International Journal of Selection and Assessment

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 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
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
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
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
16
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
The role of intent to harm in workplace aggression13
Equivalence between direct and indirect measures of psychological capital13
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
Reviewer List11
11
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
Political advantage? Considering the Political Skill of raters10
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
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
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
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
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
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
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
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
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