Volume 1: Key Theoretical Issues and Concerns in ESPM
|Editorial Introductory Chapter: Employee selection and performance management in overview.
Ute R. H lsheger, Neil Anderson, Liselore Havermans, & Jesus F. Salgado.
Part 1: Fundamentals of Employee Selection and Performance Measurement
||Landy, F. J., & Farr, J. L.
|When your top choice turns you down: The effect of rejected offers on the utility of selection tests
||Murphy, K. M.
|The people make the place
Part 2: Selection Practices and Links to Human Resource Management
|The perceived fairness of selection systems: An organizational justice perspective
||Gilliland, S. W.
|Fairness reactions to personnel selection techniques in France and the United States
||Steiner, D. D., & Gilliland, S. W.
|An international look at selection practices: Nation and culture as explanations for variability in practice
||Ryan, A. M., McFarland, L., Baron, H., & Page, R.
Part 3: Meta-analysis and Validity Generalization
|Development of a general solution to the problem of validity generalization
||Schmidt, F. L. & Hunter, J. E.
|Validity and utility of alternative predictors of job performance
||Hunter, J. E., & Hunter, R. F.
|The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings
||Schmidt, F. L., & Hunter, J. E.
Part 4: Models of Job Performance and Competence
|Relations between measures of typical and maximum job performance
||Sackett, P. R., Zedeck, S., & Fogli, L.
|Modeling the performance prediction problem in Industrial and Organizational Psychology
||Campbell, J. P.
|Task performance and contextual performance: The meaning for personnel selection research
||Bormann, W. C., & Motowidlo, S. J.
Volume 2: Selection Methods and Performance Outcomes I
Part 1: Recruitment and Pre-Screening Processes
|A study of job characteristics and job dimensions based on the Position Analysis Questionnaire (PAQ)
||McCormick, E. J., Jeanneret, P. R., & Mecham, R. C.
|The importance of recruitment in job choice: A different way of looking
||Rynes, S. L., Bretz, R. D., & Gerhart, B.
|Research on internet recruiting and testing: Current status and future directions
||Lievens, F., & Harris, M. M.
Part 2: Cognitive Ability and General Mental Ability Tests
|Predicting job performance: Not much more than g
||Ree, M. J., Earles, J. A., & Teachout, M. S.
|Where and why g matters: Not a mystery
||Gottfredson, L. S.
|International validity generalization of GMA and cognitive abilities: A European community meta-analysis
||Salgado, J. F., Anderson, N. R., Moscoso, S., Bertua, C., & De Fruyt, F.
Part 3: Personality Tests
|The Big Five personality dimensions and job performance: A meta-analysis
||Barrick, M. R., & Mount, M. K.
|Role of social desirability in personality testing for personnel selection: The red herring
||Ones, D. S., Viswesvaran, C., & Reiss, A. D.
|I/owes its advantage to personality
||Hough, L. M.
|Using theory to evaluate personality and job-performance relations: A socioanalytic perspective
||Hogan, J. & Holland, B.
Part 4: Interviews
|Social and situational determinants of interview decisions: Implications for the employment interview
|The employment interview: A summary and review of recent research
||Arvey, R. D., & Campion, J. E.
|Do people do what they say? Further studies on the situational interview
||Latham, G. P., & Saari, L. M.
Volume 3: Selection Methods and Performance Outcomes II
Part 1: Integrity Tests, Situational Judgment Tests, and Other Predictor Methods
|Comprehensive meta-analysis of integrity test validities: Findings and implications for personnel selection and theories of job performance
||Ones, D. S., Viswesvaran, C., & Schmidt, F. L.
|New developments in the use of measures of honesty, integrity, conscientiousness, dependability, trustworthiness, and reliability for personnel selection
||Sackett, P. R., & Wanek, J. E.
|Situational judgment tests
||Chan, D. & Schmitt, N.
Part 2: Assessment Centers
|Constructs and assessment center dimensions: Some troubling empirical findings
||Sackett, P. R., & Dreher, G. F.
|Understanding the assessment centre process: Where are we now?
||Lievens, F., & Klimoski, R. J.
|The construct-related validity of assessment center ratings: A review and meta-analysis of the role of methodological factors
||Woehr, D. J. & Arthur, W., Jr.
Part 3: Adverse Impact
|High-stakes testing in employment, credentialing, and higher education. Prospects in a post-affirmative-action world.
||Sackett, P. R., Schmitt, N., Ellingson, J. E., & Kabin, M. B.
|Determinants, detection, and amelioration of adverse impact in personnel selection procedures: Issues, evidence and lessons learned
||Hough, L. M., Oswald, F. L., & Ployhart, R. E.
Part 4: Selection for Teamwork and Multi-level Selection
|The knowledge, skill, and ability requirements for teamwork: Implications for human resource management
||Stevens, M. J., & Campion, M. A.
|Person-organization fit: An integrative review of its conceptualizations, measurements, and implications
||Kristof, A. L.
|Selecting individuals in team settings: The importance of social skills, personality characteristics, and teamwork knowledge
||Morgeson, F. P, Reider, M. H., & Campion, M. A.