparison	19
Spare me the details: How the type of information about automated interviews influences applicant reactions	17
Faking by actual applicants on personality tests: A meta‐analysis of within‐subjects studies	17
Cognitive ability in virtual reality: Validity evidence for VR game‐based assessments	16
Expanding conceptual understanding of interview anxiety and performance: Integrating cognitive, behavioral, and physiological features	16
Fair play? Sex‐, age‐, and job‐related correlates of performance in a computer‐based simulation game	15
Analyzing discrimination in recruitment: A guide and best practices for resume studies	14
A good thing takes time: The role of preparation time in asynchronous video interviews	14
Assessment of cognitive flexibility in personnel selection: Validity and acceptance of a gamified version of the Wisconsin Card Sorting Test	13
Is a cover letter still needed? Using LIWC to predict application success	13
The use of technology‐mediated interviews and their perception from the organization's point of view	12
Individual differences at play: An investigation into measuring Big Five personality facets with game‐based assessments	12
Using machine learning to model trace behavioral data from a game‐based assessment	12
How asynchronous video interviews are used in practice: A study of an Australian‐based AVI vendor	11
Gamifying a personality measure by converting it into a story: Convergence, incremental prediction, faking, and reactions	11
Willingness to fake: Examining the impact of competitive climate and hiring situations	10
Virtual reality assessments (VRAs): Exploring the reliability and validity of evaluations in VR	10
The Decent Work Questionnaire: Psychometric properties of the Italian version	9
Can explanations improve applicant reactions towards gamified assessment methods?	9
Feedback environment: A meta‐analysis	9
A theoretical model of cross‐cultural impression management in employment interviews	8

The role of fear of negative evaluation in interview anxiety and social‐evaluative workplace anxiety	8
Illustrating a narrative: A test of game elements in game‐like personality assessment	8
Should research experience be used for selection into graduate school: A discussion and meta‐analytic synthesis of the available evidence	8
The relationship between cognitive ability and personality scores in selection situations: A meta‐analysis	8
How do applicants fake? A response process model of faking on multidimensional forced‐choice personality assessments	7
Prepared to fake? The relationship between applicants’ job interview preparation and faking	7
Older workers and poor performance: Examining the association of age stereotypes with expected work performance quality	7
Preselection in the digital age: A comparison of perceptions of asynchronous video interviews with online tests and online application documents in a simulation context	7
Organizational trust among job seekers: The role of information‐seeking and reciprocation wariness	7
Thou Shalt not Lie! Exploring and testing countermeasures against faking intentions and faking in selection interviews	7
Is it enough to be willing to win or do you have to be smart? The relationship between competitive worldviews, cognitive abilities, and applicant faking in personality tests	7
Bright sides of dark personality? A cross‐cultural study on the dark triad and work outcomes	6
LinkedIn‐based assessments of applicant personality, cognitive ability, and likelihood of organizational citizenship behaviors: Comparing self‐, other‐, and language‐based automated ratings	6
A meta‐analysis of change in applicants' perceptions of fairness	6
A review of online reactions to game‐based assessment mobile applications	6
How much feedback do employees need? A field study of absolute feedback frequency reports and performance	6
Better explaining the benefits why AI? Analyzing the impact of explaining the benefits of AI‐supported selection on applicant responses	6
Introducing a supervised alternative to forced‐choice personality scoring: A test of validity and resistance to faking	6
Backlash for high self‐promotion at hiring depends on candidates' gender and age	5
Structuring social media assessments in employee selection	5
Understanding, detecting, and deterring faking on interest inventories	5
Individual differences in effective interview design: Factors affecting question choice	5
A Latent State‐Trait analysis of global self‐esteem: A reconsideration of its state‐like component in an organizational setting	5
Once the best student always the best student? Predicting graduate study success using undergraduate academic indicators: Evidence from research masters’ programs in the Netherlands	5
Ethical leadership, perceived cultural inclusion, and job behaviors: A two‐sample study of mediation and moderation effects	5
Effect of job applicant faking and cognitive ability on self‐other agreement and criterion validity of personality assessments	4
Trust in hybrid human‐automated decision‐support	4
Stop and start control at work: Differential validity of two types of self‐control for work behavior and emotion regulation	4
Can we playfully measure cognitive ability? Construct‐related validity and applicant reactions	4
