@article{meade_pappalardo_braddy_fleenor_2020, title={Rapid Response Measurement: Development of a Faking-Resistant Assessment Method for Personality}, volume={23}, ISSN={["1552-7425"]}, DOI={10.1177/1094428118795295}, abstractNote={ While rating-scale-based assessments have been shown to be useful for measuring a variety of workplace-relevant constructs, assessment length and response distortion present practical limitations on their use. We describe a new type of measurement method termed rapid response measurement (RRM) in which stimuli are presented on a computer screen one at a time in rapid succession and respondents are asked to quickly provide a dichotomous response. Two personality assessments using RRM were developed and reliability and validity evidence across four independent samples were evaluated. Both RRM assessments showed adequate reliability, even at short test lengths, with acceptable levels of convergent and discriminant validity with traditional survey-based measures. Analyses based on a within-participants design indicated that the RRM was significantly more difficult to fake when instructed than was a survey-based measure of personality. The second RRM was related to several aspects of job performance. While initial results show promise, further research is needed to establish the validity and viability of the RRM for organizational and psychological measurement. }, number={1}, journal={ORGANIZATIONAL RESEARCH METHODS}, author={Meade, Adam W. and Pappalardo, Gabriel and Braddy, Phillip W. and Fleenor, John W.}, year={2020}, month={Jan}, pages={181–207} }
 @article{braddy_meade_michael_fleenor_2009, title={Internet Recruiting: Effects of website content features on viewers' perceptions of organizational culture}, volume={17}, ISSN={["0965-075X"]}, DOI={10.1111/j.1468-2389.2009.00448.x}, abstractNote={This study examined the effects of four ‘careers’ website content features (pictures, testimonials, organizational policies, and awards won) on viewers' perceptions of nine organizational culture attributes. Eight of these culture attributes were more strongly conveyed by culture‐specific website content features than by culture‐neutral website content features. This study also found support for a partial mediated‐moderation model. This model illustrated that participants with weak culture preferences formed less favorable person–organization (P–O) fit perceptions as they perceived an organization to more strongly convey the culture attribute under investigation. Conversely, participants with strong culture preferences formed more favorable P–O fit perceptions as they perceived an organization to more strongly portray the culture attribute in question. Respondents with stronger P–O fit perceptions in turn reported stronger organizational attraction.}, number={1}, journal={INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT}, author={Braddy, Phillip W. and Meade, Adam W. and Michael, Joan J. and Fleenor, John W.}, year={2009}, month={Mar}, pages={19–34} }
 @article{thompson_braddy_wuensch_2008, title={E-recruitment and the benefits of organizational web appeal}, volume={24}, ISSN={["0747-5632"]}, DOI={10.1016/j.chb.2008.02.014}, abstractNote={This study examined the influences of website design on prospective job seekers. A total of 182 participants accessed and reviewed an online job ad. Afterwards, they rated: (a) the attractiveness of the ad's formatting, (b) the usability of the website, (c) overall evaluations of the organization's web appeal, (d) impressions of the organization, and (e) willingness to pursue employment with the hiring organization. Although both the formatting attractiveness and usability of online recruitment materials influenced participants' inclinations to pursue jobs, formatting was more important than usability. Moreover, impressions of the employer mediated the relationship between satisfaction with the website and willingness to pursue employment with the organization. Overall, this research advances knowledge by applying signaling theory to the web-based recruitment domain and by testing a mediated relationship implied therein. In addition, this is the first study to introduce relative weights analysis to the recruitment literature.}, number={5}, journal={COMPUTERS IN HUMAN BEHAVIOR}, author={Thompson, Lori Foster and Braddy, Phillip W. and Wuensch, Karl L.}, year={2008}, month={Sep}, pages={2384–2398} }
 @article{braddy_meade_kroustalis_2008, title={Online recruiting: The effects of organizational familiarity, website usability, and website attractiveness on viewers' impressions of organizations}, volume={24}, ISSN={["0747-5632"]}, DOI={10.1016/j.chb.2008.05.005}, abstractNote={Previous research on Internet recruitment has made the implicit assumption that recruitment websites influence viewers' opinions of recruiting organizations. This study tested this assumption using a pretest/posttest design. Findings revealed that participants' organizational favorability, image as employer, and organizational attractiveness perceptions were affected by their viewing of organizational recruitment websites. Greater increases in favorable organizational evaluations from the pretest measures to the posttest measures occurred with organizations maintaining websites that were easy to navigate and/or that were appealing. Contrary to predictions made by signaling theory, recruitment websites had similar effects on the organizational impressions of all individuals, regardless of their familiarity with the organizations maintaining the recruitment websites that they viewed.}, number={6}, journal={COMPUTERS IN HUMAN BEHAVIOR}, author={Braddy, Phillip W. and Meade, Adam W. and Kroustalis, Christina M.}, year={2008}, month={Sep}, pages={2992–3001} }
 @article{meade_johnson_braddy_2008, title={Power and sensitivity of alternative fit indices in tests of measurement invariance}, volume={93}, ISSN={["1939-1854"]}, DOI={10.1037/0021-9010.93.3.568}, abstractNote={Confirmatory factor analytic tests of measurement invariance (MI) based on the chi-square statistic are known to be highly sensitive to sample size. For this reason, G. W. Cheung and R. B. Rensvold (2002) recommended using alternative fit indices (AFIs) in MI investigations. In this article, the authors investigated the performance of AFIs with simulated data known to not be invariant. The results indicate that AFIs are much less sensitive to sample size and are more sensitive to a lack of invariance than chi-square-based tests of MI. The authors suggest reporting differences in comparative fit index (CFI) and R. P. McDonald's (1989) noncentrality index (NCI) to evaluate whether MI exists. Although a general value of change in CFI (.002) seemed to perform well in the analyses, condition specific change in McDonald's NCI values exhibited better performance than a single change in McDonald's NCI value. Tables of these values are provided as are recommendations for best practices in MI testing.}, number={3}, journal={JOURNAL OF APPLIED PSYCHOLOGY}, author={Meade, Adam W. and Johnson, Emily C. and Braddy, Phillip W.}, year={2008}, month={May}, pages={568–592} }
 @article{braddy_meade_kroustalis_2006, title={Organizational recruitment website effects on viewers' perceptions of organizational culture}, volume={20}, ISSN={["1573-353X"]}, DOI={10.1007/s10869-005-9003-4}, number={4}, journal={JOURNAL OF BUSINESS AND PSYCHOLOGY}, author={Braddy, Phillip W. and Meade, Adam W. and Kroustalis, Christina M.}, year={2006}, pages={525–543} }