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Productive and counterproductive attendance behavior : an examination of early and late arrival to and departure from work

Bowling, Nathan A.; Burns, Gary N.; Beehr, Terry A. - In: Human performance 23 (2010) 4, pp. 305-322

Persistent link: https://www.econbiz.de/10008698530

Staying quiet or speaking out : does peer reporting depend on the type of counterproductive work behavior witnessed?

Bowling, Nathan A.; Lyons, Brian D.; Burns, Gary N. - In: Journal of personnel psychology 19 (2020) 1, pp. 14-23

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Using item-level covariance to detect response distortion on personality measures

Christiansen, Neil D.; Robie, Chet; Burns, Gary N.; … - In: Human performance 30 (2017) 2/3, pp. 116-134

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Effects of applicant personality on resume evaluations

Burns, Gary N.; Christiansen, Neil D.; Morris, Megan B.; … - In: Journal of business and psychology 29 (2014) 4, pp. 573-591

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Putting applicant faking effects on personality tests into context

Burns, Gary N.; Shoda, Elizabeth A.; Roebke, Mark A. - In: Journal of managerial psychology 32 (2017) 6, pp. 460-468

Persistent link: https://www.econbiz.de/10011799878

Determinants of safety outcomes in organizations : exploring O*NET data to predict occupational accident rates

Kumar, Lavanya S.; Burns, Gary N. - In: Personnel psychology : a journal of applied research 77 (2024) 2, pp. 555-594

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Methods of Measuring Faking Behavior

Burns, Gary N.; Christiansen, Neil D. - In: Human performance 24 (2011) 4, pp. 358-373

Persistent link: https://www.econbiz.de/10009289512

Self‐efficacy in the Workplace: Linking personality to domain‐specific efficacy beliefs

Burns, Gary N.; Christiansen, Neil D. - In: International journal of selection and assessment 19 (2011) 4, pp. 429-435

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Conscientiousness and Agreeableness as Moderators of the Relationship Between Neuroticism and Counterproductive Work Behaviors: A constructive replication

Bowling, Nathan A.; Burns, Gary N.; Stewart, Susan M.; … - In: International journal of selection and assessment 19 (2011) 3, pp. 320-331

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Putting applicant faking effects on personality tests into context

Burns, Gary N.; Shoda, Elizabeth A.; Roebke, Mark A. - In: Journal of Managerial Psychology 32 (2017) 6, pp. 460-468

Purpose Estimates of the effects of faking on personality scores typically represent the difference from one sample mean to another sample mean in terms of standard deviations. While this is technically accurate, it does put faking effects into the context of the individuals actually engaging in...

Persistent link: https://www.econbiz.de/10014888771