Ackerman, P. L. (2000). Domain-specific knowledge as the ‘dark matter’ of adult intelligence: gf/gc, personality and interest correlates. Journal of Gerontology: Psychological Sciences, 55B(2), 69-84.
Allport, G. W. (1961). Pattern and Growth in Personality. New York: Holt, Rinehart & Wilson.
Allport, G.W., & Odbert, H. S. (1936). Trait-names: A psycho-lexical study. Psychological Monographs, 47(1, Whole No. 211).
Anderson, N., Salgado, J. F., & Hulsheger, U. R. (2010). Applicant reactions in selection: Comprehensive meta-analysis into reaction generalization versus situational specificity. International Journal of Selection and Assessment, 18(3), 291-304.
Ashton, M. C., Jackson, D. N., Paunonen, S. V., Helmes, E., & Rothstein, M. G. (1995). The criterion validity of broad factor scales versus specific facet scales. Journal of Research in Personality, 29, 432-442.
Ashton, M. C., Lee, K., & Son, C. (2000). Honesty as the sixth factor of personality: Correlations with Machiavellianism, primary psychopathy, and social adroitness. European Journal of Personality, 14, 359-368.
Barrick, M. R., & Mount, M. K. (1991). The Big Five personality dimensions and job performance: A meta-analysis. Personnel Psychology, 44, 1-26.
Barrick, M. R., & Mount, M. K. (1996). Effects of impression management and self-deception on the predictive validity of personality constructs. Journal of Applied Psychology, 81(3), 261-272.
Barrick, M. R., Mount, M. K., & Judge, T. A. (2001). The FFM personality dimensions and job performance: Meta-analysis of meta-analyses. International Journal of Selection and Assessment, 9(1-2), 9-30.
Bartram, D. (2005). The Great Eight competencies: a criterion-centric approach to validation. Journal of Applied Psychology, 90(6), 1185-1203.
Bartram, D. (2007). Increasing validity with forced-choice criterion measurement formats. International Journal of Selection and Assessment, 15, 263-272.
Batey, M., Walker, A., & Hughes, D. J. (2012). Psychometric tools in development - Do they work and how? In J. Passmore (Ed.), Psychometrics in Coaching. Using Psychological and Psychometric Tools for Development (pp. 49-58). London: Kogan Page.
Baumgarten, F. (1933). Die Charaktereigenschaften [The character traits]. Beitrdge zur Charakter- und Personlichkeitsforschung (Whole No. 1). Bern, Switzerland: A. Francke.
Bertua, C., Anderson, N., & Salgado, J. F. (2005). The predictive validity of cognitive ability tests: A UK meta-analysis. Journal of Occupational and Organizational Psychology, 78(3), 387-409.
Birkeland, S. A., Manson, T. M., Kisamore, J. L., Brannick, M. T., & Smith, M. A. (2006). A metaanalytic investigation of job applicant faking on personality measures. International Journal of Selection and Assessment, 14(4), 317-335.
Blackman, M. C. (2002). Personality judgment and the utility of the unstructured employment interview. Basic and Applied Social Psychology, 24(3), 241-250.
Blickle, G., Meurs, J. A., Wihler, A., Ewen, C., Plies, A., & Gunther, S. (2013). The interactive effects of conscientiousness, openness to experience, and political skill on job performance in complex jobs: The importance of context. Journal of Organizational Behavior, 34(8), 1145-1164.
Block, J. (1995). A contrarian view of the five-factor approach to personality description. Psychological Bulletin, 117, 187-215.
Block, J. (2001). Millennial contrarianism: The five-factor approach to personality description 5 years later. Journal of Research in Personality, 35, 98-107.
Block, J. (2010). The five-factor framing of personality and beyond: Some ruminations. Psychological Inquiry, 21, 2-25.
Booth, T. (2011). A review of the structure of normal range personality. Unpublished doctoral thesis. University of Manchester, UK.
