Refereed Journal Articles

Moon, S. H., Scullen, S. E., & Latham, G. P. (2016). Precarious curve ahead: The effects of forced distribution rating systems on job performance. Human Resource Management Review, 26, 166-179.
doi: 10.1016/j.hrmr.2015.12.002

Scullen, S. E., & Meyer, B. C. (2014). More applicants or more applications per applicant? A big question when pools are small. Journal of Management, 40, 1675-1699.
doi: 10.1177/0149206312438774

Scullen, S. E. (2013). What if the preferred candidate rejects a job offer? A look at smaller applicant pools. Journal of Business and Psychology, 28, 331-344. doi: 10.1007/s10869-012-9280-7

Fichtner, J. R., Strader, T. J., & Scullen, S. E. (2013). Creating, clarifying, and enforcing an effective non-work related computing policy: A legal perspective. Journal of Information Policy, 3, 389-410. doi: 10.5325/jinfopoli.3.2013.0389

Scullen, S. E., Bergey, P. K., & Aiman-Smith, L. (2005). Forced distribution rating systems and the improvement of workforce potential: A baseline simulation. Personnel Psychology, 58, 1-32.
doi: 10.1111/j.1744-6570.2005.00361-x

Mount, M. K., Barrick, M. R., Scullen, S. E., & Rounds, J. (2005). Higher-order dimensions of the big five personality dimensions and the big six vocational interest types. Personnel Psychology, 58, 447-478. 
doi: 10.1111/j.1744-6570.2005.00468.x

Conway, J. M., Lievens, F., Scullen, S. E., & Lance, C. L. (2004). Bias in the correlated uniqueness model for MTMM data. Structural Equation Modeling, 11, 535-559. doi: 10.1207/s15328007sem1104_3

Scullen, S. E., Mount, M. K., & Judge, T. A. (2003). Evidence of the construct validity of developmental ratings of managerial job performance. Journal of Applied Psychology, 88, 50-66. doi: 10.1037/0021-9010.88.1.50

Aiman-Smith, L., Scullen, S. E., & Barr, S. H. (2003). Conducting studies of decision making in organizational contexts: A tutorial for policy capturing, conjoint analysis, and related techniques. Organizational Research Methods, 5, 388-414. doi: 10.1177/109442802237117

Lance, C. E., Noble, C. L., & Scullen, S. E. (2002). A critique of the correlated trait – correlated method (CTCM) and correlated uniquenesses (CU) models for multitrait-multimethod (MTMM) data. Psychological Methods, 7, 228-244. doi: 10.1037/1082-989X.7.2.228

Scullen, S. E., Mount, M. K., & Goff, M. (2000). Understanding the latent structure of job performance ratings. Journal of Applied Psychology, 85, 956-970. doi: 10.1037//0021-9010.85.6.956

Carlson, K. D., Scullen, S. E., Schmidt, F. L., Rothstein, H., & Erwin, F. (1999). Generalizable biographical data validity can be achieved without multi-organizational development and keying. Personnel Psychology, 52, 731-755. doi: 10.1111/j.1744-6570.1999.tb00179.x

Scullen, S. E. (1999). Using confirmatory factor analysis of correlated uniquenesses to estimate method variance in multitrait-multimethod matrices. Organizational Research Methods, 2, 275-292. doi: 10.1177/109442819923004

Mount, M. K., Judge, T. A., Scullen, S. E., Sytsma, M. R., & Hezlett, S. A. (1998). Trait, rater and level effects in 360-degree performance ratings. Personnel Psychology, 51, 557-576. doi: 10.1111/j.1744-6570.1998.tb00251.x

Scullen, S. E. (1997). When ratings from one source have been averaged, but ratings from another source have not: Problems and solutions. Journal of Applied Psychology, 82, 880-888. doi: 10.1037/0021-9010.82.6.880