Publications

The consultants and researchers at Winfred Arthur, Jr. Consulting continue to produce workpublished in scientific peer-reviewed journals and well-received books. Some recent,representative, and selective publications (2000-2021) of those in the firm include:

Antonik, C. W., Frantz, N. B., Doverspike, D., Girouard, M., Lewis, N. J., Haidar, S. S., King, R. T., & Silva, K. T. (2021). Raising the bar: Paving the way for using AI in selection legally and ethically. Society for Industrial and Organizational Psychology, New Orleans, LA, April, 2021, Asynchronous recorded session.

Harmata, R., Sherman, R. A., Winterberg, C., McKinley, S., Doverspike, D., Verona, E., & Kang, B. (2021). Good cop/bad cop: A deep dive into police officer personality. Society for Industrial and Organizational Psychology, New Orleans, LA, April, 2021, Asynchronous recorded session.

Arthur, W., Jr., Hagen, E., & George, F., Jr. (2021). The lazy or dishonest respondent: Detection and prevention. Annual Review of Organizational Psychology and Organizational Behavior, 8, 105-137.

Traylor, Z., Hagen, E., Williams, A. S., & Arthur, W., Jr. (2021). The testing environment as an explanation for unproctored internet testing device-type effects. International Journal of Selection and Assessment, 29, 65-80.

Arthur, W., Jr., & Day, E. A. (2020). Skill decay: The science and practice of mitigating loss and enhancing retention. In P. Ward, J. M. Schraagen, J. Gore, & E. Roth (Eds.), The Oxford handbook of expertise: Research and application (pp. 1085-1108). Oxford, UK: Oxford University Press.

Arthur, W., Jr., Keiser, N. L., Atoba, O. A., Cho, I., & Edwards, B. D. (in press; 2020). Does the use of alternative predictor methods reduce subgroup differences? It depends on the construct. Human Resource Management. Online First doi:10.1002/hrm.22027

Doverspike, D. (2020). Turning the tides on adverse impact: Adrift in my personal raft. (A talk on the basics and changing nature of adverse impact analysis). YouTube Video. Doverspike Consulting. https://www.youtube.com/watch?v=9idBsmkt4lc&t=3s

Doverspike, D. (2020). A longer brief history of testing. YouTube Video. Doverspike Consulting. https://www.youtube.com/watch?v=r0Rf6il1yMY&t=3s

Doverspike, D. (2020). History and basics of public sector assessment and merit-based testing. Silver Lake, OH:Doverspike Consulting. https://youtu.be/sHHAD0NtAvo

Keiser, N. L., & Arthur, W., Jr. (in press; 2020). A meta-analysis of the effectiveness of the after-action review (or debrief) and factors that influence its effectiveness. Journal of Applied Psychology. Advance online publication. http://dx.doi.org/10.1037/apl0000821

Cubrich, M., Sodhi, K., Petruzzelli, A., & Doverspike, D. (in press, 2020). Who rescues the rescuers? Multilevel challenges facing first responder organizations. Forthcoming in Svyantek, D. (Ed), Chaos and organizations: The coronavirus and lessons for organizational theory.

Arthur, W., Jr., & Traylor, Z. (2019). Mobile assessment in personnel testing: Theoretical and practical implications. In R. N. Landers (Ed.), The Cambridge handbook of technology and employee behavior (pp. 179-231). Cambridge, UK: Cambridge University Press.

Beus, J. M., Payne, S. C., Arthur, W., Jr., & Muñoz, G. J. (2019). The development and validation of a cross-industry safety climate measure: Resolving conceptual and operational issues. Journal of Management, 45, 1987-2013.

Doverspike, D., & Flores, C. (2019). Becoming an Industrial-Organizational Psychologist. Oxford, England: Taylor & Francis.

Doverspike, D., Flores, C., & VanderLeest, J. (2019). Lifespan perspectives on personnel selection and recruitment. In B. Baltes, C. Rudolph, & H. Zacher (Eds.), Work across the lifespan (pp. 343-368). London: Academic Press/Elsevier.

