OOIR: Observatory of International Research

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 2021-11-01 to 2025-11-01.)

Article	Citations
Psychometric properties of the Cultural Intelligence Scale based on item response theory	55
The Validity of Single‐Response Situational Judgment Tests: A Nomological Network Meta‐Analysis	30
Tell Me More! Examining the Benefits of Adding Structured Probing in Asynchronous Video Interviews	27
Linking Strengths‐Based Supervisor Feedback to Job Crafting: The Moderating Role of Self‐Efficacy	23
WEIRDness abounds! Sample characteristics, restricted variance, and why they matter for international selection and assessment research	23
Are Games Always Fun and Fair? A Comparison of Reactions to Different Game‐Based Assessments	23
Do situational characteristics affect the validity of personality situational judgment items?	22
Train driver selection: The impact of cognitive ability on train driving performance	21
Issue Information	20
Selection in the Operational Domain Requires More Than Grades: High School Marks do not Identify High‐Flyers	20
Can ChatGPT Outperform Humans in Faking a Personality Assessment While Avoiding Detection?	19
A Consideration of Immediate and Long‐Term Consequences of Generative AI Usage in Selection	19
Validation of the Croatian version of the short form of the Burnout Assessment Tool: Findings from a nationally representative sample	17
All Your Base Are Belong to Us: The Urgent Reality of Unproctored Testing in the Age of LLMs	15
Thou Shalt not Lie! Exploring and testing countermeasures against faking intentions and faking in selection interviews	15
Faking good and bad on self‐reports versus informant‐reports of Dark Triad personality	14
Individual differences at play: An investigation into measuring Big Five personality facets with game‐based assessments	14
Apples, oranges, and ironing boards: Comparative effect sizes influence lay impressions of test validity	12
Equivalence between direct and indirect measures of psychological capital	12
	12
The role of intent to harm in workplace aggression	12
Testing the value of expert insight: Comparing local versus general expert judgment models	11
Understanding dark side personality at work: Distinguishing and reviewing nonlinear, interactive, differential, and reciprocal effects	11
Response to a crisis and applicant attraction: Signaling employer brand personality and organizational trust through warm and competent COVID‐19 responses	11
	10

Does It Matter Which Subtests We Use to Measure General Cognitive Ability? Group Differences Across Test Composites	10
It's just (family) business: The impact of familial work experience on perceived qualification and hireability during the selection process	9
Personnel selection as judgment and decision science: An introduction	9
Scoring the Big Five for longitudinally assessed academic achievement predictiveness: Manifest, correlated‐factors model, and bifactor modeling across multiple contexts	9
Political advantage? Considering the Political Skill of raters	9
Reviewer List	9
Comparing Autistic and Neurotypical Responses to Conventional and Modified Questions in Algorithmically Scored Asynchronous Video Interviews: A Textual Analysis	9
Cross‐cultural differences in the use of the “?” Response category of the Job Descriptive Index: An application of the item response tree model	8
Attention To Detail and Cyber Skill: Associated Beyond General Intelligence in Cyber‐Soldier Conscripts	8
Should we extend the currency of cognitive ability test scores? Considerations from construct, equity, and psychometric perspectives in medical selection	8
Assessment of cognitive flexibility in personnel selection: Validity and acceptance of a gamified version of the Wisconsin Card Sorting Test	8
Façade creation as a mediator of the influence of psychological contract breach on employee behaviors	8
Getting interested in interests for employee selection: Key concerns and areas for future research	8
A Bridge Too Far: Signalling Effects of Artificial Intelligence Evaluation of Job Interviews	8
Relations of personality factors and suitability ratings to Swedish military pilot education completion	7
Multiple, speeded assessments: Initial evidence on subgroup differences and applicant perceptions	7
Knowing How Personnel Selection Algorithms Compare With Human Recruiters Influences Their Perceived Trustworthiness	7
Playful personnel selection: The use of traditional versus game‐related personnel selection methods and their perception from the recruiters’ and applicants’ perspectives	7
Gamifying a personality measure by converting it into a story: Convergence, incremental prediction, faking, and reactions	7
Issue Information	7
Rating accuracy, leniency, and rater perceptions when using the RPM and BARS	7
Job seekers' attitudes toward cybervetting in China: Platform comparisons and relationships with social media posting habits and individual differences	7
Feeling safe at work: Development and validation of the Psychological Safety Inventory	7
Moderators of sex‐ and race‐based subgroup differences in assessment center ratings: A meta‐analysis	7
Ethnic‐based score differences and differential prediction of various cognitive and noncognitive admissions instruments in higher education	6
The role of fear of negative evaluation in interview anxiety and social‐evaluative workplace anxiety	6
How to deal with negative online employer reviews: An application of image repair theory	6
Using machine learning to model trace behavioral data from a game‐based assessment	6
Beyond change: Personality‐environment alignment at work	6
Issues in Contrasting Conservative and Considered Estimation: A Reply to Bobko et al. (2024)	6
Reactions of applicants with disabilities to technology‐enabled recruitment and selection: A research agenda	6
Automatic scoring of speeded interpersonal assessment center exercises via machine learning: Initial psychometric evidence and practical guidelines	6
Better explaining the benefits why AI? Analyzing the impact of explaining the benefits of AI‐supported selection on applicant responses	6
Issue Information	6
Scene, not heard: Exploring the influence of socioeconomic status background cues in asynchronous video interviews	6
Cyber‐Vetted Behind the Smokescreen: The Evaluations of Cigarette and Cannabis Smokers in Hiring	6