Publication History

Journal Article, Academic Journal

• Fan, J.; Wong, C. C.; Carroll, S.; Lopez, F. J. - "An empirical investigation of the influence of social desirability on the factor structure of the Chinese 16PF" (Refereed) - Personality and Individual Differences - 2008 - v. 45, no. 8, pp. 790-795 [View publication] [Show/Hide Abstract]
  Abstract: This study examined whether social desirability affects the factor structure of the Chinese 16PF. Participants were 4645 Chinese first-year undergraduate and graduate students who completed the Chinese 16PF as part of a mandatory psychological assessment. Based on students??? score on the Impression Management scale (Paulhus, 1998), two groups were formed: (a) the high socially desirable responding group, consisting of students whose IM scores fell within the upper 20% of the distribution, and (b) the low socially desirable responding group, consisting of students whose IM scores fell within the bottom 25% of the distribution. A series of exploratory and confirmatory factor analyses indicated that the factor pattern and factor loadings of the Chinese 16PF were invariant across these two groups.
  
• Day, A. L.; Carroll, S. - "Faking emotional intelligence: Comparing response distortion on ability and trait-based EI measures" (Refereed) - Journal of Organizational Behavior - 2008 - v. 29, no. 6, pp. 761-784 [View publication] [Show/Hide Abstract]
  Abstract: We compared the susceptibility of two emotional intelligence (EI) tests to faking. In a laboratory study using a within-subjects design, participants completed the EQ-i and the MSCEIT in two sessions. In the first session (i.e., the applicant condition), participants were given a job description and asked to respond to the EI measures as though they were applying for that job. Participants returned 2 weeks later to repeat the tests in a non-applicant condition in which they were told to answer as honestly as possible. Mean differences between conditions indicated that the EQ-i was more susceptible to faking than the MSCEIT. Faking indices predicted applicant condition EQ-i scores, after controlling for participants' non-applicant EQ-i scores, whereas the faking indices were unrelated to applicant condition MSCEIT scores, when the non-applicant MSCEIT scores were controlled. Using top-down selection, participants were more likely to be selected based on their applicant condition EQ-i scores than their non-applicant EQ-i scores, but they had an equal likelihood of being selected based on their MSCEIT scores from each condition. Implications for the use of these two EI tests are discussed. Copyright ?? 2007 John Wiley & Sons, Ltd.
  
• Chapman, D. S.; Uggerslev, K. L.; Carroll, S.; Piasentin, K. A.; Jones, D. A. - "Applicant attraction to organizations and job choice: A meta-analytic review of the correlates of recruiting outcomes" (Refereed) - Journal of Applied Psychology - 2005 - v. 90, no. 5, pp. 928-944 [View publication] [Show/Hide Abstract]
  Abstract: Attracting high performing applicants is a critical component of personnel selection and overall organizational success. In this study, we meta-analyzed 667 coefficients from 71 studies examining relationships between various predictors with job/organization attraction, job pursuit intentions, acceptance intentions, and job choice. The moderating effects of applicant gender, race, and applicant versus non-applicant status were also examined. Results showed that applicant attraction outcomes were predicted by job/organization characteristics, recruiter behaviors, perceptions of the recruiting process, perceived fit, and hiring expectancies, but not recruiter demographics or perceived alternatives. Path analyses showed that applicant attitudes and intentions mediated the predictor-job choice relationships. We discuss the implications of these findings for recruiting theory, research, and practice.
  
• Day, A. L.; Therrien, D. L.; Carroll, S. - "Predicting psychological health: The impact of personality, Type A Behaviour Pattern, and Emotional Intelligence" (Refereed) - European Journal of Personality - 2005 - v. 19, pp. 519-536

Technical Report

• Jones, D. A.; Carroll, S.; Day, A. L. - "Perceptions of Leadership Fairness in the Canadian Forces: Unintended Consequences and Transmission of Core Values" - Canadian Forces Leadership Institute - 2003 - no. March,

Other

• Carroll, S. - "Parent-role guilt, time commitments, and psychosocial outcomes." - 2006
• Carroll, S. - "Developing and measuring diversity competency." - Workshop presented at the annual meeting of the Alberta College of Social Workers, - 2004
• Carroll, S. - "Faking emotional intelligence: Comparing response distortion on ability and mixed-model measures." - 64th annual meeting of the Academy of Management - 2004
• Carroll, S. - "Using an ability-based measure of emotional intelligence to predict individual performance, group performance, and group citizenship behaviours" - Personality and Individual Differences - 2004 - pp. vol. 36, pp. 1443-1458
• Carroll, S. - "Influence of supervisor personality on employee well-being and strain outcomes" - 64th annual meeting of the Canadian Psychological Association - 2003
• Carroll, S. - "Minimizing socially desirable responding in personality assessment: Does the Situational Interview offer a solution?" - 18th annual meeting of the Society for Industrial and Organizational Psychology - 2003
• Carroll, S. - "Situational and Patterned Behavior Description Interviews: A comparison of their validity, correlates, and perceived fairness" - Human Performance - 2003 - pp. vol. 16, pp. 25-47
• Carroll, S. - "Examination of an ability-based measure of emotional intelligence" - 62nd annual meeting of the Canadian Psychological Association - 2001
• Carroll, S. - "Performance on the structured interview: Examining its predictors and predictive validity" - 61st annual meeting of the Canadian Psychological Association - 2000
• Carroll, S. - "Understanding the selection interview" - Invited Presentation to the Meeting of Military Personnel Selection Officers - 2000