Murray R. Barrick
#153,712
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Murray R. Barrick's AcademicInfluence.com Rankings
Murray R. Barrickpsychology Degrees
Psychology
#3412
World Rank
#3856
Historical Rank
Industrial And Organizational Psychology
#24
World Rank
#27
Historical Rank
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Psychology
Murray R. Barrick's Degrees
- PhD Industrial and Organizational Psychology University of Akron
- Masters Industrial and Organizational Psychology University of Akron
- Bachelors Psychology University of Akron
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(Suggest an Edit or Addition)Murray R. Barrick's Published Works
Number of citations in a given year to any of this author's works
Total number of citations to an author for the works they published in a given year. This highlights publication of the most important work(s) by the author
Published Works
- THE BIG FIVE PERSONALITY DIMENSIONS AND JOB PERFORMANCE: A META-ANALYSIS (1991) (8169)
- Personality and Performance at the Beginning of the New Millennium: What Do We Know and Where Do We Go Next? (2001) (2260)
- THE BIG FIVE PERSONALITY TRAITS, GENERAL MENTAL ABILITY, AND CAREER SUCCESS ACROSS THE LIFE SPAN (1999) (2047)
- Relating member ability and personality to work-team processes and team effectiveness. (1998) (1513)
- Autonomy as a moderator of the relationships between the Big Five personality dimensions and job performance. (1993) (927)
- Conscientiousness and performance of sales representatives: Test of the mediating effects of goal setting. (1993) (839)
- Five-Factor Model of personality and Performance in Jobs Involving Interpersonal Interactions (1998) (831)
- Team Structure and Performance: Assessing the Mediating Role of Intrateam Process and the Moderating Role of Task Type (2000) (799)
- Personality and job performance: test of the mediating effects of motivation among sales representatives. (2002) (779)
- Interactive effects of personality and perceptions of the work situation on workplace deviance. (2004) (581)
- The Theory of Purposeful Work Behavior: The Role of Personality, Higher-Order Goals, and Job Characteristics (2012) (563)
- Effects of impression management and self-deception on the predictive validity of personality constructs. (1996) (562)
- Yes, Personality Matters: Moving on to More Important Matters (2005) (558)
- The interactive effects of conscientiousness and agreeableness on job performance. (2002) (461)
- META‐ANALYSIS OF THE RELATIONSHIP BETWEEN THE FIVE‐FACTOR MODEL OF PERSONALITY AND HOLLAND'S OCCUPATIONAL TYPES (2003) (451)
- Collective organizational engagement: : Linking motivational antecedents, strategic implementation, and firm performance (2015) (417)
- HIGHER‐ORDER DIMENSIONS OF THE BIG FIVE PERSONALITY TRAITS AND THE BIG SIX VOCATIONAL INTEREST TYPES (2005) (390)
- Validity of observer ratings of the big five personality factors (1994) (361)
- What you see may not be what you get: relationships among self-presentation tactics and ratings of interview and job performance. (2009) (359)
- The Moderating Role of Top Management Team Interdependence: Implications for Real Teams and Working Groups (2007) (329)
- FIVE REASONS WHY THE “BIG FIVE” ARTICLE HAS BEEN FREQUENTLY CITED (1998) (303)
- Self-monitoring as a moderator of the relationships between personality traits and performance. (2005) (287)
- Ceo Transformational Leadership: The Role of Goal Importance Congruence in Top Management Teams (2008) (277)
- Applicant Impression Management: Dispositional Influences and Consequences for Recruiter Perceptions of Fit and Similarity (2002) (263)
- Relative importance of personality and general mental ability in managers' judgments of applicant qualifications. (1995) (236)
- AN EXPLORATION OF MEMBER ROLES AS A MULTILEVEL LINKING MECHANISM FOR INDIVIDUAL TRAITS AND TEAM OUTCOMES (2005) (228)
- Reducing voluntary, avoidable turnover through selection. (2005) (199)
- APPLYING SELF-DETERMINATION THEORY TO ORGANIZATIONAL RESEARCH (2003) (198)
- An investigation of personality similarity effects (relational and perceived) on peer and supervisor ratings and the role of familiarity and liking (2001) (196)
- When opposites attract: a multi-sample demonstration of complementary person-team fit on extraversion. (2005) (194)
- Incremental Validity of Empirically Keyed Biodata Scales over GMA and the Five Factor Personality Constructs (2000) (160)
- Personality And Leadership Composition in Top Management Teams: Implications For Organizational Effectiveness (2014) (155)
- Construct, Item, and Method Bias of Cognitive and Personality Tests in South Africa (2005) (144)
