Index Catalog // GW ScholarSpace

Description:: Practitioners and researchers have debated about the extent to which applicant faking impacts the validity and usefulness of non-cognitive measures as well as how response distortion may impact subsequent job performance. One reason for the disagreement may be due to the fact that most previous...
Author:: Harvel, Jennifer
Keyword:: response distortion, applicant faking, and bogus knowledge scale
GW Unit:: Organizational Sciences and Communication (I/O Psyc)
Degree:: Ph.D.
Advisor:: Costanza, David P
Committee Member(s):: Olsen, Nils, MacLane, Charles, Offermann, Lynn, and Dunleavy, Dana
Resource Type:: Thesis or Dissertation

Description:: While decades of research have explored different models of turnover, most turnover models focus on the role of situational variables and either exclude personality variables or do not identify distinct theoretical hypotheses regarding how personality acts to influence decisions to stay or leave...
Author:: Hunter, Arwen E.
Keyword:: personality, organizational commitment, Big Five, retention, and turnover
GW Unit:: Organizational Sciences and Communication (I/O Psyc)
Degree:: Ph.D.
Advisor:: Costanza, David P.
Committee Member(s):: Olsen, Nils, White, Leonard A., Young, Mark C., and Offermann, Lynn
Resource Type:: Thesis or Dissertation

Description:: In this study, the impact of faking on the criterion-related validity of and response latencies to a personality test were explored by taking into account an applicant's cognitive schema, as well as various individual difference and environmental variables that have received support in past...
Author:: Martin, Nicholas Reid
Keyword:: Faking, Personality, Self-schema, Response Latency, Warning, and Job Knowledge
GW Unit:: Organizational Sciences and Communication (I/O Psyc)
Degree:: Ph.D.
Advisor:: Vasilopoulos, Nicholas and Costanza, David
Committee Member(s):: Thibodeaux, Henry, Olsen, Nils, Offermann, Lynn, and Maclane, Charles
Resource Type:: Thesis or Dissertation

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