Dr. Nigel Guenole
Reconsidering cluster bias in multilevel data: A Monte Carlo comparison of free and constrained baseline approaches
Guenole, Nigel. 2018. Reconsidering cluster bias in multilevel data: A Monte Carlo comparison of free and constrained baseline approaches. Frontiers in Psychology, 9(255), ISSN 1664-1078
Placing Job Characteristics in Context: Cross-Temporal Meta-Analysis of Changes in Job Characteristics Since 1975
Wegman, L. A.; Hoffman, B. J; Carter, N. T.; Twenge, J. M. and Guenole, Nigel. 2018. Placing Job Characteristics in Context: Cross-Temporal Meta-Analysis of Changes in Job Characteristics Since 1975. Journal of Management, 44(1), pp. 352-386. ISSN 0149-2063
Relationships between two dimensions of employee perfectionism, postwork cognitive processing, and work day functioning
Flaxman, Paul E.; Stride, Christopher B.; Söderberg, Mia; Lloyd, Joda; Guenole, Nigel and Bond, Frank W.. 2018. Relationships between two dimensions of employee perfectionism, postwork cognitive processing, and work day functioning. European Journal of Work and Organizational Psychology, 27(1), pp. 56-69. ISSN 1359-432X
On Designing Construct Driven Situational Judgment Tests: Some Preliminary Recommendations
Guenole, Nigel; Chernyshenko, Sasha and Weekley, Jeff. 2017. On Designing Construct Driven Situational Judgment Tests: Some Preliminary Recommendations. International Journal of Testing, x(x), pp. 1-19. ISSN 1530-5058
Guenole, N., Brown, A., & Cooper, A. (2016).
Forced choice assessment of work related maladaptive personality traits. Preliminary evidence from an application of Thurstonian item response modeling. Assessment.
Guenole, N. (2016).
The importance of isomorphism for conclusions about homology: A Bayesian multilevel structural equation modeling approach with categorical indicators. Frontiers in Quantitative Psychology and Measurement.
Ro, S., Weekley, J. A., Guenole, N. R., Chen, C., (2016).
Rasch Forced Choice Computerized Adaptive Testing for Ranking Data. Poster session submitted for the 31st annual conference of the Society for Industrial Organizational Psychology, Anaheim, CA.
Guenole, N., Weekley, J., Ro, S., (2016).
Scoring keys and measurement models not required? SJT predictions of job performance by binary recursive partitioning and its variations. Symposium submitted for the 31st annual conference of the Society for Industrial Organizational Psychology, Anaheim, CA.
Ducey, A. J., Guenole, N., Weiner, S. P., Herleman, H., Gibby, R. E., & Delany, T. (2015).
I-Os in the vanguard of big data analytics and privacy. Industrial Organizational Psychology: Perspectives on Science and Practice.
Guenole, N. (2015).
The hierarchical structure of work-related maladaptive personality traits. European Journal of Psychological Assessment.
Weekley, J., Hawkes, B., Guenole, N., & Ployhart, R. (2015).
Low fidelity simulations. Annual Review of Organizational Psychology and Organizational Behavior.
Guenole, N., Chernyshenko, O., Stark, S., & Drasgow, F. (2015).
Are situational judgment tests precise enough for feedback in leadership development? European Journal of Work and Organizational Psychology, x, xx-xx.
Guenole, N. & Brown, A. (2014).
The consequences of ignoring measurement invariance for path coefficients in structural equation models. Research topic on measurement invariance. Frontiers in Quantitative Psychology & Measurement.
Guenole, N. (2014).
Maladaptive personality at work: Exploring the darkness. Industrial and Organizational Psychology: Perspectives on Science and Practice.
Guenole, N., Chernyshenko, O., Stark, S., Cockerill, T., & Drasgow, F. (2013).
More than a mirage: A large-scale assessment center with more dimension variance than exercise variance. Journal of Occupational and Organizational Psychology.
Furnham, A., Guenole, N., Levine, S. J., & Chamorro-Premuzic, T. (2013).
The NEO-PI-R: Factor structure and gender invariance from exploratory structural equation modeling analyses in a high-stakes setting. Assessment.
Bond, F., Lloyd, J., & Guenole, N (2013).
The work-related acceptance and action questionnaire (WAAQ): Initial psychometric findings and their implications for measuring psychological flexibility in specific contexts. Journal of Occupational and Organizational Psychology.
Stark, S, Chernyshenko, O. & Guenole, N (2011).
Can subject matter experts’ ratings of statement extremity be used to streamline the development of unidimensional pairwise preference scales? Organizational Research Methods, 14, 256-278.
Guenole, N., Chernyshenko, O, Stark, S, Cockerill, T and Drasgow, F (2011).
We’re doing better than you might think: a large scale demonstration of assessment centre convergent and discriminant validity. In: Nigel Povah and George Thornton, eds. Assessment Centres and Global Talent Management. London: Gower, xx-xx. ISBN 978-1-4094-0386-9
Dr. Haiyan Zhang
Han, Y., Sears, G., & Zhang, H. (2018). Revisiting the “give and take”in LMX: Exploring equity sensitivity as a moderator of the influence of LMX on affiliative and change-oriented OCB. Personnel Review, 47(2), 555-571.
Halliday, C. S., Paustian‐Underdahl, S. C., Ordóñez, Z., Rogelberg, S. G., & Zhang, H. (2018). Autonomy as a key resource for women in low gender egalitarian countries: A cross‐cultural examination. Human Resource Management, 57(2), 601-615.
Jang, S., Shen, W., Allen, T. D., & Zhang, H. (2018). Societal individualism–collectivism and uncertainty avoidance as cultural moderators of relationships between job resources and strain. Journal of organizational behavior, 39(4), 507-524.
Klein, C., Synovec, R., Zhang, H., Lovato, C., Howes, J., & Feinzig, S. (2017). Survey Key Driver Analysis: Perhaps the Right Question Is,“Are We There Yet?”. Industrial and Organizational Psychology, 10(2), 283-290.
Paustian-Underdahl, S. C., Fainshmidt, S., Sanchez, J. I., Misati, E., Zhao, Y., & Zhang, H. (2017). The role of economic development and perceived growth opportunities in employee reactions to M&As: A study of the merger syndrome across 29 countries. Group & Organization Management, 42(2), 163-194.
Sears, G. J., Zhang, H., & Han, Y. (2016). Negative affectivity as a moderator of perceived organizational support–work outcome relationships. Personality and Individual Differences, 98, 257-260.
J. Sears, G., Zhang, H., H. Wiesner, W., D. Hackett, R., & Yuan, Y. (2013). A comparative assessment of videoconference and face-to-face employment interviews. Management Decision, 51(8), 1733-1752.