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Roulin, N., & Krings, F. (in press). Faking to fit in: Applicant faking in response to organizational culture. Journal of Applied Psychology. (pdf)

Roulin, N. & Levashina. (2019).  LinkedIn as a New Selection Method: Psychometric Properties and Assessment Approach. Personnel Psychology, 72 (2), 187-211. DOI: 10.1111/peps.12296 . (pdf)

Roulin, N. & Ternes, M. (2019). Is it time to kill the detection wizard? Emotional intelligence does not facilitate deception detection. Personality and Individual Differences, 137, 131-138. DOI: 10.1016/j.paid.2018.08.020. (pdf

Bourdage, J., Roulin, N., & Tarraf, R. (2018). “I (might be) just that good”: Honest and deceptive impression management in employment interviews. Personnel Psychology, 71 (4), 597-632. DOI:10.1111/peps.12285. (pdf) 

Roulin, N., & Powell, D.M. (2018). Identifying applicant faking in job interviews: Examining the role of Criterion-Based Content Analysis and storytelling. Journal of Personnel Psychology,  17, 143-154. DOI: 10.1027/1866-5888/a000207. (pdf)

Roulin, N., & Bhatnagar, N. (2018). Smoking as a job killer: Reactions to smokers in personnel selection. Journal of Business Ethics. 149 (4), 959-972.  DOI: 10.1007/s10551-016-3101-2 2. (pdf)

Bourdage, J.S. Roulin, N., & Levashina, J. (2017). Editorial: Impression management and faking in job interviews. Frontiers in Psychology (Organizational Psychology), 8, 1294. DOI: 10.3389/fpsyg.2017.01294 (pdf)

Roulin, N., & Bourdage, J. (2017) Once an impression manager, always an impression manager? Antecedents of honest and deceptive impression management use and variability across multiple job interviews. Frontiers in Psychology (Organizational Psychology), 8. DOI: 10.3389/fpsyg.2017.00029 (pdf) 

Roulin, N., & Krings, F. (2016). When winning is everything: The relationship between competitive worldviews and job applicant faking. Applied Psychology: An International Review, 65 (4), 643-670. DOI: 10.1111/apps.12072 (pdf)

Roulin, N. (2016). Individual differences predicting impression management detection in job interviews. Personnel Assessment and Decisions, 2, 1-11. (pdf)

Neville, L.B., & Roulin, N. (2016). Genius or folly? It depends on whether performance ratings survive the “psychological immune system”. Industrial and Organizational Psychology: Perspectives on Science and Practice, 9 (2), 281-288. DOI: 10.1017/iop.2016.12 (pdf)

Roulin, N., Krings, F., & Binggeli, S. (2016). A dynamic model of applicant faking. Organizational Psychology Review, 6 (2), 145-170. DOI: 10.1177/2041386615580875 (pdf)

Derous, E., Buijsrogge, A., Roulin, N., & Duyck, W. (2016). Why your stigma isn’t hired: A dual-process framework for interview bias. Human Resource Management Review, 26 (2), 90-111. DOI: 10.1016/j.hrmr.2015.09.006 (pdf) 

 Roulin, N., & Levashina, J. (2016) Impression management and social media profiles. In Landers, R.N. & Schmidt, G.B. (Eds). Using social media in employee selection: Theory, practice, and current challenges. pp. 223-248. New York, NY: Springer.  (pdf)

Roulin, N. (2015) Don't throw the baby out with the bathwater: Comparing data quality of crowdsourcing, online panels, and student samples. Industrial and Organizational Psychology: Perspectives on Science and Practice, 8 (2), 190-196. DOI:10.1017/iop.2015.24 (pdf)

Roulin, N., Bangerter, A. & Levashina, J. (2015). Honest and deceptive impression management in the employment interview: Can it be detected and how does it impact evaluations? Personnel Psychology. 68 (2), 395-444. DOI: 10.1111/peps.12079 (pdf)

Schneider, L., Powell, D.M., & Roulin, N. (2015). Cues to deception in the employment interview. International Journal of Selection and Assessment, 23 (2), 182-190. DOI: 10.1111/ijsa.12106  (pdf)

Levashina, J., Weekley, J.A., Roulin, N., & Hauck, E.L. (2014) Using blatant extreme responding for detecting faking in high-stakes selection: Construct validity, relationship with general mental ability, and sub-group differences. International Journal of Selection and Assessment, 22 (4), 371-383. DOI: 10.1111/ijsa.12084 (pdf)

Roulin, N., Bangerter, A. & Levashina, J. (2014). Interviewers’ perceptions of impression management in selection interviews. Journal of Managerial Psychology, 29 (2), 141-163. DOI: 10.1108/JMP-10-2012-0295 (pdf)

Roulin, N. (2014). The influence of employers’ use of social networking websites in selection, online self-promotion, and personality on the likelihood of faux pas postings. International Journal of Selection and Assessment, 22 (1), 81-87. DOI: 10.1111/ijsa.12058 (pdf)

Roulin, N., Mayor, E., & Bangerter, A. (2014). How to satisfy and retain employees despite job market shortage? Multilevel predictors of nurses’ job satisfaction and intent to leave. Swiss Journal of Psychology, 73 (1), 13-24. DOI: 10.1024/1421-0185/a000123  (pdf)

Roulin, N., & Bangerter, A. (2013). Extracurricular activities in young applicants’ résumés: What are the motives behind their involvement? International Journal of Psychology, 48 (5), 871-880. DOI: 10.1080/00207594.2012.692793 (pdf)

Roulin, N., & Bangerter, A. (2013). Social networking websites in personnel selection: A signaling perspective on recruiters’ and applicants’ perceptions. Journal of Personnel Psychology, 12 (3), 143-151. DOI: 10.1027/1866-5888/a000094 (pdf)

Roulin, N., & Bangerter, A. (2013). Students’ use of extracurricular activities for positional advantage in competitive job markets. Journal of Education and Work, 26 (1), 21-47. DOI: 10.1080/13639080.2011.623122 (pdf)  

Bangerter, A., Roulin, N., & König, C.J. (2012). Personnel selection as a signaling game, Journal of Applied Psychology, 97 (4), 719-738. DOI: 10.1037/a0026078 (pdf)

Roulin, N., & Bangerter, A. (2012). Understanding the academic-practitioner gap for structured interviews: “Behavioral” interviews diffuse, “structured” interviews do not. International Journal of Selection and Assessment, 20 (2), 147-158. DOI: 10.1111/j.1468-2389.2012.00588.x (pdf) 

Roulin, N., & Bangerter, A. (2012). Les livres de conseils: Un moyen de réduire l’incertitude des candidats liée à l’entretien de sélection [Advice books: A way to reducing applicants’ uncertainty about the selection interview].  Psychologie du Travail et des Organisations (ePTO), 17, 426-444. Reprinted in PTO in 2017.  (pdf)

Roulin, N., Bangerter, A., & Yerly, E. (2011). The uniqueness effect in selection interviews, Journal of Personnel Psychology, 10 (1), 43-47. DOI: 10.1027/1866-5888/a000024 (pdf) 

Usunier, J.-C., & Roulin, N. (2010). The influence of communication styles on the design, content, and language of Business-to-Business Web sites. International Journal of Business Communication, 47 (2), 189-227 (special issue on "Language matters: Corporate Language in international business operations"). DOI: 10.1177/0021943610364526 (pdf)

Usunier, J.-C., Roulin, N., & Ivens, B.S. (2009). Cultural, national, and industrial differences in B2B Web site design and content. International Journal of Electronic Commerce, 14 (2), 41-87. DOI: 10.2753/JEC1086-4415140202 (pdf)