Booth, T., Irwing, P., & Hughes, D. J. (in preparation). The 11+ factor model: A structural analysis of 1,176 personality items.
Booth, T., & Hughes, D. J. (2014). Exploratory structural equation modeling of personality data. Assessment, 21(3), 260-271.
Borgatta, E. F. (1964). The structure of personality characteristics. Behavioral Science, 9, 8-17.
Brannick, M. T., & Levine, E. L. (2002). Job Analysis: Methods, Research and Applications for Human Resource Management in the New Millennium. Thousand Oaks, CA: Sage.
Brown, A., & Maydeu-Olivares, A. (2013). How IRT can solve problems of ipsative data in forced- choice questionnaires. Psychological Methods, 18, 36-52.
Brown, A., & Maydeu-Olivares, A. (in press). Modelling forced-choice response formats. In P. Irwing, T. Booth, & D. J. Hughes (Eds.), The Wiley-Blackwell Handbook of Psychometric Testing. Oxford: Wiley-Blackwell.
Bunce, D., & West, M. A. (1995). Self-perceptions and perceptions of group climate as predictors of individual innovation at work. Applied Psychology, 44(3), 199-215.
Caligiuri, P. M. (2000). The Big-Five personality characteristics as predictors of expatriates’ desire to terminate the assignment and supervisor-rated performance. Personnel Psychology, 53, 67-88.
Carver, C. S., & Scheier, M. F. (1996). Perspectives on Personality (3rd ed.). Needham Heights, MA: Allyn & Bacon.
Cattell, R. B. (1943). The description of personality: I. Foundations of trait measurement. Psychological Review, 50, 559-594.
Cattell, R. B. (1954). The personality and motivation of the research scientist. Wennergren Prize Essay. New York Academy of Science.
Chamorro-Premuzic, T., & Furnham, A. (2003). Personality predicts academic performance: Evidence from two longitudinal university samples. Journal of Research in Personality, 37(4), 319-338.
Colodro, J., Garces-de-los-Fayos, E. J., Lopez-Garcia, J. J., & Colodro-Conde, L. (2015). Incremental validity of personality measures in predicting underwater performance and adaptation. Spanish Journal of Psychology, 18, E15, 1-10.
Connelly, B. S., & Ones, D. S. (2010). An other perspective on personality: Meta-analytic integration of observers’ accuracy and predictive validity. Psychological Bulletin, 136(6), 1092-1122.
Cook, M. (2009). Personnel Selection: Adding Value through People (5th ed.). Chichester: John Wiley & Sons.
Costa, P. T., & McCrae, R. R. (1992). Revised NEO Personality Inventory (NEO-PI-R) and NEO Five-Factor Inventory (NEO-FFI) Professional Manual. Odessa, FL: Psychological Assessment Resources.
Costa, P. T., McCrae, R. R., & Kay, G. G. (1995). Persons, places, and personality: Career assessment using the Revised NEO Personality Inventory. Journal of Career Assessment, 3(2), 123-139.
Costa, P. T., Terracciano, A., & McCrae, R. R. (2001). Gender differences in personality traits across cultures: Robust and surprising findings. Journal of Personality and Social Psychology, 81, 322-331.
Cronbach, L. J. (1984). Essentials of Psychological Testing (4th ed.). New York: Harper & Row.
Del Giudice, M., Booth, T., & Irwing, P. (2012). The distance between Mars and Venus: Measuring global sex differences in personality. PloS One, 7, e29265.
DeYoung, C. G., Quilty, L. C., & Peterson, J. B. (2007). Between facets and domains: 10 aspects of the Big Five. Journal of Personality and Social Psychology, 93(5), 880-896.
Digman, J. M. (1990). Personality structure: Emergence of the five-factor model. Annual Review of Psychology, 41, 417-440.
