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 2021-05-01 to 2025-05-01.)

Article	Citations
Introducing a supervised alternative to forced‐choice personality scoring: A test of validity and resistance to faking	44
Psychometric properties of the Cultural Intelligence Scale based on item response theory	32
Psychometric validation of the Portuguese version of the Measure of Anxiety in Selection Interviews	29
Are Games Always Fun and Fair? A Comparison of Reactions to Different Game‐Based Assessments	25
Tell Me More! Examining the Benefits of Adding Structured Probing in Asynchronous Video Interviews	24
Do situational characteristics affect the validity of personality situational judgment items?	24
WEIRDness abounds! Sample characteristics, restricted variance, and why they matter for international selection and assessment research	21
Train driver selection: The impact of cognitive ability on train driving performance	21
Thou Shalt not Lie! Exploring and testing countermeasures against faking intentions and faking in selection interviews	21
Individual differences at play: An investigation into measuring Big Five personality facets with game‐based assessments	19
Issue Information	18
Reviewer list	18
	17
Validation of the Croatian version of the short form of the Burnout Assessment Tool: Findings from a nationally representative sample	17
All Your Base Are Belong to Us: The Urgent Reality of Unproctored Testing in the Age of LLMs	17
Faking good and bad on self‐reports versus informant‐reports of Dark Triad personality	17
Apples, oranges, and ironing boards: Comparative effect sizes influence lay impressions of test validity	16
The role of intent to harm in workplace aggression	15
Response to a crisis and applicant attraction: Signaling employer brand personality and organizational trust through warm and competent COVID‐19 responses	15
Testing the value of expert insight: Comparing local versus general expert judgment models	14
Equivalence between direct and indirect measures of psychological capital	13
	12
Understanding dark side personality at work: Distinguishing and reviewing nonlinear, interactive, differential, and reciprocal effects	12
Personnel selection as judgment and decision science: An introduction	11
Reviewer List	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
It's just (family) business: The impact of familial work experience on perceived qualification and hireability during the selection process	10
Attention To Detail and Cyber Skill: Associated Beyond General Intelligence in Cyber‐Soldier Conscripts	9
	9
A good thing takes time: The role of preparation time in asynchronous video interviews	9
Comparing Autistic and Neurotypical Responses to Conventional and Modified Questions in Algorithmically Scored Asynchronous Video Interviews: A Textual Analysis	9
Assessment of cognitive flexibility in personnel selection: Validity and acceptance of a gamified version of the Wisconsin Card Sorting Test	9
Should we extend the currency of cognitive ability test scores? Considerations from construct, equity, and psychometric perspectives in medical selection	9
Feedback environment: A meta‐analysis	8
Getting interested in interests for employee selection: Key concerns and areas for future research	8
Façade creation as a mediator of the influence of psychological contract breach on employee behaviors	8
Job seekers' attitudes toward cybervetting in China: Platform comparisons and relationships with social media posting habits and individual differences	7
Relations of personality factors and suitability ratings to Swedish military pilot education completion	7
A Bridge Too Far: Signalling Effects of Artificial Intelligence Evaluation of Job Interviews	7
Rating accuracy, leniency, and rater perceptions when using the RPM and BARS	7
Rule‐based versus feedback‐based coaching for situational judgment tests	7
Cross‐cultural differences in the use of the “?” Response category of the Job Descriptive Index: An application of the item response tree model	7
How much feedback do employees need? A field study of absolute feedback frequency reports and performance	7
Growth mindset of intelligence reduces counterproductive workplace behavior: A mediation analysis of occupational stress	7
Do you lose by doing more? How organizational citizenship behavior directed to the organization relates to career development	6
Issue Information	6
Gamifying a personality measure by converting it into a story: Convergence, incremental prediction, faking, and reactions	6
Multiple, speeded assessments: Initial evidence on subgroup differences and applicant perceptions	6
Issue Information	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
Playful personnel selection: The use of traditional versus game‐related personnel selection methods and their perception from the recruiters’ and applicants’ perspectives	6
Feeling safe at work: Development and validation of the Psychological Safety Inventory	5
How to deal with negative online employer reviews: An application of image repair theory	5
Beyond change: Personality‐environment alignment at work	5
The role of fear of negative evaluation in interview anxiety and social‐evaluative workplace anxiety	5
Reactions of applicants with disabilities to technology‐enabled recruitment and selection: A research agenda	5
Gendered competencies and gender composition: A human versus algorithm evaluator comparison	5
Ethnic‐based score differences and differential prediction of various cognitive and noncognitive admissions instruments in higher education	5
Faking by actual applicants on personality tests: A meta‐analysis of within‐subjects studies	5
Evaluating the Impact of Faking on the Criterion‐Related Validity of Personality Assessments	5
Better explaining the benefits why AI? Analyzing the impact of explaining the benefits of AI‐supported selection on applicant responses	5
Scene, not heard: Exploring the influence of socioeconomic status background cues in asynchronous video interviews	5
Using machine learning to model trace behavioral data from a game‐based assessment	4
	4
