Assessment centers are very popular with professionals and practitioners involved in selection of management personnel. This research focuses on assessment center validity, i.e., while much attention has been given to predictor (assessment center) characteristics as they influence prediction hit rates, this paper examines the differential…

More precise conception of the functions and limitations of prediction, validation, construct validity, and criterion referenced tests will not solve the problems which must be faced in using tests. It will not repel many of the current attacks on testing. But it should enable test specialists to think more clearly about some of those problems.…

Affirms the evidence for predictive validity of assessment centers and concludes that assessment centers can work for a variety of purposes and in numerous contexts. Raises possible explainations for the predictive validity observed in assessment centers and raises implications for practice and guidance of future research. (Author/KS)

Demonstrates the criterion-related validity of behavior-based measure of work maturity. Measured the work-maturity levels of 142 youth enrollees in a job training program sponsored by the Job Training Partnership Act (JTPA). Time Consciousness and Sociability predicted a weighted composite criterion composed of ten job performance dimensions.…

Results indicated a relatively low degree of user acceptance. There was strong support for the relationship between user acceptance, perceived friendship bias, and perceived feedback value. (Author)

Behaviorally anchored rating scales (BARS) are no better or worse than other methods when assessed on a quantitative basis but have greater potential when assessed on use and qualitative criteria. Suggestions are offered for extending BARS research to process questions and domains other than performance appraisal. (Author)

The purpose of this brief paper was not to question the basic findings of Fox and Lefkowitz (EJ 100 533) but simply to raise some questions about their study in terms of the data actually reported. Their original article presented evidence for differential validity between whites and Negroes from a test validation study of production-type jobs.…

The present research was stimulated by three related problems frequently faced in validation research: viable procedures for combining similar jobs in order to assess the validity of various predictors, for assessing groups of jobs represented in previous validity studies, and for assessing the applicability of validity findings between units.…

Describes miniature job training and evaluation situations administered to 1,034 "low aptitude" Navy recruits. Checklist criterion data describing the on-the-job performance of the sample were collected after the recruits were on their fleet assignments. The results confirmed the predictive validity of the miniature job training…

Examined the scale characteristics of two measures of organizational commitment. Using data from l,l05 accountants, findings indicated that while both instruments exhibited a high degree of internal reliability, the Porter et al. (1947) instrument exhibited significantly greater predictive validity with respect to intended turnover than the…

Significant job-relatedness was found for a posttraining job knowledge test criterion. Content validity methods may be able to help solve the problem of criterion relevance in validation research by providing quantitative evidence of job-relatedness. (Author)

The authors of "Differential Validity: Ethnic Group as a Moderator in Predicting Job Performance" (EJ 100 533) replied to criticism of their article by Wayne K. Kirchner (AA 521 804). (RK)

In order to be effective, companies must use every meaningful approach to find individuals with high potential who might otherwise be overlooked in the complex organizational structure. In an effort to be more efficient, industrial firms and governmental agencies utilized multiple assessment procedures to identify and develop managerial personnel.…

Studied interviewer reliability, validity, and strategy for information integration. Candidates (N=412) for selection to a military division were interviewed and assessed. Results indicated that interviewers functioned in a similar fashion. Analyses of individual interviewers indicated higher reliability and individual differences among…

The potential application of decision process models to the development of a class of empirically derived and testable models of the behavior of individuals in peer rating situations is explored. (Author)