International Journal of Selection and Assessment

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 2020-03-01 to 2024-03-01.)
ArticleCitations
Justice perceptions of artificial intelligence in selection62
Game‐based, gamified, and gamefully designed assessments for employee selection: Definitions, distinctions, design, and validation24
Abusive supervision, emotion regulation, and performance23
The procedural and interpersonal justice of automated application and resume screening22
Job seekers' attitudes toward cybervetting: Scale development, validation, and platform comparison19
Spare me the details: How the type of information about automated interviews influences applicant reactions17
Faking by actual applicants on personality tests: A meta‐analysis of within‐subjects studies17
Expanding conceptual understanding of interview anxiety and performance: Integrating cognitive, behavioral, and physiological features16
Cognitive ability in virtual reality: Validity evidence for VR game‐based assessments16
Fair play? Sex‐, age‐, and job‐related correlates of performance in a computer‐based simulation game15
A good thing takes time: The role of preparation time in asynchronous video interviews14
Analyzing discrimination in recruitment: A guide and best practices for resume studies14
Is a cover letter still needed? Using LIWC to predict application success13
Assessment of cognitive flexibility in personnel selection: Validity and acceptance of a gamified version of the Wisconsin Card Sorting Test13
Individual differences at play: An investigation into measuring Big Five personality facets with game‐based assessments12
Using machine learning to model trace behavioral data from a game‐based assessment12
The use of technology‐mediated interviews and their perception from the organization's point of view12
How asynchronous video interviews are used in practice: A study of an Australian‐based AVI vendor11
Gamifying a personality measure by converting it into a story: Convergence, incremental prediction, faking, and reactions11
Virtual reality assessments (VRAs): Exploring the reliability and validity of evaluations in VR10
Willingness to fake: Examining the impact of competitive climate and hiring situations10
Can explanations improve applicant reactions towards gamified assessment methods?9
Feedback environment: A meta‐analysis9
The Decent Work Questionnaire: Psychometric properties of the Italian version9
Illustrating a narrative: A test of game elements in game‐like personality assessment8
Should research experience be used for selection into graduate school: A discussion and meta‐analytic synthesis of the available evidence8
The relationship between cognitive ability and personality scores in selection situations: A meta‐analysis8
A theoretical model of cross‐cultural impression management in employment interviews8
The role of fear of negative evaluation in interview anxiety and social‐evaluative workplace anxiety8
Older workers and poor performance: Examining the association of age stereotypes with expected work performance quality7
Preselection in the digital age: A comparison of perceptions of asynchronous video interviews with online tests and online application documents in a simulation context7
Organizational trust among job seekers: The role of information‐seeking and reciprocation wariness7
Thou Shalt not Lie! Exploring and testing countermeasures against faking intentions and faking in selection interviews7
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 tests7
How do applicants fake? A response process model of faking on multidimensional forced‐choice personality assessments7
Prepared to fake? The relationship between applicants’ job interview preparation and faking7
A meta‐analysis of change in applicants' perceptions of fairness6
A review of online reactions to game‐based assessment mobile applications6
How much feedback do employees need? A field study of absolute feedback frequency reports and performance6
Better explaining the benefits why AI? Analyzing the impact of explaining the benefits of AI‐supported selection on applicant responses6
Introducing a supervised alternative to forced‐choice personality scoring: A test of validity and resistance to faking6
Bright sides of dark personality? A cross‐cultural study on the dark triad and work outcomes6
LinkedIn‐based assessments of applicant personality, cognitive ability, and likelihood of organizational citizenship behaviors: Comparing self‐, other‐, and language‐based automated ratings6
Understanding, detecting, and deterring faking on interest inventories5
Individual differences in effective interview design: Factors affecting question choice5
A Latent State‐Trait analysis of global self‐esteem: A reconsideration of its state‐like component in an organizational setting5
Once the best student always the best student? Predicting graduate study success using undergraduate academic indicators: Evidence from research masters’ programs in the Netherlands5
Ethical leadership, perceived cultural inclusion, and job behaviors: A two‐sample study of mediation and moderation effects5
Backlash for high self‐promotion at hiring depends on candidates' gender and age5
Structuring social media assessments in employee selection5
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