All Stories

  1. A panel discussion on addressing the science–practice gap with academic–industry collaborations
  2. Approaches for Investigating and Respecting Complexity
  3. Becoming a Researcher, Becoming an I-O Psychologist
  4. Building and Administering a Questionnaire
  5. Cleaning Data Without Hacking Them
  6. Creating a Rating Scale That Reflects a Construct
  7. Data Collection, Analytic Strategies, and Minimizing Bias
  8. From Start to Finish
  9. Measuring Psychological Constructs
  10. Null Hypothesis Significance Testing and Reasonable Alternatives
  11. Research Design in Pursuit of Trustworthy Conclusions
  12. Research Methods for Industrial and Organizational Psychology
  13. Reviewing Research Literature with a Goal in Mind
  14. Selecting a Research Population and Identifying a Sample
  15. Selecting the Best Research Strategy From Your Literature Review
  16. Strategies for Openly Sharing Research, Materials, and Data
  17. Understanding and Executing Meta-Analyses
  18. Fixing the Industrial-Organizational Psychology-Technology Interface (IOPTI)
  19. A simulation of the impacts of machine learning to combine psychometric employee selection system predictors on performance prediction, adverse impact, and number of dropped predictors
  20. You are what you click: using machine learning to model trace data for psychometric measurement
  21. Editorial to the virtual Special Issue: Human-automation interaction in the workplace: A broadened scope of paradigms
  22. Using natural language processing and machine learning to replace human content coders.
  23. The effects of unproctored internet testing on applicant pool size and diversity: Using interrupted time series to improve causal inference.
  24. Evaluating a Natural Language Processing Approach to Estimating KSA and Interest Job Analysis Ratings
  25. Game‐based, gamified, and gamefully designed assessments for employee selection: Definitions, distinctions, design, and validation
  26. Auditing the AI auditors: A framework for evaluating fairness and bias in high stakes AI predictive models.
  27. Gamifying a personality measure by converting it into a story: Convergence, incremental prediction, faking, and reactions
  28. Using machine learning to model trace behavioral data from a game‐based assessment
  29. Theory-driven game-based assessment of general cognitive ability: Design theory, measurement, prediction of performance, and test fairness.
  30. The future of artificial intelligence at work: A review on effects of decision automation and augmentation on workers targeted by algorithms and third-party observers
  31. Practical theory about workplace technology requires integrating design perspectives
  32. Theory and Technology in Organizational Psychology: A Review of Technology Integration Paradigms and Their Effects on the Validity of Theory
  33. Pay for performance, satisfaction and retention in longitudinal crowdsourced research
  34. Gamified Active Learning and Its Potential for Social Change
  35. Calculating LongString in Excel to Detect Careless Responders    
  36. Enabling practical research for the benefit of organizations and society
  37. Gamifying a situational judgment test with immersion and control game elements
  38. A theory of branched situational judgment tests and their applicant reactions
  39. Embodied Realistic Avatar System with Body Motions and Facial Expressions for Communication in Virtual Reality Applications
  40. Swipe right on personality: a mobile response latency measure
  41. Crowdsourcing Job Satisfaction Data: Examining the Construct Validity of Glassdoor.com Ratings
  42. Introduction to the Special Issue on Advanced Technologies in Assessment: A Science-Practice Concern
  43. Game-Framing to Improve Applicant Perceptions of Cognitive Assessments
  44. Data Science as a New Foundation for Insightful, Reproducible, and Trustworthy Social Science
  45. Gamification of Adult Learning: Gamifying Employee Training and Development
  46. Preface
  47. The Cambridge Handbook of Technology and Employee Behavior
  48. The Existential Threats to I-O Psychology Highlighted by Rapid Technological Change
  49. The Greatest Battle is Within Ourselves: An Experiment on the Effects of Competition Alone on Task Performance
  50. Gamification Misunderstood: How Badly Executed and Rhetorical Gamification Obscures Its Transformative Potential
  51. Defining Gameful Experience as a Psychological State Caused by Gameplay: Replacing the Term ‘Gamefulness’ with Three Distinct Constructs
  52. Gamification Science, Its History and Future: Definitions and a Research Agenda
  53. Gamification of employee training and development
  54. The Wicked Problem of Scholarly Impact
  55. When Are Models of Technology in Psychology Most Useful?
  56. Gamification of task performance with leaderboards: A goal setting experiment
  57. Enhancing instructional outcomes with gamification: An empirical test of the Technology-Enhanced Training Effectiveness Model
  58. An Evaluation of Gamified Training: Using Narrative to Improve Reactions and Learning
  59. Handbook of Employee Selection
  60. How to Use Game Elements to Enhance Learning: Applications of the Theory of Gamified Learning
  61. A meta-analytic investigation of the relationship between leader-member exchange and work-family experiences
  62. Correcting Misconceptions About Gamification of Assessment: More Than SJTs and Badges
  63. A Meta-Analytic Investigation of Objective Learner Control in Web-based Instruction
  64. A primer on theory-driven web scraping: Automatic extraction of big data from the Internet for use in psychological research.
  65. Game-Thinking Within Social Media to Recruit and Select Job Candidates
  66. Social Media in Employee Selection and Recruitment: An Overview
  67. Social Media in Employee Selection and Recruitment: Current Knowledge, Unanswered Questions, and Future Directions
  68. Social Media in Employee Selection and Recruitment
  69. Gamifying Recruitment, Selection, Training, and Performance Management
  70. An Inconvenient Truth: Arbitrary Distinctions Between Organizational, Mechanical Turk, and Other Convenience Samples
  71. An Empirical Test of the Theory of Gamified Learning
  72. Developing a Theory of Gamified Learning
  73. How to Avoid the Dark Side of Gamification: Ten Business Scenarios and Their Unintended Consequences
  74. Psychological Theory and the Gamification of Learning
  75. An Experiment on Anonymity and Multi-User Virtual Environments
  76. Validation of the Beneficial and Harmful Work-Related Social Media Behavioral Taxonomies
  77. Mobile and computer-based talent assessments
  78. The Psychology of Workplace Technology
  79. Offsetting Performance Losses Due to Cheating in Unproctored Internet-based Testing by Increasing the Applicant Pool
  80. Retesting after initial failure, coaching rumors, and warnings against faking in online personality measures for selection.
  81. TREND: A tool for rapid online research literature analysis and quantification
  82. REVISITING INTERVIEW–COGNITIVE ABILITY RELATIONSHIPS: ATTENDING TO SPECIFIC RANGE RESTRICTION MECHANISMS IN META-ANALYSIS
  83. A cautionary note on the effects of range restriction on predictor intercorrelations.
  84. An investigation of Big Five and narrow personality traits in relation to Internet usage
  85. An Experiment on Anonymity and Multi-User Virtual Environments
  86. Social Media: Implications for Organizations