@article{ward_pond_2015, title={Using virtual presence and survey instructions to minimize careless responding on Internet-based surveys}, volume={48}, journal={Computers in Human Behavior}, author={Ward, M. K. and Pond, S. B.}, year={2015}, pages={554–568} }
 @article{lobene_meade_pond_2014, title={Perceived Overqualification: A Multi-Source Investigation of Psychological Predisposition and Contextual Triggers}, volume={149}, ISSN={0022-3980 1940-1019}, url={http://dx.doi.org/10.1080/00223980.2014.967654}, DOI={10.1080/00223980.2014.967654}, abstractNote={Although employee (subjective) perceived overqualification (POQ) has recently been explored as a meaningful organizational construct, further work is needed to fully understand it. We extend the theoretical psychological underpinnings of employee POQ and examine both its determinants and outcomes based on established and newly proposed theoretical developments. Four-hundred and fifteen employees completed an online questionnaire and 208 of their supervisors completed corresponding surveys about the employees' withdrawal behaviors and job-related attitudes, in order to explore potential predictors and outcomes of subjectively experienced POQ. Among the predictors, work conditions (uniform requirements and repetitive tasks) were most strongly associated with POQ. In terms of individual differences, narcissism predicted higher POQ while general mental ability only did when holding other variables constant. In addition, among the outcomes, higher POQ was related to lower job satisfaction and organizational commitment, but was not related to withdrawal behaviors such as truancy, absenteeism, and turnover intentions.}, number={7}, journal={The Journal of Psychology}, publisher={Informa UK Limited}, author={Lobene, Eleni V. and Meade, Adam W. and Pond, Samuel B., III}, year={2014}, month={Oct}, pages={684–710} }
 @article{gissel_thompson_pond_2013, title={A theory‐driven investigation of prospective applicants' intentions to submit video résumés}, DOI={10.1111/jasp.12191}, abstractNote={Abstract As a quickly growing trend among job seekers, video résumés represent an area where practice has outpaced research. This study investigated whether the theory of planned behavior ( TpB ) can be used to understand future job seekers ( n = 154) video résumé submission intentions and behaviors. Results supported the TpB model. Attitudes, subjective norms, and perceived behavioral control predicted intentions, which in turn predicted video résumé creation behaviors. Compared with perceived behavioral control, attitudes and subjective norms were more important predictors. As one of the first empirical studies on video résumés, this research breaks important new ground. It also extends what is known about the TpB because it is the first study to use a relative importance analysis to statistically compare the influence of the theory's antecedent constructs.}, number={12}, journal={Journal of Applied Social Psychology}, author={Gissel, Amanda L. and Thompson, Lori F. and Pond, Samuel B.}, year={2013}, month={Nov} }
 @article{stanhope_pond_surface_2013, title={Core self-evaluations and training effectiveness: Prediction through motivational intervening mechanisms}, volume={98}, number={5}, journal={Journal of Applied Psychology}, author={Stanhope, D. S. and Pond, S. B. and Surface, E. A.}, year={2013}, pages={820–831} }
 @book{lee_greene_wellman_al._2004, title={Teaching and learning through inquiry: A guidebook for institutions and instructors}, publisher={Sterling, Va.: Stylus Pub.}, author={Lee, V. S. and Greene, D. B. and Wellman, D. J. and al.}, year={2004} }
 @article{pond_nacoste_mohr_rodriguez_1997, title={The Measurement of Organizational Citizenship Behavior: Are We Assuming Too Much?}, DOI={10.1111/j.1559-1816.1997.tb01611.x}, abstractNote={Organizational citizenship behavior (OCB) is assessed by measuring how frequently employees display extra‐role and discretionary behaviors. One hundred forty‐four managerial employees responded to an OCB scale and indicated the number of behaviors on the scale they believed to be formally evaluated. None of the behaviors were believed to be unevaluated by all employees. Data suggest that a typical OCB scale is not measuring citizenship behaviors for everybody, and that OCB measurement needs refinement. Best prediction of other organizational variables was obtained when both the OCB and an index of “unevaluated” behaviors were used as predictors. Supervisor fairness interacted with OCB when predicting organizational commitment, and this interaction was contingent on the extent OCBs were believed to be unevaluated.}, number={17}, journal={Journal of Applied Social Psychology}, author={Pond, Samuel B. and Nacoste, Rupert W. and Mohr, Monique F. and Rodriguez, Christopher M.}, year={1997}, month={Sep} }