@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{kossek_huang_piszczek_fleenor_ruderman_2017, title={Rating expatriate leader effectiveness in multisource feedback systems: cultural distance and hierarchical effects}, volume={56}, number={1}, journal={Human Resource Management}, author={Kossek, E. E. and Huang, J. L. and Piszczek, M. M. and Fleenor, J. W. and Ruderman, M.}, year={2017}, pages={151–172} }
 @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} }