References


Arthur, W., Day, E. A., McNelly, T. L., & Edens, P. S. (2003). A meta-analysis of the criterion-related validity of assessment center dimensions. Personnel Psychology, 56, 125-154.


Ashton, M. C. (1998). Personality and job performance: The importance of narrow traits. Journal of Organizational Behavior, 19, 289-303.


Bycio, P., Alvares, K. M., Hahn, J. (1987). Situational Specificity in Assessment Center Rating: A Confirmatory Factor Analysis. Journal of Applied Psychology, 72, 463-474.


Cheung, F. M., Fan, W. Q., & Yao, D. J. (2012). Chinese personality and vocational behavior. In X. Huang, & M. H. Bond. (Eds.). The Handbook of Chinese Organizational Behavior: Integrating Theory, Research, and Practice (pp. 359-379). Cheltenham, UK: Edward Elgar.


Cheung, F. M., Van de Vijver, F. J. R., & Leong, F. T. L. (2011). Toward a new approach to the study of personality in culture. American Psychologist, 66 (7), 593-603.


Cheung, F. M., Fan, W. Q., & To, C. W. W. (2008). The CPAI as a culturally relevant personality measure in applied settings. Social & Personality Psychology Compass, 2(1), 74-89. http://www.blackwell-synergy.com/doi/full/10.1111/j.1751-9004.2007.00045.x


Cheung, F. M., Cheung, S. F., Zhang, J. X., Leung, K., Leong, F. T. L., & Yeh, K. H. (2008). Relevance of openness as a personality dimension in Chinese culture. Journal of Cross-cultural Psychology, 39, 81-108.


Cheung, F. M., Leung, K., Fan, R., Song, W.Z., Zhang, J. X., & Zhang, J.P. (1996). Development of the Chinese Personality Assessment Inventory (CPAI). Journal of Cross-cultural Psychology, 27, 181-199.


Cohen, R. J., & Swerdlik, M. E. (2005). Psychological Testing and Assessment: An Introduction to Testing and Measurement (6th ed.). McGaw-Hill: New York.


Cunningham, M. R., Wong, D. T., & Barbee, A. P. (1994). Self-presentation dynamics on overt integrity tests: Experiemental studies of the Reid Report. Journal of Applied Psychology, 79, 643-658.


Dayan, K., Kasten, R., & Fox, S. (2002). Entry-level police candidate assessment center: An efficient tool or a hammer to kill a fly? Personnel Psychology, 55, 827-849.


Gatewood, R. D., Feild, H. S., & Barrick, M. (2008). Human Resource Selection (6th ed.). Thomson South-Western.


Gaugler, B. B., Rosenthal, D. B., Thornton, G. C., III, & Bentson, C. (1987). Meta-analysis of assessment center validity. Journal of Applied Psychology, 72, 493-511.


Goldstein, I. L., & Ford, J. K. (2002). Training in Organizations (4th ed.). Wadsworth Thomson Learning.


Hunter, J. E., & Hunter, R. F. (1984). Validity and utility of alternative predictions of job performance. Psychological Bulletin, 96, 72-98.


Van Iddekinge, C. H., Roth, P. L., Raymark, P. H., & Odle-Dusseau, H. N. (2012a). The Criterion-Related Validity of Integrity Tests: An Updated Meta-Analysis. Journal of Applied Psychology, 97, 499-530.


Lance, C. E., Foster, M. R., Gentry, W. A., & Thoresen, J. D. (2004). Assessor cognitive processes in an operational assessment center. Journal of Applied Psychology, 89, 22-35.


Macan, T. H., Avedon, M. J., Paese, M., & Smith, D. E. (1994). The effects of applicants' reactions to cognitive ability tests and an assessment center. Personnel Psychology, 47, 715-738.


Morrow, C. C., Jarrett, M. Q., & Rupinski, M. T. (1997). An investigation of the effect and economic utility of corporate-wide training. Personnel Psychology, 50, 91-119.


Ones, D. S., & Viswesvaran, C. (1998). Gender, ages, and race differences on overt integrity tests: Results across four large-scale job applicant data sets. Journal of Applied Psychology, 83, 35-42.


Ones, D. S., Viswesvaran, C., & Schmidt, F. L. (1993). Comprehensive meta-analysis of integrity test validates: Findings and implications for personnel selection and theories of job performance. Journal of Applied Psychology, 78, 679–703.


Sackett, P. R., & Dreher, G. F., (1982). Constructs and Assessment Center Dimensions: Some Troubling Empirical Findings. Journal of Applied Psychology, 67, 401-410.


Schmidt, F. L. (2002). The role of general cognitive ability and job performance: Why there cannot be a debate. Human Performance, 15, 187-210.


Schmidt, F. L., & Hunter, J. E. (1998). The validity and utility of selection methods in personnel psychology. Practical and theoretical implications of 85 years of research findings. Psychological Bulletin, 124, 262-274


Spector, P. E. (2006). Industrial and organizational psychology, research and practice (pp. 295). Hoboken: John Wiley & Sons.


Taft, R. (1959). Multiple methods of personality assessment. Psychological Bulletin, 56, 333-352.


Taylor, P. J. & O'Driscoll, M. P. (1995). Structured Employment Interviewing. Brookfield, Vt., USA: Gower.


Townsend, R. J., Bacigalupi, S. C., & Blackman, M. C. (2007). The accuracy of lay integrity assessments in simulated employment interviews. Journal of Research in Personality, 41, 540-557.


Van Hein, J. L., Kramer, J. J., & Hein, M. (2007). The Validity of the Reid Report for Selection of Corrections Staff. Public Personnel Management, 36, 269-280.


www.siop.org


Testing and Assessment: An Employer's Guide to Good Practices (O*Net). http://www.onetcenter.org/dl_files/empTestAsse.pdf