Doverspike, D., Petruzzelli, A., & Cubrich, M. (2019). "Special issue – Call for papers: Rethinking the future police department: Examining the role of testing and assessment," Personnel Assessment and Decisions, 5(5), Article 1. https://scholarworks.bgsu.edu/pad/vol5/iss5/1

Doverspike, D., & Lawton, G. (2019). Paramedic and EMT staffing crisis prompts new organizational disciplines. Journal of Emergency Medical Services. Published online at https://www.jems.com/2019/11/14/paramedic-and-emt-staffing-crisis-prompts-new-organizational-disciplines/

Arthur, W., Jr., Keiser, N. L., & Doverspike, D. (2018). An information processing-based conceptual framework of the effects of unproctored internet-based testing devices on scores on employment-related assessments and tests. Human Performance, 31, 1-32.

Arthur, W., Jr., Keiser, N. L., Hagen, E., & Traylor, Z. (2018). Unproctored internet-based device-type effects on test scores: The role of working memory. Intelligence, 67, 67-75.

Arthur, W., Jr., Doverspike, D., Kinney, T. B., & O'Connell, M. (2017). The impact of emerging technologies on selection models and research: Mobile devices and gamification as exemplars. In J. L. Farr, & N. T. Tippins (Eds.), Handbook of employee selection (2nd ed., pp. 967-986). New York: Taylor & Francis/Psychology Press.

Doverspike, D., Arthur, W., Jr., & Flores, C. (2017). Analyzing EEO disparities in pay: A primer on structuring analyses. In S. B. Morris, & E. M. Dunleavy (Eds.), Adverse impact analysis: Understanding data, statistics, and risk (pp. 197-215). New York: Routledge/Psychology Press.

Morelli, N. A., Potosky, P., Arthur, W., Jr., & Tippins, N. (2017). A call for conceptual models of technology in I-O psychology: An example for technology-based talent assessment. Industrial and Organizational Psychology: Perspectives on Science and Practice, 10, 634-653.

Highhouse, S., Doverspike, D., & Guion, R. M. (2016). Essentials of personnel assessment and selection (2nd ed.). New York, NY: Psychology Press.

Arthur, W., Jr., Glaze, R. M., Jarrett, S. M., White, C. D., Schurig, I., & Taylor, J. E. (2014). Comparative evaluation of three situational judgment test response formats in terms of construct-related validity, subgroup differences, and susceptibility to response distortion. Journal of Applied Psychology, 99, 335-345.

Arthur, W., Jr., Doverspike, D., Muñoz, G. J., Taylor, J. E., & Carr, A. E. (2014). The use of mobile devices in high-stakes remotely delivered assessments and testing. International Journal of Selection and Assessment, 22, 113-123.

Arthur, W., Jr., Doverspike, D., Barrett, G. V., & Miguel, R. (2013). Chasing the Title VII Holy Grail: The pitfalls of guaranteeing adverse impact elimination. Journal of Business and Psychology, 28, 473-485.

Arthur, W., Jr., & Woehr, D. J. (2013). No steps forward, two steps back: The fallacy of trying to "eradicate" adverse impact? Industrial and Organizational Psychology: Perspectives on Science and Practice, 6, 438-442.

Arthur, W., Jr. (2012). Dimension-based assessment centers: Theoretical perspectives. In D. J. R. Jackson, C. E. Lance, & B. J. Hoffman (Eds.), The psychology of assessment centers (pp. 95-120). New York: Routledge/Psychology Press.

Carpenter, J., Doverspike, D., & Miguel, R. (2012). Public service motivation as a predictor of attraction to the public sector. Journal of Vocational Behavior, 80, 509-523.

Doverspike, D., & Arthur, W., Jr. (2012). The role of job analysis in test selection and development. In M. A. Wilson, W. Bennett, Jr., S. G. Gibson, & G. M. Alliger (Eds.), The handbook of work analysis in organizations: Methods, systems, applications, and science of work measurement in organizations (pp. 381-399). New York: Routledge/Psychology Press.

Edwards, B. D., Arthur, W., Jr., & Bruce, L., L. (2012). The three-option format for knowledge and ability multiple-choice tests: A case for why it should be more commonly used in personnel testing. International Journal of Selection and Assessment, 20, 65-81.

Arthur, W., Jr., & Day, E. A. (2011). Assessment centers. In S. Zedeck (Ed.), APA handbook of industrial and organizational psychology: Volume 2, Selecting and developing members for the organization (pp. 205-235). Washington, DC: APA.

