Person-organization fit (P-O fit) is often measured by the congruence of a person’s values and the values that he or she ascribes to the organization. A popular instrument used in this context is the Organizational Culture Profile (OCP; O’Reilly, Chatman, ...

Temporal dynamics have hardly been considered in the fields of organizational justice and group identification, yet addressing intra-individual change trajectories over time may lead to a fuller understanding of the relationship between justice and ...

There is widespread concern that attractive individuals may gain unfair advantages in competitive situations such as personnel selection. We investigated the relation between target attractiveness and the accuracy of trait judgments within a job interview ...

Mechanical (statistical) predictions have proven to be useful in personnel selection. However, such predictions require the use of an algorithm to aggregate different predictor scores. The identification of such an algorithm requires analyzing predictor ...

Today’s job market is competitive, leading applicants to try and “stand out from the crowd.” The job interview is an ideal situation for doing so, for instance by preparing original or unique answers to traditional interview questions. This study tested ...