These and other related publications can be found on
Dr. Oswald’s Research Gate profile

 

 

 

 

Ock, J., & Oswald, F. L. (2018). The utility of personnel selection decisions: Comparing compensatory and multiple-hurdle selection models. Journal of Personnel Psychology, 17, 172-182.

Oswald, F. L., Dunleavy, E., & Shaw, A. (2017). Measuring practical significance in adverse impact analysis. In S. B. Morris & E. M. Dunleavy (Eds.). Adverse impact analysis: Understanding data, statistics and risk (pp. 92-112). New York, NY: Routledge.

Ock, J., & Oswald, F. L. (2015). Managing the interpersonal aspect of performance management. Industrial and Organizational Psychology: Perspectives on Science and Practice, 8, 111-119.

Hedricks, C. A., Robie, C., & Oswald, F. L. (2013). Web-based multisource reference checking: An investigation of psychometric integrity and applied benefits. International Journal of Selection and Assessment, 21, 99-110.

Levine, J. D., & Oswald, F. L. (2012). O*NET: The occupational information network. In M. A. Wilson, R. J. Harvey, G. M. Alliger, & W. Bennett, Jr. (Eds.), The handbook of work analysis: The methods, systems, applications, & science of work measurement in organizations (pp. 281-301).  New York: Routledge/Psychology Press.

Kim, B. H., & Oswald, F. L. (2009). Clarifying the concept and context of content validation. Industrial and Organizational Psychology: Perspectives on Science and Practice, 2, 497-500.

Converse, P. D., Oswald, F. L., Gillespie, M. A., Field, K. A., & Bizot, E. B. (2004). Matching individuals to occupations using aptitudes and the O*NET: Issues and an application in career guidance. Personnel Psychology, 57, 451-487.

Converse, P. D., & Oswald, F. L. (2004). The effects of data type on job classification and its purposes. Psychology Science, 46, 99-127.

Hough, L. M., & Oswald, F. L. (2000). Personnel selection: Looking toward the future—remembering the past. Annual Review of Psychology, 51, 631-664.