Driskell, J. E., Hogan, J., Salas, E., & Hoskin, B. (1994). Cognitive and personality predictors of training performance. Military Psychology, 6(1), 31-46.
Feeney, J. R., & Goffin, R. D. (2015). The overclaiming questionnaire: A good way to measure faking? Personality and Individual Differences, 82, 248-252.
Feist, G. J., & Barron, F. X. (2003). Predicting creativity from early to late adulthood: Intellect, potential, and personality. Journal of Research in Personality, 37(2), 62-88.
Fiske, D. W. (1949). Consistency of the factorial structures of personality ratings from different sources. Journal of Abnormal and Social Psychology, 44, 329-344.
Funder, D. C., & Ozer, D. J. (1983). Behavior as a function of the situation. Journal of Personality and Social Psychology, 44, 107-112.
Furnham, A. (1986). Response bias, social desirability and dissimulation. Personality and Individual Differences, 7, 385-400.
Galton, F. (1869). Hereditary Genius. London: Macmillan.
Goffin, R. D., Rothstein, M. G., & Johnston, N. G. (1996). Personality testing and the assessment center: Incremental validity for managerial selection. Journal of Applied Psychology, 81, 746-756.
Goffin, R. D., Rothstein, M. G., Rieder, M. J., Poole, A., Krajewski, H. T., Powell, D. M., & Mestdagh, T. (2011). Choosing job-related personality traits: Developing valid personality- oriented job analysis. Personality and Individual Differences, 51(5), 646-651.
Goldberg, L. R. (1990). An alternative ‘description of personality’: The Big Five factor structure. Journal of Personality and Social Psychology, 59, 1216-1229.
Guildford, J. P. (1959). Personality. New York: McGraw-Hill.
Guion, R. M., & Gottier, R. F. (1965). Validity of personality measures in personnel selection. Personnel Psychology, 18(2), 135-164.
Guion, R. M., & Highhouse, S. (2006). Essentials of Personnel Selection: Personnel Assessment and Selection. Mahwah, NJ: Lawrence Erlbaum.
Hamby, T., Taylor, W., Snowden, A. K., & Peterson, R. A. (2016). A meta-analysis of the reliability of free and for-pay Big Five scales. The Journal of Psychology: Interdisciplinary and Applied, 150(4), 422-430.
Hampson, S. E. (2012). Personality processes: Mechanisms by which personality traits ‘get outside the skin’. Annual Review of Psychology, 63, 315-339.
Heggestad, E. D., Morrison, M., Reeve, C. L., & McCloy, R. A. (2006). Forced-choice assessments of personality for selection: Evaluating issues of normative assessment and faking resistance. Journal of Applied Psychology, 91(1), 9-24.
Hicks, L. E. (1970). Some properties of ipsative, normative, and forced-choice normative measures. Psychological Bulletin, 74(3), 167-184.
Hogan, J., & Holland, B. (2003). Using theory to evaluate personality and job-performance relations: A socioanalytic perspective. Journal of Applied Psychology, 88, 100-112.
Hogan, R. (2007). Personality and the Fate of Organizations. Mahwah, NJ: Lawrence Erlbaum.
Holden, R. R., Wood, L. L., & Tomashewski, L. (2001). Do response time limitations counteract the effect of faking on personality inventory validity?. Journal of Personality and Social Psychology, 81(1), 160-169.
Hough, L. M., Eaton, N. K., Dunnette, M. D., Kamp, J. D., & McCloy, R A. (1990). Criterion- related validities of personality constructs and the effect of response distortion on those validities. Journal of Applied Psychology, 75(5), 581.
Hough, L. M., Oswald, F. L., & Ployhart, R E. (2001). Determinants, detection and amelioration of adverse impact in personnel selection procedures: Issues, evidence and lessons learned. International Journal of Selection and Assessment, 9(1-2), 152-194.
Hughes, D. J. (2014). Accounting for individual differences in financial behaviour: The role of personality in insurance claims and credit behaviour. Unpublished doctoral thesis. University of Manchester, UK.
