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Adam H. Kabins
Hay Group
3Publications
2H-index
19Citations
Publications 3
Newest
Published on Jan 1, 2016in Journal of Applied Psychology 5.07
Adam H. Kabins2
Estimated H-index: 2
(Hay Group),
Xiaohong Xu6
Estimated H-index: 6
(A&M: Texas A&M University)
+ 2 AuthorsVictor L. Willson25
Estimated H-index: 25
(A&M: Texas A&M University)
Although the majority of empirical commitment research has adopted a variable-centered approach, the person-centered or profiles approach is gaining traction. One challenge in the commitment profiles literature is that names are attached to profiles based on the within-study comparison among profiles and their relative levels and shapes. Thus, it is possible that different studies name the same profiles differently or different profiles similarly because of the context of the other profiles in t...
Published on Jan 1, 2014
Adam H. Kabins2
Estimated H-index: 2
,
Christopher M. Berry1
Estimated H-index: 1
(IU: Indiana University),
Keith McCook
We advance understanding of the selection fairness of Five Factor Model (FFM) personality tests by investigating the differential validity of the FFM traits based on sex, age, and race. With that aim, we used meta-analytic and traditional differential validity analyses on a large, multi-sample dataset of working adults to investigate differential validity of FFM personality test scores (N = 5,052). This is the largest study to investigate differential validity of FFM personality test scores and ...
Published on Jun 1, 2013in Human Resource Management Review 3.63
Mindy E. Bergman19
Estimated H-index: 19
(A&M: Texas A&M University),
Justin K. Benzer9
Estimated H-index: 9
(VA Boston Healthcare System)
+ 2 AuthorsDaria Panina4
Estimated H-index: 4
(A&M: Texas A&M University)
This paper proposes a new perspective on the development of commitment. We propose that organizational events are evaluated relative to a person's values to determine whether the person fits or misfits the organization. The fit information is then organized into commitment elements, which reflect the extent to which workplace events fit (relative to misfit) a particular value across events over time. We propose that elements are organized around values, not events, such that values are the main ...
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