Pia Ingold
Pia Ingold
Work & Organizational Psychology, University of Zurich
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Cited by
Cited by
A different look at why selection procedures work: The role of candidates’ ability to identify criteria
M Kleinmann, PV Ingold, F Lievens, A Jansen, KG Melchers, CJ König
Organizational Psychology Review 1 (2), 128-146, 2011
Shall we continue or stop disapproving of self-presentation? Evidence on impression management and faking in a selection context and their relation to job performance
PV Ingold, M Kleinmann, CJ König, KG Melchers
European Journal of Work and Organizational Psychology 24 (3), 420-432, 2015
Why do situational interviews predict job performance? The role of interviewees’ ability to identify criteria
PV Ingold, M Kleinmann, CJ König, KG Melchers, CH Van Iddekinge
Journal of Business and Psychology 30 (2), 387-398, 2015
Why do situational interviews predict performance? Is it saying how you would behave or knowing how you should behave?
JK Oostrom, KG Melchers, PV Ingold, M Kleinmann
Journal of Business and Psychology 31 (2), 279-291, 2016
Transparency of Assessment Centers: Lower Criterion‐related Validity but Greater Opportunity to Perform?
PV Ingold, M Kleinmann, CJ König, KG Melchers
Personnel Psychology 69 (2), 467-497, 2016
Tell us about your leadership style: A structured interview approach for assessing leadership behavior constructs
AL Heimann, PV Ingold, M Kleinmann
The Leadership Quarterly 31 (4), 101364, 2020
Toward a better understanding of assessment centers: A conceptual review
M Kleinmann, PV Ingold
Annual Review of Organizational Psychology and Organizational Behavior 6 …, 2019
A dual-process theory perspective to better understand judgments in assessment centers: The role of initial impressions for dimension ratings and validity.
F Ingold, P. V., Dönni, M., Lievens
Journal of Applied Psychology, 2018
Beyond validity: Shedding light on the social situation in employment interviews
KG Melchers, PV Ingold, A Wilhelmy, M Kleinmann
Employee Recruitment, Selection, and Assessment, 154-171, 2015
Who will go the extra mile? Selecting organizational citizens with a personality-based structured job interview
AL Heimann, PV Ingold, ME Debus, M Kleinmann
Journal of Business and Psychology 36 (6), 985-1007, 2021
Do overall dimension ratings from assessment centres show external construct-related validity?
A Wirz, KG Melchers, M Kleinmann, F Lievens, H Annen, U Blum, ...
European Journal of Work and Organizational Psychology 29 (3), 405-420, 2020
Resume= Resume? The effects of blockchain, social media, and classical resumes on resume fraud and applicant reactions to resumes
PV Ingold, M Langer
Computers in Human Behavior 114, 106573, 2021
Leistungs-und Potentialbeurteilung: Personbezogene Merkmale
PV Ingold, M Kleinmann, K Sonntag
Hogrefe, 2016
Too much self‐promotion! How self‐promotion climate relates to employees' supervisor‐focused self‐promotion effectiveness and their work group's performance
C Gross, ME Debus, PV Ingold, M Kleinmann
Journal of Organizational Behavior 42 (8), 1042-1059, 2021
Enhancing Personality Assessment in the Selection Context: A Study Protocol on Alternative Measures and an Extended Bandwidth of Criteria
VS Schröder, AL Heimann, PV Ingold, M Kleinmann
Frontiers in Psychology 12, 643690, 2021
Broadening the Scope: Situation-Specific Personality Assessment with Behaviour Description Interviews.
AL Heimann, PV Ingold
European Journal of Personality 31 (5), 2017
Actions define a character: Assessment centers as behavior‐focused personality measures
AL Heimann, PV Ingold, F Lievens, KG Melchers, G Keen, M Kleinmann
Personnel Psychology 75 (3), 675-705, 2022
Questionnaire for integrative leadership
PV Ingold
Impression management
M Kleinmann, P Ingold, A Wilhelmy
Encyclopedia of Human Resource Management, 2016
Training Adaptive Leadership: On the Role of Leader Cognitions and Behaviors
AV Güntner, AL Heimann, P Ingold, M Kleinmann
Academy of Management Proceedings 2022 (1), 12310, 2022
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