Hunter, J. E., & Schmidt, F. L. (2004). Methods of Meta-Analysis: Correcting Error and Bias in Research Findings. Thousand Oaks, CA: Sage.
Irwing, P., & Booth, T. (2013). An item level exploratory factor analysis of the sphere of personality: An eleven-factor model. Paper presented at the 1st World Conference on Personality, Stellenbosch, South Africa.
Jackson, D. N., Ashton, M. C., & Tomes, J. L. (1996). The six-factor model of personality: Facets from the Big Five. Personality and Individual Differences, 21, 391-402.
Jackson, D. N., Paunonen, S. V., Fraboni, M., & Goffin, R. G. (1996). A five-factor versus six-factor model of personality structure. Personality and Individual Differences, 20, 33-45.
Jenkins, M., & Griffith, R (2004). Using personality constructs to predict performance: Narrow or broad bandwidth. Journal of Business and Psychology, 19(2), 255-269.
Johnson, C. E., Wood, R., & Blinkhorn, S. F. (1988). Spuriouser and spuriouser: The use of ipsative personality tests. Journal of Occupational Psychology, 61(2), 153-162.
Judge, T. A., Bono, J. E., Ilies, R., & Gerhardt, M. W. (2002). Personality and leadership: A qualitative and quantitative review. Journal of Applied Psychology, 87, 765-780.
Judge, T. A., & Erez, A. (2007). Interaction and intersection: The constellation of emotional stability and extraversion in predicting performance. Personnel Psychology, 60(3), 573-596.
Judge, T. A., & Ilies, R (2002). Relationship of personality to performance motivation: A metaanalytic review. Journal of Applied Psychology, 87, 797-807.
Judge, T. A., Jackson, C. L., Shaw, J. C., Scott, B. A., & Rich, B. L. (2007). Self-efficacy and work- related performance: The integral role of individual differences. Journal of Applied Psychology, 92(1), 107-127.
Judge, T. A., Rodell, J. B., Klinger, R L., Simon, L. S., & Crawford, E. R (2013). Hierarchical representations of the five-factor model of personality in predicting job performance: Integrating three organizing frameworks with two theoretical perspectives. Journal of Applied Psychology, 98(6), 875-925.
Judge, T. A., & Zapata, C. P. (2015). The person-situation debate revisited: Effect of situation strength and trait activation on the validity of the Big Five traits in predicting job performance.
Academy of Management Journal, 58, 1-31.
Kelley, T. L. (1927). Interpretation of Educational Measurements. Yonkers, NY: World Book.
Komar, S., Komar, J. A., Robie, C., & Taggar, S. (2010). Speeding personality measures to reduce faking. A self-regulatory model. Journal of Personnel Psychology, 9(3), 126-137.
Le, H., Oh, I. S., Robbins, S. B., Ilies, R., Holland, E., & Westrick, P. (2011). Too much of a good thing: Curvilinear relationships between personality traits and job performance. Journal of Applied Psychology, 96(1), 113-133.
Lee, K., & Ashton, M. C. (2004). Psychometric properties of the HEXACO Personality Inventory.
Multivariate Behavioral Research, 39, 329-358.
Lee, K., Ashton, M. C., Hong, S., & Park, K. B. (2000). Psychometric properties of the Nonverbal Personality Questionnaire in Korea. Educational and Psychological Measurement, 60, 131-141.
Lounsbury, J. W., Sundstrom, E., Loveland, J. L., & Gibson, L. W. (2003). Broad versus narrow personality traits in predicting academic performance of adolescents. Learning and Individual Differences, 14(1), 65-75.
Marsh, H. W., Ludtke, O., Muthen, B., Asparouhov, T., Morin, A. J. S., Trautwein, U., & Nagengast, B. (2010). A new look at the Big Five factor structure through exploratory structural equation modeling. Psychological Assessment, 22, 471-491.