Automatic scoring of speeded interpersonal assessment center exercises via machine learning: Initial psychometric evidence and practical guidelines	4
How satisfied are you with your job? Estimating the reliability of scores on a single‐item job satisfaction measure	4
Using bifactor models to identify faking on Big Five questionnaires	4
How does implicit aggressiveness translate into counterproductive work behaviors? The role of job satisfaction and workplace anger	4
An updated survey of beliefs and practices related to faking in individual assessments	4
Faking resistance of a quasi‐ipsative RIASEC occupational interest measure	4
Predictors of faking behavior on personality inventories in selection: Do indicators of the ability and motivation to fake predict faking?	4
Nonlinearity in the relationship between impression management tactics and interview performance	4
Using text analysis software to detect deception in written short‐answer questions in employee selection	4
The structured interview's resistance to gender discrimination under cognitive load	4
Using game‐like animations of geometric shapes to simulate social interactions: An evaluation of group score differences	4
An item‐level investigation of conceptual and empirical distinctiveness of proactivity constructs	3
Personnel selection as judgment and decision science: An introduction	3
Reduction of faking with the use of a forced‐choice personality test: Cross‐cultural comparisons between South Korea and the United States	3
Developing and validating a serious game‐based assessment for cyber occupations in the US Air Force	3
Virtual simulation: New method for assessing teamwork skills	3
Self‐verification behavior as an employment interview tactic	3
The resurrection of vocational interests in human resources research and practice: Evidence, challenges, and a working model	3
The testing environment as an explanation for unproctored internet‐based testing device‐type effects	3
The effects of faking on the relationship between cognitive ability and conscientiousness: A cautionary note	3
Testing the value of expert insight: Comparing local versus general expert judgment models	3

The development and validation of the Privacy and Data Security Concerns Scale (PDSCS)	3
Feeling safe at work: Development and validation of the Psychological Safety Inventory	3
Growth mindset of intelligence reduces counterproductive workplace behavior: A mediation analysis of occupational stress	3
Does self‐verifying behavior in job interviews help secure job offers, even if it reveals negative information about the self?	3
What is in a name? Effects of game‐framing on perceptions of hiring organizations	3
A study of system execution of performance appraisal	3
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	3
Does it fit? The relationships between personality, decision autonomy fit, work engagement, and emotional exhaustion in self‐managing organizations	3
</Click to begin your digital interview>: Applicants' experiences with discrimination explain their reactions to algorithms in personnel selection	3
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
Should DEI statements be included in faculty selection? Exploring legal, diversity, and validity issues	2
Relative and absolute self‐ratings of work performance: Does social comparison lead to an enhanced thought process in self‐evaluations?	2
Response to a crisis and applicant attraction: Signaling employer brand personality and organizational trust through warm and competent COVID‐19 responses	2
Apples, oranges, and ironing boards: Comparative effect sizes influence lay impressions of test validity	2
Agentic capabilities as predictors of psychological capital, job performance, and social capital over time	2
Consistency matters: The interaction effect of grooming and dress style on hirability	2
Holistic and mechanical combination in psychological assessment: Why algorithms are underutilized and what is needed to increase their use	2
Can you crowdsource expertise? Comparing expert and crowd‐based scoring keys for three situational judgment tests	2
Impression management and overclaiming on job applications: Related to future sales performance?	2
“The interviewer is a machine!” Investigating the effects of conventional and technology‐mediated interview methods on interviewee reactions and behavior	2
Your words reveal your thoughts: A two‐wave study of assessing language dimensions in predicting employee turnover intention	2
Quitters would not prosper: Examining the relationship between online assessment performance and assessment attrition behavior	2
Rule‐based versus feedback‐based coaching for situational judgment tests	2
Reciprocity or backfiring? Examining the influence of realistic job previews on applicants' willingness to self‐disclose and use image protection tactics	2
Measuring moral disengagement with a situational judgment test: Advancing the assessment of an important workplace construct	2
Effects of response instructions on situational judgment test performance in operational selection and developmental contexts	2
Using narratives and numbers in performance prediction: Attitudes, confidence, and validity	2