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de Vries, R. E. (2012). Personality predictors of leadership styles and the self–other agreement problem. The Leadership Quarterly, 23(5), 809–821. https://doi.org/10.1016/j.leaqua.2012.03.002
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Drasgow, F. (2003). Intelligence and the workplace. In W. C. Borman, D. R. Ilgen, & R. J. Klimoski (Eds.), Handbook of psychology: Vol.12: Industrial and organizational psychology (pp. 107–130). Wiley.
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Judge, T. A., Rodell, J. B., Klinger, R. L., Simon, L. S., & Crawford, E. R. (2013). Hierarchical representations of the five-factor model of personality in predicting job performance: Integrating three organizing frameworks with two theoretical perspectives. Journal of Applied Psychology, 98(6), 875–925. https://search.ebscohost.com/login.aspx?direct=true&db=pdh&AN=2013.31562.001
Judge, T. A., Simon, L. S., Hurst, C., & Kelley, K. (2014). What I experienced yesterday is who I am today: Relationship of work motivations and behaviors to within-individual variation in the five-factor model of personality. Journal of Applied Psychology, 99(2), 199–221. https://search.ebscohost.com/login.aspx?direct=true&db=pdh&AN=2013-35325-001&site=ehost-live
Judge, T. A., & Zapata, C. P. (2015). The Person-Situation Debate Revisited: Effect of Situation Strength and Trait Activation on the Validity of the Big Five Personality Traits in Predicting Job Performance. Academy of Management Journal, 58(4), 1149–1179. https://search.ebscohost.com/login.aspx?direct=true&db=bsu&AN=108801057&site=ehost-live
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Martinsen, Ø., Kaufmann, G., & Furnham, A. (2011). Cognitive style and creativity. In M. A. Runco & S. R. Pritzker (Eds.), Encyclopedia of creativity: 1: A-I (2nd ed, pp. 1–8). Academic Press. https://www.dawsonera.com/abstract/9780080548500
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O’Boyle, E. H., Humphrey, R. H., Pollack, J. M., Hawver, T. H., & Story, P. A. (2011). The relation between emotional intelligence and job performance: A meta-analysis. Journal of Organizational Behavior, 32(5), 788–818. https://doi.org/10.1002/job.714
Ones, D. S. (2005). Personality at Work: Raising Awareness and Correcting Misconceptions. Human Performance, 18(4), 389–404. https://search.ebscohost.com.ezproxy.library.bi.no/login.aspx?direct=true&db=bth&AN=18105809&site=ehost-live
Salgado, J. F., Anderson, N., & Tauriz, G. (2015). The validity of ipsative and quasi-ipsative forced-choice personality inventories for different occupational groups: A comprehensive meta-analysis. Journal of Occupational and Organizational Psychology, 88(4), 797–834. https://doi.org/10.1111/joop.12098
Schultheiss, O. C., Yankova, D., Dirlikov, B., & Schad, D. J. (2009). Are Implicit and Explicit Motive Measures Statistically Independent? A Fair and Balanced Test Using the Picture Story Exercise and a Cue- and Response-Matched Questionnaire Measure. Journal of Personality Assessment, 91(1), 72–81. http://search.ebscohost.com.ezproxy.library.bi.no/login.aspx?direct=true&db=bth&AN=35656911&site=ehost-live
Soto, C. J., & John, O. P. (2017). The next Big Five Inventory (BFI-2): Developing and assessing a hierarchical model with 15 facets to enhance bandwidth, fidelity, and predictive power. Journal of Personality and Social Psychology, 113(1), 117–143. https://search.ebscohost.com/login.aspx?direct=true&db=pdh&AN=2016.17156.001