The links are for required readings found in the Walden databases ONLY. For all other readings, see your course resources.
Enter your myWalden user name and password at the prompt.
Aguinis, H., & Glavas, A. (2012). What we know and don't know about corporate social responsibility: A review and research agenda. Journal of Management, 38(4), 932–968.
Aguinis, H., & Smith, M. A. (2007). Understanding the impact of test validity and bias on selection errors and adverse impact in human resource selection. Personnel Psychology, 60(1), 165–199.
Arthur, W., Jr., & Villado, A. J. (2008). The importance of distinguishing between constructs and methods when comparing predictors in personnel selection research and practice. Journal of Applied Psychology, 93(2), 435–442.
Barr, M. A., & Raju, N. S. (2003). IRT-based assessments of rater effects in multiple-source feedback instruments. Organizational Research Methods, 6(1), 15–43.
Barrick, M. R., & Zimmerman, R. D. (2005). Reducing voluntary, avoidable turnover through selection. Journal of Applied Psychology, 90(1), 159–166.
Bartram, D. (2005). The great eight competencies: A criterion-centric approach to validation. Journal of Applied Psychology, 90(6), 1185–1203.
Bobko, P., Roth, P. L., & Buster, M. A. (2005). Work sample selection tests and expected reduction in adverse impact: A cautionary note. International Journal of Selection and Assessment, 13(1), 1–10.
Cabrera, E. F., & Raju, N. S. (2001). Utility analysis: Current trends and future directions. International Journal of Selection and Assessment, 9(1/2), 92–102.
Campion, M. A., Outtz, J. L., Zedeck, S., Schmidt, F. L., Kehoe, J. F., Murphy, K. R., & Guion, R. G. (2001). The controversy over score banding in personnel selection: Answers to 10 key questions. Personnel Psychology, 54(1), 149–185.
Cascio, W. F., & Aguinis, H. (2005). Test developments and use: New twists on old questions. Human Resource Management, 44(3), 219–235.
Cascio, W. F., & Aguinis, H. (2008a). Staffing twenty-first-century organizations. The Academy of Management Annals, 2(1), 133–165.
Cascio, W. F., & Aguinis, H. (2008b). Research in industrial and organizational psychology from 1963 to 2007: Changes, choices, and trends. Journal of Applied Psychology. 93(5), 1062–1081.
Collings, D. G., & Mellahi, K. (2009). Strategic talent management: A review and research agenda. Human Resource Management Review, 19(4), 304–313.
Davis, R. A., Flett, G. L., & Besser, A. (2002). Validation of a new scale for measuring problematic Internet use: Implications for pre-employment screening. CyberPsychology & Behavior, 5(4), 331–345.
DeCorte, W., Lievens, F., & Sackett, P. R. (2007). Combining predictors to achieve optimal trade-offs between selection quality and adverse impact. Journal of Applied Psychology, 92(5), 1380–1393.
DeNisi, A. S., & Kluger, A. N. (2000). Feedback effectiveness: Can 360-degree appraisals be improved? Academy of Management Executive, 14(1), 129–139.
Erdogan, B. (2002). Antecedents and consequences of justice perceptions in performance appraisals. Human Resource Management Review, 12(4), 555–578.
Finnegan, R. P., Frank, F. D., & Taylor, C. R. (2004). The race for talent: Retaining and engaging workers in the 21st century. Human Resource Planning, 27(3), 12–25.
Fletcher, C. (2001). Performance appraisal and management: The developing research agenda. Journal of Occupational and Organizational Psychology, 74(4), 473–487.
Frank, F. D., & Taylor, C. R. (2004). Talent management: Trends that will shape the future. Human Resource Planning, 27(1), 33–41.
Greguras, G. J., Robie, C., Born, M. P., & Koenigs, R. J. (2007). A social relations analysis of team performance ratings. International Journal of Selection and Assessment, 15(4), 434–448.
Heslin, P. A., Latham, G. P., & VandeWalle, D. (2005). The effect of implicit person theory on performance appraisals. Journal of Applied Psychology, 90(5), 842–856.
Jansen, B. J., Jansen, K. J., & Spink, A. (2005). Using the web to look for work: Implications for online job seeking and recruiting. Internet Research, 15(1), 49–66.
Jereb, E., Rajkovic, U., & Rajkovic, V. (2005). A hierarchical multi-attribute system approach to personnel selection. International Journal of Selection and Assessment, 13(3), 198–205.
Johnson, J. W., Carter, G. W., Davison, H. K., & Oliver, D. H. (2001). A synthetic validity approach to testing differential prediction hypotheses. Journal of Applied Psychology, 86(4), 774–780.
Keil, C. T., & Cortina, J. M. (2001). Degradation of validity over time: A test and extension of Ackerman’s model. Psychological Bulletin, 127(5), 673–697.
Kluemper, D. H., & Rosen, P. A. (2009). Future employment selection methods: Evaluating social networking web sites. Journal of Managerial Psychology, 24(6), 567–580.