- ACCURACY OF INTERVIEWER JUDGMENTS OF JOB APPLICANT PERSONALITY TRAITS (2000) (136)
- The Joint Relationship of Conscientiousness and Ability with Performance: Test of the Interaction Hypothesis (1999) (133)
- Personality and work : reconsidering the role of personality in organizations (2003) (130)
- PERSONALITY AND JOB PERFORMANCE: A CRITIQUE OF THE TETT, JACKSON, AND ROTHSTEIN (1991) META-ANALYSIS (1994) (109)
- Exploring the handshake in employment interviews. (2008) (109)
- Hiring for retention and performance (2009) (106)
- ANTECEDENTS OF INVOLUNTARY TURNOVER DUE TO A REDUCTION IN FORCE (1994) (97)
- Searching for the right fit: development of applicant person-organization fit perceptions during the recruitment process. (2015) (97)
- Initial Evaluations in the Interview: Relationships with Subsequent Interviewer Evaluations and Employment Offers (2010) (94)
- Peer-based control in self-managing teams: linking rational and normative influence with individual and group performance. (2012) (85)
- Select on Conscientiousness and Emotional Stability (2015) (72)
- Assessing the utility of executive leadership (1991) (66)
- Managing and creating an image in the interview: the role of interviewee initial impressions. (2011) (63)
- Retaining the Productive Employee: The Role of Personality (2014) (59)
- A REVIEW OF QUALITY CIRCLE EFFICACY AND THE EXISTENCE OF POSITIVE‐FINDINGS BIAS (1987) (56)
- Four Lessons Learned From the Person-Situation Debate: A Review and Research Agenda. (2004) (53)
- Candidate characteristics driving initial impressions during rapport building: Implications for employment interview validity (2012) (51)
- HOW DEFINITIVE ARE CONCLUSIONS BASED ON SURVEY DATA: ESTIMATING ROBUSTNESS TO NONRESPONSE (1993) (46)
- Predictive Criterion-Related Validity of Observer Ratings of Personality and Job-Related Competencies Using Multiple Raters and Multiple Performance Criteria (2010) (45)
- Selection for Fit (2019) (41)
- Initial impressions: What they are, what they are not, and how they influence structured interview outcomes. (2016) (37)
- Nature and Use of Personality in Selection (2012) (37)
- CHAPTER 3 Situational and Motivational Influences on Trait-Behavior Relationships (2016) (34)
- Estimating the standard error of projected dollar gains in utility analysis. (1987) (28)
- Decision-making effects on compensation surveys : implications for market wages (1992) (25)
- Impact of Meta-Analysis Methods on Understanding Personality-Performance Relations: Murray R.Barrick and Michael K. Mount (2013) (15)
- Incorporating risk into selection utility: Two models for sensitivity analysis and risk simulation (1987) (14)
- DOES BIOLOGY MATTER ? HOW PRENATAL TESTOSTERONE, ENTREPRENEUR RISK PROPENSITY, AND ENTREPRENEUR RISK PERCEPTIONS INFLUENCE VENTURE PERFORMANCE (2010) (12)
- Selection in human resource management (2011) (9)
- The Folly of Using Research Lacking Rigor as a Call to Action (2012) (8)
- Estimating the benefits of a quality circle intervention (1992) (7)
- Assessing the Utility of Stochastic Employee Movements (1991) (4)
- PEER-BASED REWARD AND INDIVIDUAL PERFORMANCE: A FIELD EXAMINATION. (2009) (2)
- "Job Design, HR Systems, CEO Leadership and Firm Performance:A Strategic Theory of Engagement" (2013) (1)
- Take it from the top: how intensity of tmt joint problem solving and levels of interdependence influence quality of strategy implementation coordination and firm performance (2022) (1)
- The Joint Effects of Personality and HR Practices on Job Performance: Extending the TPWB (2018) (1)
- TMT Strategy Implementation Tasks and Firm Performance: Teamwork Processes and Interdependence (2018) (1)
- Motivational Orientation Inventory (2012) (0)
- Interviewee Initial Impression Measure (2011) (0)
- The Paradox of Predictability and Change in Teams (2016) (0)
- Wonderlic Behavioral Risk Profile Plus (2018) (0)
- Expanding the Social Context Surrounding Impression Management at Work (2018) (0)
- Estimating the benefits of a quality circle Note . , , . intervention (2006) (0)
- The role of personality at work (2012) (0)
- Leading for Credit Union Success: The Roles of Personality and Practices in CEOs (2013) (0)
- Personality at Work: Exploring the Relationship with an Eye on the Situation (2019) (0)
- Central tendency and its impact on three SDy procedures: A case study (1990) (0)
- New Directions in Personality Research - Where Do We Go Now? (2017) (0)
- Individual Differences and the Differential Impact of Strategic HRM Practices on Engagement (2015) (0)
- New Developments in Impression Management Research during Pre-Organizational Entry (2014) (0)
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