Tham khảo Dữ liệu sinh học

  1. ↑ Wood & Payne, (1998). Competency based recruitment and selection. Chapter 5 "Application form design and sifting". New York: John Wiley & Sons
  2. ↑ Lautenschlager, G. J.; Shaffer, G. S. (1987). “Reexamining the component stability of Owen's biographical questionnaire”. Journal of Applied Psychology 72 (1): 149–152. doi:10.1037/0021-9010.72.1.149. 
  3. ↑ Mael, F. A. (1991). “A conceptual rationale for the domain and attributes of biodata items”. Personnel Psychology 44 (4): 763–927. doi:10.1111/j.1744-6570.1991.tb00698.x. 
  4. ↑ Mumford, M. D.; Costanza, D.P.; Connelly, M.S.; Johnson, J.F. (1996). “Item generation procedures and background data scales: Implications for construct and criterion-related validity”. Personnel Psychology 49 (2): 360–398. doi:10.1111/j.1744-6570.1996.tb01804.x. 
  5. ↑ Stricker, L. J.; Rock, D. A. (1998). “Assessing leadership potential with a biographical measure of personality traits”. International Journal of Selection and Assessment 6 (3): 164–184. doi:10.1111/1468-2389.00087. 
  6. ↑ Reilly, R. R.; Chao, G. T. (1982). “Validity and fairness of some alternative employee selection procedures”. Personnel Psychology 35: 1–62. doi:10.1111/j.1744-6570.1982.tb02184.x. 
  7. ↑ Schmidt, F.L.; Hunter, J.E. (1998). “The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings” (PDF). Psychological Bulletin 124 (2): 262–274. doi:10.1037/0033-2909.124.2.262. 
  8. ↑ Harris, M. M.; Schaubroeck, J. (1988). “A Meta-Analysis Of Self-Supervisor, Self-Peer, and Peer-Supervisor Ratings”. Personnel Psychology 41: 43–62. doi:10.1111/j.1744-6570.1988.tb00631.x.