Horvath, M. (2015). An integrative model of recruitment source processes and effects. Organizational Psychology Review, 5, 126-145.
Horvath, M. (2015). Predicting work outcomes from religiosity and perceived calling. The Career Development Quarterly, 63, 141-155.
Horvath, M. (2013). Spiritual gifts inventories: A psychometric perspective. Journal of Psychology and Christianity, 32, 124-133.
Laurene, K. R., Rakos, R. F., Tisak, M. S., Robichaud, A. L., & Horvath, M. (2011). Perception of free will: The perspective of incarcerated adolescent and adult offenders. Review of Philosophy and Psychology, 4, 723-740.
Horvath, M. (2010). The opportunity to upload cover letters and procedural fairness perceptions: A time series analysis. Applied HRM Research, 12, 84-99.
Horvath, M., Wasko, L. E., & Bradley, J. L. (2008). The effect of formal mentoring program characteristics on organizational attraction. Human Resource Development Quarterly, 19, 323-349.
Horvath, M., & Andrews, S. B. (2007). The role of fairness perceptions and accountability attributions in predicting reactions to organizational events. Journal of Psychology: Interdisciplinary and Applied, 141, 203-222.
Horvath, M., Pury, C. L. S., & Johnson, J. (2006). Online surveys in participant pools: Implications for students, researchers, and participant pool managers. Teaching of Psychology, 33, 273-275.
Horvath, M., Herleman, H. A., & McKie, R. L. (2006). Goal orientation, task interest, and task difficulty: A multilevel analysis. Motivation and Emotion, 30, 171-178.
Ryan, A. M., Horvath, M., & Kriska, S. D. (2005). The role of recruiting source informativeness and organizational perceptions in decisions to apply. International Journal of Selection and Assessment, 13, 235-249.
Horvath, M., & Ryan, A. M. (2003). Antecedents and potential moderators of the relationship between attitudes and hiring discrimination on the basis of sexual orientation. Sex Roles, 48, 115-130.
Rogelberg, S. G., Fisher, G. G., Maynard, D. C., Hakel, M. D., & Horvath, M. (2001). Attitudes toward surveys: Development of a measure and its relationship to respondent behavior. Organizational Research Methods, 4, 3-25.
Horvath, M., Ryan, A. M., & Stierwalt, S. (2000). The influence of explanations for selection test use, outcome favorability, and self-efficacy on test-taker perceptions. Organizational Behavior and Human Decision Processes, 83, 310-330.
Ryan, A. M., Horvath, M., Ployhart, R. E., Schmitt, N., & Slade, L. A. (2000). Hypothesizing differential item functioning in global employee opinion surveys. Personnel Psychology, 53, 531-562.
Bulger, C. A., Horvath, M., & Zickar, M. (2006). A guide to evaluation of industrial-organizational psychology doctoral program rankings. The Industrial and Organizational Psychologist, 43, 121-131.
Horvath, M. (2005). Professor's corner. Recruiting Tomorrow's Leaders Today: An Employer Newsletter from the Michelin Career Center, 1, 1.
Finkelstein, L. M., & Horvath, M. (2004). Interactive sessions at SIOP: What are they and how do they work? The Industrial and Organizational Psychologist, 42, 161-162.