How widespread is graphology in personnel selection practice? A case study of a job market myth

International Journal of Selection and Assessment

Volumn 17, Issue 2, 2009, Pages 219-230

  Bangerter, Adrian ^a   König, Cornelius J ^b   Blatti, Sandrine ^c   Salvisberg, Alexander ^d  

^a UNIVERSITY OF NEUCHÂTEL   (Switzerland)

^b UNIVERSITY OF ZURICH   (Switzerland)

^c Adéquation SA   (Switzerland)

^d UNIVERSITY OF ZURICH   (Switzerland)

Author keywords

[No Author keywords available]

Indexed keywords

EID: 65549143131     PISSN: 0965075X     EISSN: 14682389     Source Type: Journal    
DOI: 10.1111/j.1468-2389.2009.00464.x     Document Type: Article

References (43)

1. Aguinis, H., Michaelis, S.E. Jones, N.M. (2005) Demand for Certified Human Resources Professionals in Internet-Based Job Announcements. International Journal of Selection and Assessment, 13, 160 171. (Pubitemid 40855680)
2. Anderson, N. (2007) The Practitioner-Researcher Divide Revisited: Strategic-level bridges and the roles of IWO psychologists. Journal of Occupational and Organizational Psychology, 80, 175 183.
3. Anderson, N. Witvliet, C. (2008) Fairness Reactions to Personnel Selection Methods: An international comparison between the Netherlands, the United States, France, Spain, Portugal, and Singapore. International Journal of Selection and Assessment, 16, 1 13.
4. Bailis, D.S. MacCoun, R.J. (1996) Estimating Liability Risks with the Media as Your Guide: A content analysis of media coverage of civil litigation. Law and Human Behavior, 20, 419 429. (Pubitemid 26295206)
5. Balicco, C. (2002) L'utilisation de la graphologie dans le recrutement de cadres au sein des cabinets conseils [The use of graphology in executive hiring by consulting firms]. L'Orientation Scolaire et Professionnelle, 31, 195 222.
6. Bangerter, A. Heath, C. (2004) The Mozart Effect: Tracking the evolution of a scientific legend. British Journal of Social Psychology, 43, 1 37. (Pubitemid 40004930)
7. Bayne, R. (2003) Love, Money and Studying. The Psychologist, 16, 529 531.
8. Bertolino, M. Steiner, D.D. (2007) Fairness Reactions to Selection Methods: An Italian study. International Journal of Selection and Assessment, 15, 197 205.
9. Best, J. (2001) Damned Lies and Statistics: Untangling numbers from the media, politicians and activists. Berkeley : University of California Press.
10. Bruchon-Schweitzer, M. Ferrieux, D. (1991) Les méthodes d'évaluation du personnel utilisées pour le recrutement en France [Methods of personnel evaluation used for hiring in France]. L'Orientation Scolaire et Professionnelle, 20, 71 88.
11. Brunvand, J.H. (1981) The Vanishing Hitchhiker: American urban legends and their meanings. New York : W.W. Norton.
12. Dean, G.A., Kelly, I.W., Saklofske, D.H. Furnham, A. (1992) Graphology and Human Judgment. In : Beyerstein, B.L. Beyerstein, D.F. (eds), The Write Stuff: Evaluations of graphology, the study of handwriting analysis. Buffalo, NY : Prometheus Books, pp. 342 396.
13. Devoe, S. Heath, C. (2006) Extreme Comparisons: Biased information flows and social comparison. Unpublished manuscript, Graduate School of Business, Stanford University.
14. DiMaggio, P.J. Powell, W.W. (1983) The Iron Cage Revisited: Institutional isomorphism and collective rationality in organizational fields. American Sociological Review, 48, 147 160.
15. Dipboye, R.L. (1994) Structured and Unstructured Selection Interviews. Beyond the Job-Fit Model. Research in Personnel and Human Resources Management, 12, 79 123.
16. Driver, R.W., Buckley, M.R. Frink, D.D. (1996) Should We Write Off Graphology? International Journal of Selection and Assessment, 4, 78 86. (Pubitemid 126074234)
17. Gilovich, T. (1987) Secondhand Information and Social Judgment. Journal of Experimental Social Psychology, 23, 59 74.
18. Greasley, P. (2000) Handwriting Analysis and Personality: The creative use of analogy, symbolism, and metaphor. European Psychologist, 5, 44 51.
19. Harzing, A.-W.K. (1995) The Persistent Myth of High Expatriate Failure Rates. International Journal of Human Resource Management, 6, 457 474.
