OOIR: Observatory of International Research

Papers

(The TQCC of International Journal of Selection and Assessment is 6. 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
WEIRDness abounds! Sample characteristics, restricted variance, and why they matter for international selection and assessment research	19
Selection in the Operational Domain Requires More Than Grades: High School Marks do not Identify High‐Flyers	19
Do situational characteristics affect the validity of personality situational judgment items?	16
Issue Information	15
All Your Base Are Belong to Us: The Urgent Reality of Unproctored Testing in the Age of LLMs	15
A Consideration of Immediate and Long‐Term Consequences of Generative AI Usage in Selection	15
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
Can ChatGPT Outperform Humans in Faking a Personality Assessment While Avoiding Detection?	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
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
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
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
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
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
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
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
Beyond change: Personality‐environment alignment at work	6