Book Section Causal Inference in HR Analytics with Directed Acyclic Graphs A European Perspective on Psychometric Measurement Technology We're doing better than you might think: a large scale demonstration of assessment centre convergent and discriminant validity Article HR Analytics: An emerging field finding its place in the world alongside simmering ethical challenges. Can faking be measured with dedicated validity scales? Within-Subject Trifactor Mixture Modeling applied to BIDR responses Can HR adapt to the paradoxes of artificial intelligence?
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The Interaction Between Conscientiousness and General Mental Ability: Support for a Compensatory Interaction in Task Performance Robots are judging me: Perceived fairness of algorithmic recruitment tools Strategic Workforce Planning in Dynamic Business Environments Forced-Choice Assessment of Work-Related Maladaptive Personality Traits: Preliminary Evidence From an Application of Thurstonian Item Response Modeling Reconsidering cluster bias in multilevel data: A Monte Carlo comparison of free and constrained baseline approaches Placing Job Characteristics in Context: Cross-Temporal Meta-Analysis of Changes in Job Characteristics Since 1975 Relationships between two dimensions of employee perfectionism, postwork cognitive processing, and work day functioning On Designing Construct Driven Situational Judgment Tests: Some Preliminary Recommendations The Internal Structure of Situational Judgment Tests Reflects Candidate Main Effects: Not Dimensions or Situations The importance of isomorphism for conclusions about homology: A Bayesian multilevel structural equation modeling approach with ordinal indicators I-Os in the vanguard of big data analytics and privacy The Hierarchical Structure of Work-Related Maladaptive Personality Traits Are predictions based on situational judgement tests precise enough for feedback in leadership development? Low Fidelity Simulations The Consequences of Ignoring Measurement Invariance for Path Coefficients in Structural Equation Models Focal Article: Maladaptive Personality at Work: Exploring the Darkness. The work-related acceptance and action questionnaire (WAAQ): Initial psychometric findings and their implications for measuring psychological flexibility in specific contexts More than a Mirage: An Assessment Center with More Dimension Variance than Exercise Variance. The NEO-PI-R: Factor structure and gender invariance from exploratory structural equation modelling analyses in a high-stakes setting Evidence for the validity of dimensions in the presence of rater source factors. Preliminary psychometric properties of the Acceptance and Action Questionnaire – II: A revised measure of psychological flexibility and acceptance. Can subject matter experts' ratings of statement extremity be used to streamline the development of unidimensional pairwise preference scales? Formal development opportunities and withdrawal behaviors by employees in small and medium-sized enterprises Measuring stress reaction style: A construct validity investigation Can the discretionary nature of certain criteria lead to differential prediction across cultural groups? The Suitability of Goldberg’s Big Five Personality Markers in New Zealand: A Dimensionality, Bias, and Criterion Validity Evaluation Ethnic Differences in Cognitive Ability in a New Zealand Applicant Sample.
Report The Business Case for AI in HR: With Insights and Tips on Getting Started Ethical Dilemmas in HR Analytics: Perspectives from the Global Workforce Employee Privacy Preferences in the World's Major Economies
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