Steve E. Scullen

Mount, M. K., Barrick, M. R., Scullen, S. M., & Rounds, J. (2005). Higher-order dimensions of the big five personality traits and the big six vocational interest types. PERSONNEL PSYCHOLOGY, 58(2), 447–478. https://doi.org/10.1111/j.1744-6570.2005.00468.x

Conway, J. M., Lievens, F., Scullen, S. E., & Lance, C. E. (2004). Bias in the correlated uniqueness model for MTMM data. STRUCTURAL EQUATION MODELING-A MULTIDISCIPLINARY JOURNAL, 11(4), 535–559. https://doi.org/10.1207/s15328007sem1104_3

Scullen, S. E., Mount, M. K., & Judge, T. A. (2003). Evidence of the construct validity of developmental ratings of managerial performance. JOURNAL OF APPLIED PSYCHOLOGY, 88(1), 50–66. https://doi.org/10.1037/0021-9010.88.1.50

Lance, C. E., Noble, C. L., & Scullen, S. E. (2002). A critique of the correlated trait-correlated method and correlated uniqueness models for multitrait-multimethod data. PSYCHOLOGICAL METHODS, 7(2), 228–244. https://doi.org/10.1037//1082-989X.7.2.228

Aiman-Smith, L., Scullen, S. E., & Barr, S. H. (2002). Conducting studies of decision making in organizational contexts: A tutorial for policy-capturing and other regression-based techniques. ORGANIZATIONAL RESEARCH METHODS, 5(4), 388–414. https://doi.org/10.1177/109442802237117

Scullen, S. E., Mount, M. K., & Goff, M. (2000, December). Understanding the latent structure of job performance ratings. JOURNAL OF APPLIED PSYCHOLOGY, Vol. 85, pp. 956–970. https://doi.org/10.1037/0021-9010.85.6.956

Carlson, K. D., Scullen, S. E., Schmidt, F. L., Rothstein, H., & Erwin, F. (1999). Generalizable biographical data validity can be achieved without multi-organizational development and keying. PERSONNEL PSYCHOLOGY, 52(3), 731–755. https://doi.org/10.1111/j.1744-6570.1999.tb00179.x