McCrae, R. R., & Costa, P. T. (1985). Updating Norman’s ‘Adequate Taxonomy’: Intelligence and personality dimensions in natural language and in questionnaires. Journal of Personality and Social Psychology, 49, 710-721.
McManus, M. A., & Kelly, M. L. (1999). Personality measures and biodata: Evidence regarding their incremental predictive value in the life insurance industry. Personnel Psychology, 52, 137-148.
Meade, A. W. (2004). Psychometric problems and issues involved with creating and using ipsative measures for selection. Journal of Occupational and Organizational Psychology, 77, 531-551.
Mischel, W. (1968). Personality and Assessment. New York: John Wiley & Sons.
Monson, T. C., Hesley, J. W., & Chernick, L. (1982). Specifying when personality traits can and cannot predict behavior: An alternative to abandoning the attempt to predict single act criteria. Journal of Personality and Social Psychology, 43, 385-399.
Monzani, L., Ripoll, P., & Peiro, J. M. (2015). The moderator role of followers’ personality traits in the relations between leadership styles, two types of task performance and work result satisfaction. European Journal of Work and Organizational Psychology, 24(3), 444-461.
Morgeson, F. P., Campion, M. A., Dipboye, R. L., Hollenbeck, J. R., Murphy, K., & Schmitt, N. (2007a). Reconsidering the use of personality tests in personnel selection contexts. Personnel Psychology, 60(3), 683-729.
Morgeson, F. P., Campion, M. A., Dipboye, R. L., Hollenbeck, J. R., Murphy, K., & Schmitt, N. (2007b). Are we getting fooled again? Coming to terms with limitations in the use of personality tests for personnel selection. Personnel Psychology, 60(4), 1029-1049.
Morgeson, F. P., Reider, M. H., & Campion, M. A. (2005). Selecting individuals in team settings: The importance of social skills, personality characteristics, and teamwork knowledge. Personnel Psychology, 58(3), 583-611.
Moscoso, S., & Salgado, J. F. (2004). ‘Dark side’ personality styles as predictors of task, contextual, and job performance. International Journal of Selection and Assessment, 12, 356-362.
Mount, M. K., & Barrick, M. R (1995). The Big Five personality dimensions: Implications for research and practice in human resources management. Research in Personnel and Human Resources Management, 13(3), 153-200.
Mueller-Hanson, R., Heggestad, E. D., & Thornton III, G. C. (2003). Faking and selection: Considering the use of personality from select-in and select-out perspectives. Journal of Applied Psychology, 88(2), 348-355.
Myers, I. (1978). Myers-Briggs Type Indicator. Palo Alto, CA: Consulting Psychologists Press.
Norman, W. T. (1963). Toward an adequate taxonomy of personality attributes: Replicated factor structure in peer nomination personality ratings. The Journal of Abnormal and Social Psychology, 66, 574-583.
O’Boyle, E. H., Forsyth, D. R., Banks, G. C., & McDaniel, M. A. (2012). A meta-analysis of the dark triad and work behavior: A social exchange perspective. Journal of Applied Psychology, 97(3), 557-579.
Oh, I. S., Lee, K., Ashton, M. C., & De Vries, R. E. (2011). Are dishonest extraverts more harmful than dishonest introverts? The interaction effects of honesty-humility and extraversion in predicting workplace deviance. Applied Psychology, 60(3), 496-516.
Oh, I. S., Le, H., Whitman, D. S., Kim, K., Yoo, T. Y., Hwang, J. O., & Kim, C.-S. (2014). The incremental validity of honesty-humility over cognitive ability and the Big Five personality traits. Human Performance, 27, 206-224.
Oh, I. S., Wang, G., & Mount, M. K. (2011). Validity of observer ratings of the five-factor model of personality traits: A meta-analysis. Journal of Applied Psychology, 96(4), 762.
