International Journal of Selection and Assessment

Papers
(The median citation count of International Journal of Selection and Assessment is 2. 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 2021-08-01 to 2025-08-01.)
ArticleCitations
Psychometric properties of the Cultural Intelligence Scale based on item response theory49
Introducing a supervised alternative to forced‐choice personality scoring: A test of validity and resistance to faking29
Tell Me More! Examining the Benefits of Adding Structured Probing in Asynchronous Video Interviews27
Are Games Always Fun and Fair? A Comparison of Reactions to Different Game‐Based Assessments25
Train driver selection: The impact of cognitive ability on train driving performance22
WEIRDness abounds! Sample characteristics, restricted variance, and why they matter for international selection and assessment research21
Do situational characteristics affect the validity of personality situational judgment items?20
Thou Shalt not Lie! Exploring and testing countermeasures against faking intentions and faking in selection interviews19
Faking good and bad on self‐reports versus informant‐reports of Dark Triad personality18
Issue Information18
Validation of the Croatian version of the short form of the Burnout Assessment Tool: Findings from a nationally representative sample18
Individual differences at play: An investigation into measuring Big Five personality facets with game‐based assessments18
All Your Base Are Belong to Us: The Urgent Reality of Unproctored Testing in the Age of LLMs18
Can ChatGPT Outperform Humans in Faking a Personality Assessment While Avoiding Detection?17
A Consideration of Immediate and Long‐Term Consequences of Generative AI Usage in Selection17
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Apples, oranges, and ironing boards: Comparative effect sizes influence lay impressions of test validity15
Response to a crisis and applicant attraction: Signaling employer brand personality and organizational trust through warm and competent COVID‐19 responses14
Equivalence between direct and indirect measures of psychological capital13
The role of intent to harm in workplace aggression13
Understanding dark side personality at work: Distinguishing and reviewing nonlinear, interactive, differential, and reciprocal effects12
Testing the value of expert insight: Comparing local versus general expert judgment models12
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Reviewer List11
Political advantage? Considering the Political Skill of raters10
It's just (family) business: The impact of familial work experience on perceived qualification and hireability during the selection process10
A good thing takes time: The role of preparation time in asynchronous video interviews10
Façade creation as a mediator of the influence of psychological contract breach on employee behaviors9
Assessment of cognitive flexibility in personnel selection: Validity and acceptance of a gamified version of the Wisconsin Card Sorting Test9
Comparing Autistic and Neurotypical Responses to Conventional and Modified Questions in Algorithmically Scored Asynchronous Video Interviews: A Textual Analysis9
Feedback environment: A meta‐analysis9
Should we extend the currency of cognitive ability test scores? Considerations from construct, equity, and psychometric perspectives in medical selection9
Personnel selection as judgment and decision science: An introduction9
Getting interested in interests for employee selection: Key concerns and areas for future research9
Scoring the Big Five for longitudinally assessed academic achievement predictiveness: Manifest, correlated‐factors model, and bifactor modeling across multiple contexts9
Cross‐cultural differences in the use of the “?” Response category of the Job Descriptive Index: An application of the item response tree model8
Attention To Detail and Cyber Skill: Associated Beyond General Intelligence in Cyber‐Soldier Conscripts8
Job seekers' attitudes toward cybervetting in China: Platform comparisons and relationships with social media posting habits and individual differences8
A Bridge Too Far: Signalling Effects of Artificial Intelligence Evaluation of Job Interviews8
Playful personnel selection: The use of traditional versus game‐related personnel selection methods and their perception from the recruiters’ and applicants’ perspectives8
Relations of personality factors and suitability ratings to Swedish military pilot education completion7
How much feedback do employees need? A field study of absolute feedback frequency reports and performance7
Moderators of sex‐ and race‐based subgroup differences in assessment center ratings: A meta‐analysis7
Gamifying a personality measure by converting it into a story: Convergence, incremental prediction, faking, and reactions7
Growth mindset of intelligence reduces counterproductive workplace behavior: A mediation analysis of occupational stress7
Rating accuracy, leniency, and rater perceptions when using the RPM and BARS7
Feeling safe at work: Development and validation of the Psychological Safety Inventory6
Automatic scoring of speeded interpersonal assessment center exercises via machine learning: Initial psychometric evidence and practical guidelines6
Multiple, speeded assessments: Initial evidence on subgroup differences and applicant perceptions6
Using machine learning to model trace behavioral data from a game‐based assessment6
Better explaining the benefits why AI? Analyzing the impact of explaining the benefits of AI‐supported selection on applicant responses6
Issue Information6
Reactions of applicants with disabilities to technology‐enabled recruitment and selection: A research agenda6
