On Minimizing Guessing Effects on Multiple-Choice Items: Superiority of a two solutions and three distractors item format to a one solution and five distractors item format [0.03%]
关于最小化选择题中的猜测效应：两种答案与三个干扰项的题型优于一种答案与五个干扰项的题型
Klaus D. Kubinger; Stefana Holocher-Ertl; Manuel Reif; Christine Hohensinn; Martina Frebort
Klaus D. Kubinger; Stefana Holocher-Ertl; Manuel Reif; Christine Hohensinn; Martina Frebort
Is the Political Skill Inventory Fit for Personnel Selection? An Experimental Field Study [0.03%]
政治技能量表适用于人员选拔吗？一项实验性实地研究
Gerhard Blickle; Annalisa K. Schnitzler
Gerhard Blickle; Annalisa K. Schnitzler
Do Applicants' Perceptions Matter? Investigating Reapplication Behavior Using Fairness Theory [0.03%]
申请人的认知重要吗？基于公平理论探究再申请行为
David M. LaHuis; Charles N. MacLane; Bradley R. Schlessman
David M. LaHuis; Charles N. MacLane; Bradley R. Schlessman
Who Will Evaluate Me? Rater Selection in Multi-Source Assessment Contexts [0.03%]
谁来评价我？多源评估情境下的评价者选择
Stéphane Brutus; Sandra Petosa; Emelie Aucoin
Stéphane Brutus; Sandra Petosa; Emelie Aucoin
Investigating Web-Based Recruitment Sources: Employee testimonials vs word-of-mouse [0.03%]
探究基于网络的招聘渠道：员工评价与口碑传播
Greet Van Hoye; Filip Lievens
Greet Van Hoye; Filip Lievens
Importance of Perceived Personnel Selection System Fairness Determinants: Relations with Demographic, Personality, and Job Characteristics [0.03%]
感知到的人事选拔制度公平性决定因素的重要性：与人口统计学、人格及工作特征的关系
Chockalingam Viswesvaran; Deniz S. Ones
Chockalingam Viswesvaran; Deniz S. Ones
Cornelius J. König; Jan Wong; Guozhen Cen
Cornelius J. König; Jan Wong; Guozhen Cen
Daniel C. Feldman
Daniel C. Feldman
Daniel C. Feldman
Daniel C. Feldman