Personality and demographic correlates of effective retail sales managers.

[1]  Marko Sarstedt,et al.  On the value relevance of customer satisfaction. Multiple drivers and multiple markets , 2012 .

[2]  John Reed,et al.  Doing research in business and management: An essential guide to planning your project , 2012 .

[3]  Erich C. Fein,et al.  Personality Predictors of Behavioral Self-Regulation: Linking Behavioral Self-Regulation to Five-Factor Model Factors, Facets, and a Compound Trait , 2011 .

[4]  G. Lee.  Mirror, mirror: preferred leadership characteristics of South African managers , 2011 .

[5]  Christian Homburg,et al.  Customer Satisfaction, Analyst Stock Recommendations, and Firm Value , 2010 .

[6]  J. Eid,et al.  Big five personality factors, hardiness, and social judgment as predictors of leader performance , 2009 .

[7]  Vincent O'Connell,et al.  Empirical evidence of the stock market's (mis)pricing of customer satisfaction , 2009 .

[8]  N. Paparoidamis,et al.  An empirical investigation into the impact of relationship selling and LMX on salespeople's behaviours and sales effectiveness , 2009 .

[9]  Christopher Ittner,et al.  The Stock Market’s Pricing of Customer Satisfaction , 2009, Mark. Sci..

[10]  Karl W. Kuhnert,et al.  Personality and Leadership Developmental Levels as predictors of leader performance , 2009 .

[11]  C. Drury.  Management Accounting for Business , 2009 .

[12]  Boris Groysberg,et al.  THE DEFINITIVE GUIDE TO RECRUITING in Good Times and Bad , 2009 .

[13]  John W. Lounsbury,et al.  Personality Characteristics of Business Majors as Defined by the Big Five and Narrow Personality Traits , 2009 .

[14]  John W. Lounsbury,et al.  Personality traits and career satisfaction of human resource professionals , 2008 .

[15]  Xueming Luo,et al.  Satisfaction, Complaint, and the Stock Value Gap , 2008 .

[16]  S. Gosling,et al.  The developmental psychometrics of big five self-reports: acquiescence, factor structure, coherence, and differentiation from ages 10 to 20. , 2008, Journal of personality and social psychology.

[17]  L. W. Lam,et al.  The Impact of Relational Demographics on Perceived Managerial Trustworthiness: Similarity or Norms? , 2008, The Journal of social psychology.

[18]  Alan T. Belasen,et al.  Competing values leadership: quadrant roles and personality traits , 2008 .

[19]  Charles E. Pettijohn,et al.  Does Salesperson Perception of the Importance of Sales Skills Improve Sales Performance, Customer Orientation, Job Satisfaction, and Organizational Commitment, and Reduce Turnover? , 2007 .

[20]  R. L. Dipboye,et al.  RECONSIDERING THE USE OF PERSONALITY TESTS IN PERSONNEL SELECTION CONTEXTS , 2007 .

[21]  Xueming Luo,et al.  Consumer Negative Voice and Firm-Idiosyncratic Stock Returns , 2007 .

[22]  Guido Makransky,et al.  Testing Vocational Interests and Personality as Predictors of Person-Vocation and Person-Job Fit , 2007 .

[23]  K. April,et al.  Growing Leaders in Emergent Markets , 2007 .

[24]  Christian Homburg,et al.  Neglected Outcomes of Customer Satisfaction , 2007 .

[25]  O. John,et al.  Measuring personality in one minute or less: A 10-item short version of the Big Five Inventory in English and German , 2007 .

[26]  C. DeYoung.  Higher-order factors of the Big Five in a multi-informant sample. , 2006, Journal of personality and social psychology.

[27]  Xueming Luo,et al.  Corporate Social Responsibility, Customer Satisfaction, and Market Value , 2006 .

[28]  Neil A. Morgan,et al.  The Value of Different Customer Satisfaction and Loyalty Metrics in Predicting Business Performance , 2006 .

[29]  T. Bauer,et al.  A Field Study of the Role of Big Five Personality in Applicant Perceptions of Selection Fairness, Self, and the Hiring Organization , 2006 .

[30]  Filip Lievens,et al.  Predicting adverse impact and mean criterion performance in multistage selection. , 2006, The Journal of applied psychology.

[31]  Forrest V. Morgeson,et al.  Customer Satisfaction and Stock Prices: High Returns, Low Risk: , 2006 .

[32]  E. Anderson,et al.  Dual Emphasis and the Long-Term Financial Impact of Customer Satisfaction , 2005 .

[33]  Lopo L. Rego,et al.  Customer Satisfaction, Cash Flow, and Shareholder Value , 2005 .

[34]  Retha Snyman,et al.  Corporate South Africa: making multicultural knowledge sharing work , 2005, J. Knowl. Manag..

[35]  M. Sutherland,et al.  Factors Affecting The Retention Of Knowledge Workers , 2004 .

[36]  C. Fornell,et al.  Customer Satisfaction and Shareholder Value , 2004 .