Ones, D. S., Dilchert, S., Viswesvaran, C., & Judge, T. A. (2007). In support of personality assessment in organizational settings. Personnel Psychology, 60(4), 995-1027.
Ones, D. S., & Viswesvaran, C. (1996). Bandwidth-fidelity dilemma in personality measurement for personnel selection. Journal of Organizational Behavior, 17, 609-626.
Ones, D. S., & Viswesvaran, C. (1998). The effects of social desirability and faking on personality and integrity assessment for personnel selection. Human Performance, 11(2-3), 245-269.
Pace, V. L., & Brannick, M. T. (2010). How similar are personality scales of the ‘same’ construct? A meta-analytic investigation. Personality and Individual Differences, 49, 669-676.
Paulhus, D. L., & Williams, K. M. (2002). The dark triad of personality: Narcissism, Machiavellianism, and psychopathy. Journal of Research in Personality, 36, 556-563.
Paunonen, S. V., & Ashton, M. C. (2001). Big Five factors and facets and the prediction of behavior. Journal of Personality and Social Psychology, 81, 524-539.
Paunonen, S. V., Haddock, G., Forsterling, F., & Keinonen, M. (2003). Broad versus narrow personality measures and the prediction of behaviour across cultures. European Journal of Personality, 17, 413-33.
Paunonen, S. V., & Jackson, D. N. (2000). What is beyond the Big Five? Plenty! Journal of Personality, 68, 821-835.
Pervin, L., & John, O. P. (Eds). (2001). Handbook of Personality: Theory and Research (2nd ed.). New York: Guilford Press.
Pittenger, D. J. (2005). Cautionary comments regarding the Myers-Briggs type indicator. Consulting Psychology Journal: Practice and Research, 57(3), 210-221.
Ployhart, R. E., Weekley, J. A., Holtz, B. C., & Kemp, C. (2003). Web-based and paper-and-pencil testing of applicants in a proctored setting: Are personality, biodata, and situational judgment tests comparable? Personnel Psychology, 56(3), 733-752.
Raymark, P. H., Schmit, M. J., & Guion, R. M. (1997). Identifying potentially useful personality constructs for employee selection. Personnel Psychology, 50(3), 723-736.
Roberts, B. W., & DelVecchio, W. F. (2000). The rank-order consistency of personality from childhood to old age: A quantitative review of longitudinal studies. Psychology Bulletin, 126, 3-25.
Roberts, B. W., Kuncel, N. R., Shiner, R. L., Caspi, A., & Goldberg, L. R. (2007). The power of personality: The comparative validity of personality traits, socioeconomic status, and cognitive ability for predicting important life outcomes. Perspectives on Psychological Science, 2, 313-345.
Roberts, B. W., & Mroczek, D. (2008). Personality trait change in adulthood. Current Directions in Psychological Science, 17, 31-35.
Rojon, C., McDowall, A., & Saunders, M. N. (2015). The relationships between traditional selection assessments and workplace performance criteria specificity: A comparative meta-analysis. Human Performance, 28(1), 1-25.
Rosse, J. G., Miller, J. L., & Stecher, M. D. (1994). A field study of job applicants’ reactions to personality and cognitive ability testing. Journal of Applied Psychology, 79, 987-992.
Rothstein, M. G., & Goffin, R. D. (2006). The use of personality measures in personnel selection: What does current research support? Human Resource Management Review, 16(2), 155-180.
Rothstein, M., Paunonen, S., Rush, J., & King, G. (1994). Personality and cognitive ability predictors of performance in graduate business school. Journal of Educational Psychology, 86, 516-530.
Rynes, S., Gyluk, T., & Brown, K. (2007). The very separate worlds of academic and practitioner periodicals in human resource management: Implications for evidence-based management. Academy of Management Journal, 50, 987-1008.
Sackett, P. R., & Lievens, F. (2008). Personnel selection. Annual Review of Psychology, 59, 419-450.