Reduction of faking with the use of a forced‐choice personality test: Cross‐cultural comparisons between South Korea and the United States	4
How does implicit aggressiveness translate into counterproductive work behaviors? The role of job satisfaction and workplace anger	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
Employer and employee perceptions of cybervetting as a selection method	4
	4
Bright sides of dark personality? A cross‐cultural study on the dark triad and work outcomes	4
Attention Control Measures Improve the Prediction of Performance in Navy Trainees	4
Does Design Matter? The (Limited) Effects of Six Asynchronous Video Interview Design Features on Impression Management, Reactions, and Evaluations	4
Issue Information	4

Personality development goals at work: Would a new assessment tool help?	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
Expanding conceptual understanding of interview anxiety and performance: Integrating cognitive, behavioral, and physiological features	3
Issue Information	3
Predictors of faking behavior on personality inventories in selection: Do indicators of the ability and motivation to fake predict faking?	3
Ethical leadership, perceived cultural inclusion, and job behaviors: A two‐sample study of mediation and moderation effects	3
Backlash for high self‐promotion at hiring depends on candidates' gender and age	3
The criterion‐related validity of conscientiousness in personnel selection: A meta‐analytic reality check	3
Selecting entrepreneurial employees using a person‐group fit perspective	3
Stop and start control at work: Differential validity of two types of self‐control for work behavior and emotion regulation	3
Where I am and who I am with: Contextual dynamics of personality in the prediction of work performance	3
Being busy, feeling poor: The scale development and validation of perceived time poverty	3
Can you crowdsource expertise? Comparing expert and crowd‐based scoring keys for three situational judgment tests	3
Reality or illusion: A qualitative study on interviewer job previews and applicant self‐presentation	3
Personality development goals at work: A new frontier in personality assessment in organizations	3
Notice	3
ChatGPT, can you take my job interview? Examining artificial intelligence cheating in the asynchronous video interview	3
Social media profiling: The influence of personal and professional social media content on hiring ratings	2
Issue Information	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
Comparing methods of measuring interest fit: A large prediction study with career choice satisfaction	2
	2
Exploring the role of interviewee cognitive capacities on impression management in face‐to‐face and virtual interviews	2
	2
	2
Using narratives and numbers in performance prediction: Attitudes, confidence, and validity	2
Toward Theory‐Based Volitional Personality Development Interventions at Work	2
Automatic identification of storytelling responses to past‐behavior interview questions via machine learning	2
Comparing Proctored and Unproctored Cognitive Ability Testing in High‐Stakes Personnel Selection	2
Persistence as a multidimensional construct: A new insight into the multidimensional persistence scale	2
Exploring the role of cognitive load in faking prevention using the dual task paradigm	2
Issue Information	2
Failure to replicate the basic dilution effect in performance prediction	1
Virtual reality assessments (VRAs): Exploring the reliability and validity of evaluations in VR	1
“The interviewer is a machine!” Investigating the effects of conventional and technology‐mediated interview methods on interviewee reactions and behavior	1
The need for “Considered Estimation” versus “Conservative Estimation” when ranking or comparing predictors of job performance	1
Issue Information	1
Faking resistance of a quasi‐ipsative RIASEC occupational interest measure	1
Issue Information	1
Applicant Perceptions of Selection Methods: Replicating and Extending Previous Research	1
Volitional Trait Change in Selection: It's About Time, but Also Degree and Perspective	1
Fostering metacognitive activities during job search: The Three Good Job Search Things intervention	1
	1
A head‐to‐head comparison of situational judgment tests and assessment centers for measuring and predicting the same performance dimensions	1
An updated survey of beliefs and practices related to faking in individual assessments	1
Factors leading to interview question decisions: Introducing the Model of Interviewer Question Preferences	1
Departures from linearity as evidence of applicant distortion on personality tests	1
Using game‐like animations of geometric shapes to simulate social interactions: An evaluation of group score differences	1
Does it matter whether others are working hard or hardly working? Effects of descriptive norms on attitudes to time theft at work	1
Issue Information	1
The resurrection of vocational interests in human resources research and practice: Evidence, challenges, and a working model	1
Is Anybody Watching Me? Effects of Information About Evaluators on Applicants' Use of Impression Management in Asynchronous Video Interviews	1
Spare me the details: How the type of information about automated interviews influences applicant reactions	1
The structured interview's resistance to gender discrimination under cognitive load	1
Can we playfully measure cognitive ability? Construct‐related validity and applicant reactions	1
Diversity and technology—Challenges for the next decade in personnel selection	1
Game‐based, gamified, and gamefully designed assessments for employee selection: Definitions, distinctions, design, and validation	1
Examining the situational antecedents of interview faking behavior: A qualitative study	1
Should DEI statements be included in faculty selection? Exploring legal, diversity, and validity issues	1
</Click to begin your digital interview>: Applicants' experiences with discrimination explain their reactions to algorithms in personnel selection	1
Why should interests not be a matter for HR only? Commentary on Wille and De Fruyt (2023)	1