[37]  J. Salgado,et al.  Predicting job performance using FFM and non-FFM personality measures , 2003 .

[38]  Mario Denton,et al.  Leadership challenges for organisations in the New South Africa , 2003 .

[39]  Brent Holland,et al.  Using theory to evaluate personality and job-performance relations: a socioanalytic perspective. , 2003, The Journal of applied psychology.

[40]  Dawn S. Carlson,et al.  Interactive effects of personality and organizational politics on contextual performance , 2002 .

[41]  V. J. Fortunato,et al.  Examining the Incremental Validity and Adverse Impact of Cognitive Ability and Conscientiousness on Job Performance , 2002 .

[42]  Silvia Moscoso,et al.  Comprehensive meta-analysis of the construct validity of the employment interview , 2002 .

[43]  T. Judge,et al.  Personality and leadership: a qualitative and quantitative review. , 2002, The Journal of applied psychology.

[44]  Lyman W. Porter,et al.  When Both Similarities and Dissimilarities Matter: Extending the Concept of Relational Demography , 2002 .

[45]  Kevin D. Carlson,et al.  RECRUITMENT EVALUATION: THE CASE FOR ASSESSING THE QUALITY OF APPLICANTS ATTRACTED , 2002 .

[46]  B. Kleiner,et al.  Conducting effective and legally safe background and reference checks , 2002 .

[47]  I. Robertson,et al.  A critique and standardization of meta‐analytic validity coefficients in personnel selection , 2001 .

[48]  Murray R. Barrick,et al.  Personality and Performance at the Beginning of the New Millennium: What Do We Know and Where Do We Go Next? , 2001 .

[49]  Silvia Moscoso.  Selection Interview: A Review of Validity Evidence, Adverse Impact and Applicant Reactions , 2000 .

[50]  Gregory M. Hurtz,et al.  Personality and job performance: the Big Five revisited. , 2000, The Journal of applied psychology.

[51]  Ivan T. Robertson,et al.  Conscientiousness and managerial performance , 2000 .

[52]  S. Christian Albright,et al.  Data Analysis and Decision Making with Microsoft Excel , 1999 .

[53]  Murray R. Barrick,et al.  FIVE REASONS WHY THE “BIG FIVE” ARTICLE HAS BEEN FREQUENTLY CITED , 1998 .

[54]  Chockalingam Viswesvaran,et al.  Role of social desirability in personality testing for personnel selection: The red herring. , 1996 .

[55]  F. Horwitz,et al.  Human resource development and managing diversity in South Africa , 1996 .

[56]  John L. Holland,et al.  Exploring careers with a typology: What we have learned and some new directions. , 1996 .

[57]  Mark A. Huselid.  The Impact of Human Resource Management Practices on Turnover, Productivity, and Corporate Financial Performance , 1995 .

[58]  Arun Sharma,et al.  Adaptive selling: The role of gender, age, sales experience, and education , 1994 .

[59]  John E. Hunter,et al.  Development of a Causal Model of Processes Determining Job Performance , 1992 .

[60]  L. Hough.  The 'Big Five' Personality Variables--Construct Confusion: Description Versus Prediction , 1992 .

[61]  Murray R. Barrick,et al.  THE BIG FIVE PERSONALITY DIMENSIONS AND JOB PERFORMANCE: A META-ANALYSIS , 1991 .

[62]  Robert E. Widing,et al.  Demographic antecedents to the practice of adaptive selling , 2010 .

[63]  P. Costa,et al.  NEO inventories for the NEO Personality Inventory-3 (NEO-PI-3), NEO Five-Factor Inventory-3 (NEO-FFI-3), NEO Personality Inventory-Revised (NEO PI-R) : professional manual , 2010 .

[64]  Xueming Luo,et al.  Quantifying the Long-Term Impact of Negative Word of Mouth on Cash Flows and Stock Prices , 2009, Mark. Sci..

[65]  Karin A. Orvis,et al.  A meta-analytic investigation of conscientiousness in the prediction of job performance: examining the intercorrelations and the incremental validity of narrow traits. , 2006, The Journal of applied psychology.

[66]  Chockalingam Viswesvaran,et al.  Predictors used for personnel selection: An overview of constructs, methods and techniques. , 2001 .

[67]  F. Schmidt,et al.  The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings. , 1998 .

[68]  J. Hogan,et al.  Conscientiousness and integrity at work , 1997 .

[69]  L. R. Goldberg.  THE DEVELOPMENT OF MARKERS FOR THE BIG-FIVE FACTOR STRUCTURE , 1992 .

[70]  A. Tellegen,et al.  An alternative "description of personality": the big-five factor structure. , 1990, Journal of personality and social psychology.

[71]  Ivan T. Robertson,et al.  Personnel selection methods. , 1989 .

[72]  W. Zikmund.  Business Research Methods , 1984 .

[73]  Paul D Jeanne Ellis Ormrod Leedy,et al.  Practical Research: Planning and Design , 1974 .