about
Predicting cross-cultural training performance: the validity of personality, cognitive ability, and dimensions measured by an assessment center and a behavior description interviewA cautionary note on the effects of range restriction on predictor intercorrelations.Trying to understand the different pieces of the construct validity puzzle of assessment centers: an examination of assessor and assessee effects.Large-scale investigation of the role of trait activation theory for understanding assessment center convergent and discriminant validity.Dimension and exercise variance in assessment center scores: a large-scale evaluation of multitrait-multimethod studies.Revised estimates of dimension and exercise variance components in assessment center postexercise dimension ratings.The predictive validity of selection for entry into postgraduate training in general practice: evidence from three longitudinal studies.Future directions in personality, occupational and medical selection: myths, misunderstandings, measurement, and suggestions.Individual differences and their measurement: A review of 100 years of research.Widening access in selection using situational judgement tests: evidence from the UKCAT.The effects of predictor method factors on selection outcomes: A modular approach to personnel selection procedures.Do candidate reactions relate to job performance or affect criterion-related validity? A multistudy investigation of relations among reactions, selection test scores, and job performance.Situational judgment tests as a new tool for dental student selection.Medical students' personality characteristics and academic performance: a five-factor model perspective.Designing Pareto-optimal selection systems: formalizing the decisions required for selection system development.The image of psychology programs: the value of the instrumental-symbolic framework.The validity of interpersonal skills assessment via situational judgment tests for predicting academic success and job performance.Response distortion on personality tests in applicants: comparing high-stakes to low-stakes medical settings.Actions speak louder than words: Outsiders' perceptions of diversity mixed messages.Diversity in medical school admission: insights from personnel recruitment and selection.Emotional intelligence predicts success in medical school.A closer look at the frame-of-reference effect in personality scale scores and validity.An examination of psychometric bias due to retesting on cognitive ability tests in selection settings.The validity and incremental validity of knowledge tests, low-fidelity simulations, and high-fidelity simulations for predicting job performance in advanced-level high-stakes selection.The interplay of elicitation and evaluation of trait-expressive behavior: Evidence in assessment center exercises.Combining predictors to achieve optimal trade-offs between selection quality and adverse impact.Situational judgment tests in high-stakes settings: issues and strategies with generating alternate forms.How "situational" is judgment in situational judgment tests?Can training improve the quality of inferences made by raters in competency modeling? A quasi-experiment.Assessor training strategies and their effects on accuracy, interrater reliability, and discriminant validity.Video-based versus written situational judgment tests: a comparison in terms of predictive validity.Predicting adverse impact and mean criterion performance in multistage selection.Admission systems to dental school in Europe: a closer look at Flanders.Lack of consensus among competency ratings of the same occupation: noise or substance?The operational validity of a video-based situational judgment test for medical college admissions: illustrating the importance of matching predictor and criterion construct domains.Personality scale validities increase throughout medical school.Differences between multimedia and text-based assessments of emotion management: An exploration with the multimedia emotion management assessment (MEMA).Tapping the grapevine: a closer look at word-of-mouth as a recruitment source.Validity evidence for the situational judgment test paradigm in emotional intelligence measurement.Personnel selection.
P50
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P50
description
hulumtues
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հետազոտող
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Filip Lievens
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Filip Lievens
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Filip Lievens
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Filip Lievens
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Filip Lievens
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type
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Filip Lievens
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Filip Lievens
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Filip Lievens
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Filip Lievens
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Filip Lievens
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Filip Lievens
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Filip Lievens
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Filip Lievens
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Filip Lievens
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P106
P21
P31
P496
0000-0002-9487-5187
P569
2000-01-01T00:00:00Z