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Direct linkSchmidt, Frank L. – Research Synthesis Methods, 2015
In this article, I provide answers to the questions posed by Will Shadish about the history and development of the Schmidt-Hunter methods of meta-analysis. In the 1970s, I headed a research program on personnel selection at the US Office of Personnel Management (OPM). After our research showed that validity studies have low statistical power, OPM…
Descriptors: Meta Analysis, Test Validity, Measurement, Predictive Validity
Peer reviewedSchmidt, Frank L.; Hunter, John E. – Personnel Psychology, 1984
Empirically tests the prediction of the situational specificity hypothesis of personnel selection that states that if the situation is held constant, then validity findings will not vary. Results showed that variation in observed validities is due to statistical and measurement artifacts that are unrelated to situations and settings. (LLL)
Descriptors: Generalization, Occupational Tests, Personnel Selection, Test Validity
Download full textHunter, John E.; Schmidt, Frank L. – 1976
The first section of this paper defines three incompatible ethical positions in regard to the fair and unbiased use of psychological tests for selection in minority and majority groups. Also in this section, five statistical definitions of "test fairness" are reviewed and examined critically for technical, logical, and social weaknesses. In the…
Descriptors: Culture Fair Tests, Ethics, Minority Groups, Personnel Selection
Peer reviewedSchmidt, Frank L.; And Others – Personnel Psychology, 1985
The situational specificity hypothesis predicts that, if the setting does not vary, validity will not vary. Using data from a large-sample validity study numerous small-sample studies were generated for which the setting was held constant. Results indicate variability across studies in observed validity coefficients, significance levels, and…
Descriptors: Cohort Analysis, Data Analysis, Job Performance, Meta Analysis
Peer reviewedSchmidt, Frank L.; And Others – Personnel Psychology, 1980
Results for employment tests indicated that differential validity occurs no more frequently than would be expected on the basis of chance plus the operation of various statistical artifacts. Similar results were obtained on educational tests. Tests are neither differentially valid for, nor unfair to, Hispanics. (Author)
Descriptors: Access to Education, Educational Testing, Equal Opportunities (Jobs), Hispanic Americans
Schmidt, Frank L.; And Others – 1974
Utilizing eight apprentices in the mentals trades, this study empirically evaluated a number of techniques designed to produce performance tests that are economically feasible, reliable, content-valid, and less disadvantageous to minority group members than paper-and-pencil measures. The final test was economically feasible, reliable with respect…
Descriptors: Achievement Tests, Apprenticeships, Certification, Employment Qualifications