Arthur, W., Jr., & Glaze, R. M. (2011). Cheating and response distortion on remotely delivered assessments. In N. T. Tippins, & S. Adler (Eds.), Technology-enhanced assessment of talent (pp. 99-152). San Francisco, CA: Jossey-Bass.

Barrett, G. V., Miguel, R. F., & Doverspike, D. (2011). The Uniform Guidelines: Better the devil you know. Industrial and Organizational Psychology: Perspectives on Science and Practice, 4, 534-536.

Doverspike, D., Qin, L., Magee, M. P., Snell, A. F., & Vaiana, L. P. (2011). The public sector as a career choice: Antecedents of an expressed interest in working for the federal government. Public Personnel Management, 40, 119-132.

Arthur, W., Jr., Glaze, R. M., Villado, A. J., & Taylor, J. E. (2010). The magnitude and extent of cheating and response distortion effects on unproctored internet-based tests of cognitive ability and personality. International Journal of Selection and Assessment, 18, 1-16.

Barrett, G. V., Doverspike, D., & Young, C. (2010). The special case of public sector police and fire selection. In J. C. Scott & D, Reynolds, Handbook of Workplace Assessment: Evidence-Based practices for Selecting and Developing Organizational Talent (pp. 437-462). San Francisco, CA: Jossey-Bass.

Arthur, W., Jr., Glaze, R. M., Villado, A. J., & Taylor, J. E. (2009). Unproctored internet-based tests of cognitive ability and personality: Magnitude and extent of cheating and response distortion. Industrial and Organizational Psychology: Perspectives on Science and Practice, 2, 39-45.

Walczyk, J. J., Mahoney, K. T., Doverspike, D., & Griffith-Ross, D. A. (2009). Cognitive lie detection: Response time and consistency of answers as cues to deception. Journal of Business and Psychology, 24, 33-49.

Arthur, W., Jr., Day, E. A., & Woehr, D. J. (2008). Mend it, don't end it: An alternate view of assessment center construct-related validity evidence. Industrial and Organizational Psychology: Perspectives on Science and Practice, 1, 105-111.

Arthur, W., Jr., & Villado, A. J. (2008). The importance of distinguishing between constructs and methods when comparing predictors in personnel selection research and practice. Journal of Applied Psychology, 93, 435-442.

Bott, J., Ramarkrishnan, M., O'Connell, M., & Doverspike, D. (2007). Practical limitations in making decisions regarding the distribution of applicant personality tests scores based on incumbent data. Journal of Business and Psychology, 22, 123-134.

Edwards, B. D., & Arthur, W., Jr. (2007). An examination of factors contributing to a reduction in subgroup differences on a constructed-response paper-and-pencil test of scholastic achievement. Journal of Applied Psychology, 92, 794-801.

Doverspike, D., Taylor, M. A., & Arthur, W., Jr. (2006). Psychological perspective on affirmative action (Paperback). NY: Novinka/Nova Science Publishers.

Arthur, W., Jr., & Doverspike, D. (2005). Achieving diversity and reducing discrimination in the workplace through human resource management practices: Implications of research and theory for staffing, training, and rewarding performance. In R. L. Dipboye, & A. Colella (Eds), Discrimination at work: The psychological and organizational bases (pp. 305-327). Mahwah, NJ: LEA.

Arthur, W., Jr., Bennett, W. Jr., Edens, P. S., & Bell, S. T. (2003). Effectiveness of training in organizations: A meta-analysis of design and evaluation features. Journal of Applied Psychology, 88, 234-245.

Arthur, W., Jr., Day, E. A., McNelly, T. L., & Edens, P. S. (2003). Meta-analysis of the criterion-related validity of assessment center dimensions. Personnel Psychology, 56, 125-154.

Woehr, D. J., & Arthur, W., Jr. (2003). The construct-related validity of assessment center ratings: A review and meta-analysis of the role of methodological factors. Journal of Management, 29, 231-258.

Doverspike, D. & Tuel, R. (2000). The difficult hire: Seven recruitment and selection principles for hard-to-fill positions. Manassas Park, VA: Impact Publications.