OOIR: Observatory of International Research

Papers

(The TQCC of International Journal of Selection and Assessment is 5. 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
Virtual reality assessments (VRAs): Exploring the reliability and validity of evaluations in VR	14
The role of fear of negative evaluation in interview anxiety and social‐evaluative workplace anxiety	14
Using machine learning to model trace behavioral data from a game‐based assessment	13
Feedback environment: A meta‐analysis	12
Individual differences at play: An investigation into measuring Big Five personality facets with game‐based assessments	12
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
Can explanations improve applicant reactions towards gamified assessment methods?	11
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
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
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
A theoretical model of cross‐cultural impression management in employment interviews	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
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
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