OOIR: Observatory of International Research

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 2022-06-01 to 2026-06-01.)

Article	Citations
The Validity of Single‐Response Situational Judgment Tests: A Nomological Network Meta‐Analysis	35
Tell Me More! Examining the Benefits of Adding Structured Probing in Asynchronous Video Interviews	28
Linking Strengths‐Based Supervisor Feedback to Job Crafting: The Moderating Role of Self‐Efficacy	25
Psychometric properties of the Cultural Intelligence Scale based on item response theory	24
Are Games Always Fun and Fair? A Comparison of Reactions to Different Game‐Based Assessments	23
Transparency and Trust in Simple Algorithmic Hiring Procedures	20
Candidate Generative AI Use in Pre‐Hire Employment Assessments: Self‐Reported Incidence and the Impact of Warnings	20
A Quantitative Analysis of 21st Century Skills: A Case of Semantic and Psychometric Overlap	18
Do situational characteristics affect the validity of personality situational judgment items?	18
Selection in the Operational Domain Requires More Than Grades: High School Marks do not Identify High‐Flyers	17
WEIRDness abounds! Sample characteristics, restricted variance, and why they matter for international selection and assessment research	16
What Draws Potential Applicants Towards an Organization? The Importance of Employer Brand Process Attributes and Applicants' Job Search Metacognitive Activities	15
Train driver selection: The impact of cognitive ability on train driving performance	15
Subclinical Versus Clinical Assessment in the Workplace: Evidence Against Equating Performance Risks With Abnormal Personality	15
Utilizing Big Data Technologies in Employee Selection: A Systematic Literature Review	13
A Consideration of Immediate and Long‐Term Consequences of Generative AI Usage in Selection	13
Issue Information	13
Can ChatGPT Outperform Humans in Faking a Personality Assessment While Avoiding Detection?	12
All Your Base Are Belong to Us: The Urgent Reality of Unproctored Testing in the Age of LLMs	12
Validation of the Croatian version of the short form of the Burnout Assessment Tool: Findings from a nationally representative sample	12
Thou Shalt not Lie! Exploring and testing countermeasures against faking intentions and faking in selection interviews	11
	11
Faking good and bad on self‐reports versus informant‐reports of Dark Triad personality	11
The role of intent to harm in workplace aggression	11
Does It Matter Which Subtests We Use to Measure General Cognitive Ability? Group Differences Across Test Composites	10

Response to a crisis and applicant attraction: Signaling employer brand personality and organizational trust through warm and competent COVID‐19 responses	10
Equivalence between direct and indirect measures of psychological capital	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
	9
Comparing Autistic and Neurotypical Responses to Conventional and Modified Questions in Algorithmically Scored Asynchronous Video Interviews: A Textual Analysis	9
Political advantage? Considering the Political Skill of raters	9
Understanding dark side personality at work: Distinguishing and reviewing nonlinear, interactive, differential, and reciprocal effects	9
Scoring the Big Five for longitudinally assessed academic achievement predictiveness: Manifest, correlated‐factors model, and bifactor modeling across multiple contexts	9
Reviewer List	9
Should we extend the currency of cognitive ability test scores? Considerations from construct, equity, and psychometric perspectives in medical selection	8
A Bridge Too Far: Signalling Effects of Artificial Intelligence Evaluation of Job Interviews	8
Getting interested in interests for employee selection: Key concerns and areas for future research	8
Development of a Competency Model for Autistic Employment	8
Attention To Detail and Cyber Skill: Associated Beyond General Intelligence in Cyber‐Soldier Conscripts	8
From Forbid to Reimagine: Employer Strategies for Responding to Candidate GenAI Use in Assessment	8
Rating accuracy, leniency, and rater perceptions when using the RPM and BARS	7
Cross‐cultural differences in the use of the “?” Response category of the Job Descriptive Index: An application of the item response tree model	7
Playful personnel selection: The use of traditional versus game‐related personnel selection methods and their perception from the recruiters’ and applicants’ perspectives	7
It's All Relative: Degree, Causes, and Impact of Ipsativity on Forced‐Choice Personality Tests	7
Relations of personality factors and suitability ratings to Swedish military pilot education completion	7
Why Personnel Selection Should Target Job Performance AND Well‐Being	7
High Expectations, Higher Stakes? Changes in Organizational Attractiveness After Receiving a Rejection Letter	7
Job seekers' attitudes toward cybervetting in China: Platform comparisons and relationships with social media posting habits and individual differences	7
Issue Information	7
Knowing How Personnel Selection Algorithms Compare With Human Recruiters Influences Their Perceived Trustworthiness	6
Issue Information	6
Issue Information	6
Automatic scoring of speeded interpersonal assessment center exercises via machine learning: Initial psychometric evidence and practical guidelines	5
Situation Descriptions in Situational Judgment Tests: A Matter of Including Trait‐Relevant Situational Cues?	5
Evaluating the Impact of Faking on the Criterion‐Related Validity of Personality Assessments	5
Reactions of applicants with disabilities to technology‐enabled recruitment and selection: A research agenda	5
Scene, not heard: Exploring the influence of socioeconomic status background cues in asynchronous video interviews	5
Multiple, speeded assessments: Initial evidence on subgroup differences and applicant perceptions	5
Ethnic‐based score differences and differential prediction of various cognitive and noncognitive admissions instruments in higher education	5
Issues in Contrasting Conservative and Considered Estimation: A Reply to Bobko et al. (2024)	5
Cyber‐Vetted Behind the Smokescreen: The Evaluations of Cigarette and Cannabis Smokers in Hiring	5
Feeling safe at work: Development and validation of the Psychological Safety Inventory	5
Moderators of sex‐ and race‐based subgroup differences in assessment center ratings: A meta‐analysis	5
Gendered competencies and gender composition: A human versus algorithm evaluator comparison	5
How to deal with negative online employer reviews: An application of image repair theory	5