International Journal of Selection and Assessment
短名 | Int J Selection Assessment |
Journal Impact | 2.72 |
国际分区 | PSYCHOLOGY, APPLIED(Q2) |
期刊索引 | SCI Q3中科院 4 区 |
ISSN | 0965-075X, 1468-2389 |
h-index | 72 |
国内分区 | 管理学(4区)管理学管理学(4区)管理学心理学应用(4区) |
The International Journal of Selection and Assessment publishes original articles related to all aspects of personnel selection, staffing, and assessment in organizations. Using an effective combination of academic research with professional-led best practice, IJSA aims to develop new knowledge and understanding in these important areas of work psychology and contemporary workforce management.
期刊主页涉及主题 | 心理学社会心理学应用心理学经济计算机科学数学政治学统计法学管理哲学医学生物机器学习物理人工智能业务发展心理学精神分析认识论选择(遗传算法)临床心理学人格 |
出版信息 | 出版商: Wiley-Blackwell Publishing Ltd,出版周期: ,期刊类型: journal |
基本数据 | 创刊年份: 1993,原创研究文献占比: 92.68%,自引率:23.10%, Gold OA占比: 34.45% |
期刊引文格式
这些示例是对学术期刊文章的引用,以及它们应该如何出现在您的参考文献中。
并非所有期刊都按卷和期组织其已发表的文章,因此这些字段是可选的。有些电子期刊不提供页面范围,而是列出文章标识符。在这种情况下,使用文章标识符而不是页面范围是安全的。
只有1位作者的期刊
有2位作者的期刊
有3位作者的期刊
有5位以上作者的期刊
书籍引用格式
以下是创作和编辑的书籍的参考文献的示例。
学位论文引用格式
网页引用格式
这些示例是对网页的引用,以及它们应该如何出现在您的参考文献中。
专利引用格式
最新文章
Sourcing algorithms: Rethinking fairness in hiring in the era of algorithmic recruitment
2024-9-2
Issue Information
2024-8-9
Exploring the role of cognitive load in faking prevention using the dual task paradigm
2024-7-30
Personality development goals at work: Would a new assessment tool help?
2024-7-22
Reality or illusion: A qualitative study on interviewer job previews and applicant self‐presentation
2024-7-15
I can't get no (need) satisfaction: Using a relatedness need‐supportive intervention to improve applicant reactions to asynchronous video interviews
2024-7-10
Assessment order and faking behavior
2024-7-10
Evaluating interview criterion‐related validity for distinct constructs: A meta‐analysis
2024-7-9
Relations of personality factors and suitability ratings to Swedish military pilot education completion
2024-7-1
ChatGPT, can you take my job interview? Examining artificial intelligence cheating in the asynchronous video interview
2024-6-24
Personality development goals at work: A new frontier in personality assessment in organizations
2024-6-14
The need for “Considered Estimation” versus “Conservative Estimation” when ranking or comparing predictors of job performance
2024-6-14
Equivalence between direct and indirect measures of psychological capital
2024-6-14
What drives employers’ favorability ratings on employer review platforms? The role of symbolic, personal, and emotional content
2024-6-11
Effects of a constructed response retest strategy on faking, test perceptions, and criterion‐related validity of situational judgment tests
2024-6-6
Validity evidence for personality scores from algorithms trained on low‐stakes verbal data and applied to high‐stakes interviews
2024-5-31
How different backgrounds in video interviews can bias evaluations of applicants
2024-5-28
Departures from linearity as evidence of applicant distortion on personality tests
2024-5-22
Improving structured interview acceptance through training
2024-5-20
The performance of large language models on quantitative and verbal ability tests: Initial evidence and implications for unproctored high‐stakes testing
2024-5-17
Issue Information
2024-5-6
Examining the efficacy of inoculation and value‐affirmation interventions in improving precandidate reactions among prospective military recruits
2024-5-3
Promoting equity in hiring: An evaluation of the HireNext Job Posting Assessment
2024-5-2
Investigating impression management use in asynchronous video interviews across 10 countries
2024-4-29
Rating accuracy, leniency, and rater perceptions when using the RPM and BARS
2024-4-22
Like clockwork: A within‐person analysis of time theft in the workplace
2024-4-12
How do avatar characteristics affect applicants' interactional justice perceptions in artificial intelligence‐based job interviews?
2024-4-12
The (null) effects of video questions on applicant reactions in asynchronous video interviews: Evidence from an actual hiring context
2024-4-1
How does bias enter the employment interview? Identifying the riskiest applicant characteristics, interviewer characteristics, and sources of potentially biasing information
2024-3-28
Playful personnel selection: The use of traditional versus game‐related personnel selection methods and their perception from the recruiters’ and applicants’ perspectives
2024-3-27
The role of intent to harm in workplace aggression
2024-3-26
Bias in job analysis survey ratings attributed to order effects
2024-3-20
Faking good and bad on self‐reports versus informant‐reports of Dark Triad personality
2024-3-4
Paradoxical leadership on firm performance: What role can guanxi HRD practices play?
2024-2-29
Issue Information
2024-2-14
Employer and employee perceptions of cybervetting as a selection method
2024-2-12
Fostering metacognitive activities during job search: The Three Good Job Search Things intervention
2024-1-22
Exploring the role of interviewee cognitive capacities on impression management in face‐to‐face and virtual interviews
2023-11-27
Train driver selection: The impact of cognitive ability on train driving performance
2023-11-24
Gendered competencies and gender composition: A human versus algorithm evaluator comparison
2023-11-20
Issue Information
2023-11-16
Does understanding what a test measures make a difference? On the relevance of the ability to identify criteria for situational judgment test performance
2023-11-15
Persistence as a multidimensional construct: A new insight into the multidimensional persistence scale
2023-11-6
Validation of the Multidimensional Workaholism Scale in the Netherlands
2023-9-25
Reactions of applicants with disabilities to technology‐enabled recruitment and selection: A research agenda
2023-9-25
Psychometric properties of the Cultural Intelligence Scale based on item response theory
2023-9-18
帮你贴心管理全部的文献
研飞ivySCI,高效的论文管理
投稿经验分享
分享我的经验,帮你走得更远