Landon, T. E., & Arvey, R. D. (2007). Ratings of test fairness by human resource professionals. International Journal of Selection and Assessment, 15(2), 185–196.
Le, H., Oh, I.-S., Shaffer, J., & Schmidt, F. (2007). Implications of methodological advances for the practice of personnel selection: How practitioners benefit from meta-analysis. Academy of Management Perspectives, 21(3), 6–15.
Lefkowitz, J. (2000). The role of interpersonal affective regard in supervisory performance ratings: A literature review and proposed causal model. Journal of Occupational and Organizational Psychology, 73(1), 67–85.
Levy, P. E., & Williams, J. R. (2004). The social context of performance appraisal: A review and framework for the future. Journal of Management, 30(6), 881–905.
Lewis, R. E., & Heckman, R. J. (2006). Talent management: A critical review. Human Resource Management Review, 16(2), 139–154.
Martell, R. F., & Leavitt, K. N. (2002). Reducing the performance-cue bias in work behavior ratings: Can groups help? Journal of Applied Psychology, 87(6), 1032–1041.
McDaniel, M. A., Morgeson, F. P., Finnegan, E. B., Campion, M. A., & Braverman, E. P. (2001). Use of situational judgment tests to predict job performance: A clarification of the literature. Journal of Applied Psychology, 86(4), 730–740.
Mersman, J. L., & Donaldson, S. I. (2000). Factors affecting the convergence of self-peer ratings on contextual and task performance. Human Performance, 13(3), 299–322.
Morgeson, F. P., Campion, M. A., Dipboye, R. L., Hollenbeck, J. R., Murphy, K., & Schmitt, N. (2007). Reconsidering the use of personality tests in personnel selection contexts. Personnel Psychology, 60(3), 683–729.
Murphy, K. R. (2008). Explaining the weak relationship between job performance and ratings of job performance. Industrial and Organizational Psychology, 1(2), 148–160.
Murphy, K. R., & De Shon, R. (2000). Interrater correlations do not estimate the reliability of job performance ratings. Personnel Psychology, 53(4), 873–900.
Naquin, C. E., & Tynan, R. O. (2003). The team halo effect: Why teams are not blamed for their failures. Journal of Applied Psychology, 88(2), 332–340.
Newman, D. A., & Lyon, J. S. (2009). Recruitment efforts to reduce adverse impact: Targeted recruiting for personality, cognitive ability, and diversity. Journal of Applied Psychology, 94(2), 298–317.
Nielsen, M. L., & Kuhn, K. M. (2009). Late payments and leery applicants: Credit checks as a selection test. Employee Responsibilities and Rights Journal, 21(2), 115–130.
Orlitzky, M., Schmidt, F. L., & Rynes, S. L. (2003). Corporate social and financial performance: A meta-analysis. Organization Studies, 24(3), 403–441.
Posthuma, R. A., Morgeson, F. P., & Campion, M. A. (2002). Beyond employment interview validity: A comprehensive narrative review of recent research and trends over time. Personnel Psychology, 55(1), 1–81.
Roehling, M. V., & Wright, P. M. (2006). Organizationally sensible versus legal-centric approaches to employment decisions. Human Resource Management, 45(4), 605–627.
Ryan, A. M., Sacco, J. M., McFarland, L. A., & Kriska, S. D. (2000). Applicant self-selection: Correlates of withdrawal from a multiple hurdle process. Journal of Applied Psychology, 85(2), 163–179.
Rynes, S. L., Gerhart, B., & Parks, L. (2005). Personnel psychology: Performance evaluation and pay for performance. Annual Review of Psychology, 56, 571–600
Schmitt, N., & Mills, A. E. (2001). Traditional tests and job simulations: Minority and majority performance and test validities. Journal of Applied Psychology, 86(3), 451–458.
Scott, S. G., & Einstein, W. O. (2001). Strategic performance appraisal in team-based organizations: Once size does not fit all. Academy of Management Executive, 15(2), 107–116.
Scullen, S. E., Mount, M. K., & Goff, M. (2000). Understanding the latent structure of job performance ratings. Journal of Applied Psychology, 85(6), 956–970.
Slaughter, J. E., Bagger, J., & Li, A. (2006). Context effects on group-based employee selection decisions. Organizational Behavior and Human Decision Processes, 100(1), 47–59.
Smither, J. W., London, M., & Reilly, R. R. (2005). Does performance improve following multisource feedback? A theoretical model, meta-analysis, and review of empirical findings. Personnel Psychology, 58(1), 33–66.
Tarique, I., & Schuler, R. S. (2010). Global talent management: Literature review, integrative framework, and suggestions for further research. Journal of World Business, 45(2), 122–133.
Viswesvaran, C., & Ones, D. S. (2000). Perspectives on models of job performance. International Journal of Selection and Assessment, 8(4), 216–226.
Optional or supplemental readings may or may not be available in the library. Find further information about optional readings here.
If you have questions about your required course textbooks, please contact Customer Care at firstname.lastname@example.org