20. Heath, C., Bell, C. Sternberg, E. (2001) Emotional Selection in Memes: The case of urban legends. Journal of Personality and Social Psychology, 81, 1028 1041. (Pubitemid 33594527)
21. Hines, T. (1987) Left Brain/Right Brain Mythology and Implications for Management and Training. Academy of Management Review, 12, 600 606.
22. Klehe, U.C. (2004) Choosing How to Choose: Institutional pressures affecting the adoption of personnel selection procedures. International Journal of Selection and Assessment, 12, 315 330. (Pubitemid 40031615)
23. König, C.J., Klehe, U.-C., Berchtold, M. Kleinmann, M. (2007) Reasons for being selective when choosing personnel selection procedures. Unpublished manuscript, University of Zurich, Switzerland.
24. Leonard, B. (1999) Reading Employees. HR Magazine, 4, 67 73.
25. Levy, L. (1979) Handwriting and Hiring. Dun's Review, 113, 72 79.
26. Lévy-Leboyer, C. (1990) Evaluation du personnel: Quelles méthodes choisir? [Evalutating personnel: What methods to choose? Paris : les Editions d'organisation.
27. Lievens, F. De Paepe, A. (2004) An Empirical Investigation of Interviewer-Related Factors that Discourage the Use of High Structure Interviews. Journal of Organizational Behavior, 25, 29 46. (Pubitemid 38157105)
28. Neter, E. Ben-Shakhar, G. (1989) The Predictive Validity of Graphological Inferences: A meta-analytic approach. Personality and Individual Differences, 10, 737 745.
29. Nikolaou, I. Judge, T.A. (2007) Fairness Reactions to Personnel Selection Techniques in Greece: The role of core self-evaluations. International Journal of Selection and Assessment, 15, 206 219.
30. Olson, J.M., Roese, N.J. Zanna, M.P. (1996) Expectancies. In : Higgins, E.T. Kruglanski, A.W. (eds), Social Psychology: Handbook of basic principles. New York : Guilford, pp. 211 238.
31. Pfeffer, J. (2007) A Modest Proposal: How we might change the process and product of management research. Academy of Management Journal, 50, 1334 1345.
32. Phillips, J.M. Gully, S.M. (2002) Fairness Reactions to Personnel Selection Techniques in Singapore and the United States. International Journal of Human Resource Management, 13, 1186 1205.
33. Prentice, D.A. Miller, D.T. (1996) Pluralistic Ignorance and the Perpetuation of Social Norms by Unwitting Actors. Advances in Experimental Social Psychology, 28, 161 209.
34. Rafaeli, A. (2006) Sense-Making of Employment: On whether and why people read employment advertising. Journal of Organizational Behavior, 27, 747 770.
35. Rosnow, R.L. Fine, G.A. (1976) Rumor and Gossip: The social psychology of hearsay. New York : Elsevier.
36. Rynes, S.L., Colbert, A.E. Brown, K.G. (2002) HR Professionals' Beliefs about Effective Human Resource Practices: Correspondence between research and practice. Human Resource Management, 41, 149 174. (Pubitemid 37239372)
37. Sacchi, S., Salvisberg, A. Buchmann, M. (2005) Long-Term Dynamics of Skill Demand in Switzerland from 1950-2000. In : Kriesi, H., Farago, P., Kohli, M. Zarin-Nejadan, M. (eds), Contemporary Switzerland: Revisiting the special case. Palgrave : Houndmills, UK, pp. 105 134.
38. 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. Psychological Bulletin, 124, 262 274. (Pubitemid 128129493)
39. Schoenenberger, A. Zarin-Nejadan, M. (2005) L'économie suisse [The Swiss Economy]. Paris : Presses Universitaires de France.
40. Shackleton, V. Newell, S. (1994) European Management Selection Methods: A comparison of five countries. International Journal of Selection and Assessment, 2, 91 102.
41. Spector, P.E. (2006) Method Variance in Organizational Research: Truth or urban legend? Organizational Research Methods, 9, 221 232.
42. Steiner, D.D. Gilliland, S.M. (1996) Fairness Reactions to Personnel Selection Techniques in France and the United States. Journal of Applied Psychology, 81, 134 142. (Pubitemid 126343852)
43. Zaugg, R.J. (1996) Integrierte Personalbedarfsdeckung: Ausgewählte Gestaltungsempfehlungen zur Gewinnung ganzheitlicher Personalpotentiale [Integrated fulfilment of personnel demand: Selected recommendations for producing holistic personnel potential]. Bern, Switzerland : Haupt.