Scene, not heard: Exploring the influence of socioeconomic status background cues in asynchronous video interviews6
How to deal with negative online employer reviews: An application of image repair theory6
Beyond change: Personality‐environment alignment at work6
Do you lose by doing more? How organizational citizenship behavior directed to the organization relates to career development6
The role of fear of negative evaluation in interview anxiety and social‐evaluative workplace anxiety6
Issue Information6
Gendered competencies and gender composition: A human versus algorithm evaluator comparison6
Evaluating the Impact of Faking on the Criterion‐Related Validity of Personality Assessments5
Personality development goals at work: Would a new assessment tool help?5
Issue Information5
Issues in Contrasting Conservative and Considered Estimation: A Reply to Bobko et al. (2024)5
Does Design Matter? The (Limited) Effects of Six Asynchronous Video Interview Design Features on Impression Management, Reactions, and Evaluations5
Ethnic‐based score differences and differential prediction of various cognitive and noncognitive admissions instruments in higher education5
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Does media richness influence job applicants' experience in asynchronous video interviews? Examining social presence, impression management, anxiety, and performance5
The influence of situational strength on the relation of personality and situational judgment test performance4
Backlash for high self‐promotion at hiring depends on candidates' gender and age4
Can you crowdsource expertise? Comparing expert and crowd‐based scoring keys for three situational judgment tests4
Reality or illusion: A qualitative study on interviewer job previews and applicant self‐presentation4
Employer and employee perceptions of cybervetting as a selection method4
Reduction of faking with the use of a forced‐choice personality test: Cross‐cultural comparisons between South Korea and the United States4
Stop and start control at work: Differential validity of two types of self‐control for work behavior and emotion regulation4
The criterion‐related validity of conscientiousness in personnel selection: A meta‐analytic reality check4
ChatGPT, can you take my job interview? Examining artificial intelligence cheating in the asynchronous video interview4
Notice4
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Once the best student always the best student? Predicting graduate study success using undergraduate academic indicators: Evidence from research masters’ programs in the Netherlands4
Attention Control Measures Improve the Prediction of Performance in Navy Trainees4
Being busy, feeling poor: The scale development and validation of perceived time poverty4
Selecting entrepreneurial employees using a person‐group fit perspective4
Bright sides of dark personality? A cross‐cultural study on the dark triad and work outcomes4
Where I am and who I am with: Contextual dynamics of personality in the prediction of work performance3
Exploring the role of interviewee cognitive capacities on impression management in face‐to‐face and virtual interviews3
Issue Information3
Personality development goals at work: A new frontier in personality assessment in organizations3
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Toward Theory‐Based Volitional Personality Development Interventions at Work3
Ethical leadership, perceived cultural inclusion, and job behaviors: A two‐sample study of mediation and moderation effects3
Issue Information3
Automatic identification of storytelling responses to past‐behavior interview questions via machine learning3
Social media profiling: The influence of personal and professional social media content on hiring ratings3
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Virtual reality assessments (VRAs): Exploring the reliability and validity of evaluations in VR2
The structured interview's resistance to gender discrimination under cognitive load2
Factors leading to interview question decisions: Introducing the Model of Interviewer Question Preferences2
Comparing Proctored and Unproctored Cognitive Ability Testing in High‐Stakes Personnel Selection2
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The need for “Considered Estimation” versus “Conservative Estimation” when ranking or comparing predictors of job performance2
Comparing methods of measuring interest fit: A large prediction study with career choice satisfaction2
A head‐to‐head comparison of situational judgment tests and assessment centers for measuring and predicting the same performance dimensions2
Does understanding what a test measures make a difference? On the relevance of the ability to identify criteria for situational judgment test performance2
Issue Information2
Persistence as a multidimensional construct: A new insight into the multidimensional persistence scale2
Game‐based, gamified, and gamefully designed assessments for employee selection: Definitions, distinctions, design, and validation2
Can we playfully measure cognitive ability? Construct‐related validity and applicant reactions2
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Exploring the role of cognitive load in faking prevention using the dual task paradigm2
Issue Information2
Using narratives and numbers in performance prediction: Attitudes, confidence, and validity2
“The interviewer is a machine!” Investigating the effects of conventional and technology‐mediated interview methods on interviewee reactions and behavior2
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