Bortom_Big_Five_28_nov_noc _pm_metod.pdf - Från One.com

[180]. Mount, M. K., Barrick, M. R., & Stewart, G. L. (1998). Five-Factor Model of personality
and performance in jobs involving interpersonal interactions. Human Performance,
11, 145-165.
[181]. Muck, P. M., Hell, B., & Gosling, S. D. (2007). Construct validation of a short fivefactor
model instrument: A self-peer study on the German adaptation of the Ten-Item
Personality Inventory (TIPI-G). European Journal of Psychological Assessment, 23,
166-175.
[182]. Murphy, K. R. (Ed.). (2006). A critique of emotional intelligence. What are the problems
and how can they be fixed? New York: Erlbaum.
[183]. Murphy, K. R., & Sideman, L. (2006). The fadification of emotional intelligence. In K.
R. Murphy (Ed.), A critique of emotional intelligence. What are the problems and how
can they be fixed? (pp. 283-299). New York: Erlbaum.
[184]. Murphy, T., & Oberlin, L. H. (2005). Overcoming passive aggression. New York:
Marlowe & Company.
[185]. Mårdberg, B., Nienmaa, P., Hillström, B., & Carlstedt, B. (1994). Myers-Briggs Type
Indicator. Manual. Stockholm: Psykologiförlaget.
[186]. Neilson, G. L., Pasternack, B. A., & Van Nuys, K. E. (2005). The PASSIVE-
AGGRESSIVE Organization. Harvard Business Review, 82-92.
[187]. Norman, W. T. (1963). Personality measurement, faking, and detection: An assessment
method for use in personnel selection. Journal of Applied Psychology, 47, 225-241.
[188]. Norman, W. T. (1963). Toward an adequate taxonomy of personality attributes: Replicated
factor structure in peer nomination personality ratings. The Journal of Abnormal
and Social Psychology, 66, 574-583.
[189]. O'Connor, M. C., & Paunonen, S. V. (2007). Big Five personality predictors of postsecondary
academic performance. Personality and Individual Differences, 43, 971-
990.
[190]. Ones, D. S., & Vieswesvaran, C. (1996). Bandwidth-fidelity dilemma in personality
measurement for personnel selection. Journal of Organisational Behavior, 17, 609-
626.
[191]. Ones, D. S., & Viswesvaran, C. (1998). The effects of social desirability and faking on
personality and integrity assessment for personnel selection. Human Performance, 11,
245-269.
[192]. Ones, D. S., & Viswesvaran, C. (1998). The effects of social desirability and faking on
personality and integrity assessment for personnel selection. Human Performance, 11,
245-269.
[193]. Ones, D. S., Viswesvaran, C., & Reiss, A. D. (1996). Role of social desirability in personality
testing for personnel selection: The red herring. Journal of Applied Psychology,
81, 660-679.
[194]. Oreg, S. (2003). Resistance to change: Developing an individual differences measure.
Journal of Applied Psychology, 88, 680-693.
[195]. Oreg, S., Bayazit, M., Vakola, M., Arciniega, L., Armenakis, A., Barkauskiene, R.,
Bozionelos, N., Fujimoto, Y., González, L., Han, J., Hrebícková, M., Jimmieson, N.,
Kordacová, J., Mitsuhashi, H., Mlacic, B., Feric, I., Topic, M. K., Ohly, S., Saksvik, P.
O., Hetland, H., Saksvik, I., & van Dam, K. (2008). Dispositional resistance to
change: Measurement equivalence and the link to personal values across 17 nations.
Journal of Applied Psychology, 93, 935-944.
[196]. Pacini, R., & Epstein, S. (1999). The relation of rational and experiential information
processing styles to personality, basic beliefs, and the ratio-bias phenomenon. Journal
of Personality & Social Psychology, 76, 972-987.
158