Salgado, J. F. (1997). The five factor model of personality and job performance in the European Community. Journal of Applied Psychology, 82(1), 30-43.
Salgado J. F. (2003). Predicting job performance using FFM and non-FFM personality measures. Journal of Occupational and Organizational Psychology, 76, 323-346.
Salgado, J. F., & Moscoso, S. (2003). Internet-based personality testing: Equivalence of measures and assessors’ perceptions and reactions. International Journal of Selection and Assessment, 11, 194-205.
Salgado, J. F., Anderson, N., & Tauriz, G. (2014). The validity of ipsative and quasi-ipsative forced- choice personality inventories for different occupational groups: A comprehensive meta-analysis. Journal of Occupational and Organizational Psychology, #8(4), 797-834.
Salgado, J. F., & Tauriz, G. (2014). The five-factor model, forced-choice personality inventories and performance: A comprehensive meta-analysis of academic and occupational validity studies. European Journal of Work and Organizational Psychology, 23, 3-30.
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(2), 262-274.
Schmidt, F. L., Shaffer, J. A., & Oh, I. S. (2008). Increased accuracy for range restriction corrections: Implications for the role of personality and general mental ability in job and training performance. Personnel Psychology, 61, 827-868.
Schmitt, N., & Kunce, C. (2002). The effects of required elaboration of answers to biodata questions. Personnel Psychology, 55(3), 569-587.
Silzer, R. F., & Church, A. H. (2010). Identifying and assessing high potential talent: Current organizational practices. In R. F. Silzer & B. E. Dowell (Eds.), Strategy-Driven Talent Management: A Leadership Imperative (pp. 213-280). Chichester: Wiley.
Smith, J. M., & Smith, P. (2005). Testing People at Work. London: Blackwell.
Steiner, D. D., & Gilliland, S. W. (1996). Fairness reactions to personnel selection techniques in France and the United States. Journal of Applied Psychology, 81(2), 134-141.
Tett, R. P., & Burnett, D. D. (2003). A personality trait-based interactionist model of job performance. Journal of Applied Psychology, 88 (3), 500-517.
Tett, R. P., & Christiansen, N. D. (2007). Personality tests at the crossroads: A response to Morgeson, Campion, Dipboye, Hollenbeck, Murphy, and Schmitt (2007). Personnel Psychology, 60(4), 967-993.
Tett, R. P., Jackson, D. N., & Rothstein, M. (1991). Personality measures as predictors of job performance: A meta-analytic review. Personnel Psychology, 44(4), 703-742.
Tett, R. P., Jackson, D. N., Rothstein, M., & Reddon, J. R. (1999). Meta-analysis of bidirectional relations in personality-job performance research. Human Performance, 12(1), 1-29.
Tett, R. P., Steele, J. R., & Beauregard, R. S. (2003). Broad and narrow measures on both sides of the personality-job performance relationship. Journal of Organizational Behavior, 24(3), 335-356.
Timmerman, M. E. (2006). Multilevel component analysis. British Journal of Mathematical and Statistical Psychology, 59(2), 301-320.
Thorndike, E. L. (1904). An Introduction to the Theory ofMental and Social Measurements. Oxford: Science Press.
Tupes, E. C., & Christal, R. E. (1961). Recurrent personality factors based on trait ratings. Technical Report No. ASD-TR-61-97. Lackland Air Force Base, TX: U.S. Air Force.
Vassend, O., & Skrondal, A. (2011). The NEO personality inventory revised (NEO-PI-R): Exploring the measurement structure and variants of the five-factor model. Personality and Individual Differences, 50, 1300-1304.
Wanberg, C. R., Kammeyer-Mueller, J., & Marchese, M. (2006). Mentor and protege predictors and outcomes of mentoring in a formal mentoring program. Journal of Vocational Behavior, 69(3), 410-423.