• ‘g’ or ‘general ability’ as a work predictor
• "Survivor Syndrome" in Redundancies
• Assessment & Development Centers in Employee Selection & Development
• Big 5 test may not fit HK
• Can personality predict job performance?
• Competencies Applied to Development at Work
• Competencies applied to Performance Management
• Conflict and Organizational Effectiveness
• Delegation of tasks
• Direct and Indirect discrimination at Work
• Do all psychologists agree with the five-factor model of personality?
• Do personality questionnaires predict different types of performance differentially?
• Exit interviews
• Extract from Hogan Development Survey Manual
• Fairness at work
• Gender and managerial stereotypes
• Goal setting and Performance
• How can I reduce my anxiety and have an effective performance appraisal meeting?
• How Time Flies: A Time Management Article
• Importance of Employee Induction in Organisations
• Is performance appraisal futile in an economic downturn?
• Is Personality Related to Assessment Centre Performance? It is dependent on age?
• Is the Five-Factor Model of Personality applicable across cultures?
• Money as a motivator
• On the job training
• Organizational Psychology in HRM
• Performance Reviews are not just about meeting goals
• Personality correlates of work performance in a Chinese Singaporean sample
• Personality, general well-being and post-traumatic stress disorder in the ambulance services
• Personality, general well-being and post-traumatic stress disorder in the ambulance services
• Predicting Job Performance – Weighted Application Blanks
• Providing Effective Performance Feedback and 360 Performance Appraisal
• Psychological contract
• Psychometric Tests in Onrec Magazine
• Recruitment tool that plays fair and cool
• Relationship between Conscientiousness and Job Performance
• Relationship between work performance and personality in Hong Kong: Tyler & Newcombe
• Reliability and Validity of Psychometric Testing
• Researchers in Dubai confirm the importance of a formal HR policy
• Resistance to change
• Setting SMART goals in Performance Appraisal
• Social Loafing in Teams
• Spotlight Section of a Management Text Book
• Structure of personality in China
• Structured and unstructured interviews
• Testing Times in Asia
• Testosterone and Leadership
• The Chinese Challenge to the Big-5
• Trusting relationship at work
• Using a few or a lot of personality scales to predict performance at work?
• Validity of various assessment methods
• West test has working edge
• What are 360 performance appraisals?
• What are Employee Assistance Programs?
• What is a performance rating scale?
• What is Groupthink?
• What is job enrichment – How does it affect performance at work?
• What is Leadership?
• What is the Big-5 or the Five Factor Model of Personality?
• What theory underlies personality assessments?
• Where can I find out more about personality and work performance?
• Why are personality assessments valid? Are all tests valid?
• Why do people avoid performance appraisals?
• Why do Performance Reviews at Work?
• Why use personality assessments?
• Work References in Recruitment and Selection
• Work-life balance and burnout
• Workplace aggression