Changes in views of personnel selection research include changing opinions about choosing predictors and criteria, methods of data collection, and methods of evaluating selection procedures. Distinctions are made between job-relatedness, inferred from validity coefficients based on job-related criteria, and the valid measurement of a trait,…

Logic-based measurement brings into verbal reasoning tests the inferential objectivity of numerical reasoning tests. Implications for personnel selection include performance prediction, legal defensibility of personnel selection tests, design of economical tests, and test taxonomies which sample basic inferential processes. The linkage of…

Business executives, who had worked up a bureaucratic hierarchy, entrepreneurs, and managers completed the Miner Sentence Completion Scale (MSCS), a measure of managerial motivation. Results indicated that theory congruent top executives had higher managerial motivation than entrepreneurs or managers. Findings support the theory and the use of the…

Discusses genetic screening in the employment context, which involves identification of individuals hypersusceptible to toxins in the work environment. Examines the status of genetic screening devices against standard testing and legal criteria. (LLL)

Examined whether resume determinateness (lack of ambiguity) is related to positive employer evaluations. Male and female personnel professionals rated resumes in which sex, age, marital status, and academic achievement information were varied. Ambiguous information did not consistently distort evaluation. (RC)

Evaluations of applicants using an assessment process were examined for five factors of effective performance. Reliabilities were comparable for applicants grouped by race and sex, and interviewers were calibrated with one another in terms of level of evaluations. (Author)

Selection decisions in the evaluation of applicants for managerial positions and recommended starting salaries were examined in samples of professional interviewers and students. Significant differences were noted bewteen the two samples in the number and nature of factors used in making selection and salary decisions. (Author/ABB)

Article investigated the stability of both the Edwards Personal Preference Schedule (EPPS) (Edwards, 1959) and the Guilford-Zimmerman Temperment Survey (GZTS) (Guilford and Zimmerman, 1949) by presenting new data on the intercorrelations of the scales in these tests. (Author/RK)

Assessed the importance of the informational content of letters of recommendation. Personnel directors (N=98) rated sample letters. Results showed that example specificity and favorability increased the positive perceptions of the recommendee. Example specificity also enhanced the perceived credibility of the letter writer. (JAC)

Tested two hypotheses explaining the causes of differences in recruitment source effectiveness, i.e., the realism of job information provided and the characteristics of individuals recruited, on a sample of employees (N=295). The hypothesis that recruitment sources differ because they reach individuals from different applicant populations received…

Reviewed and analyzed selected federal court cases to determine the criteria used by the courts in their assessment of job analyses in the development and validation of selection tests. Presents a set of standards which delineates the components and characteristics of a job analysis necessary to withstand legal scrutiny. (Author)

Studied relationships between boredom at work, personal characteristics, and performance in a sample of truck drivers. Results suggest that boredom was associated negatively with higher mental and physical individual capacity and negatively associated with effectiveness. The relationship between boredom and work effectiveness was significantly…

Explores the various options available for the validation of selection procedures when criterion-related validity is technically unfeasible. Presents a conceptual framework, the J-Coefficient, within which all validation options can be considered. (Author)

Tested hypotheses that congruence between internal need states and external environments drives organizational choice process and that those attracted to particular organizations are more homogeneous than general applicant pool. Evaluated college students (N=211) on 14 needs, then indicated job preferences based on two videotaped interviews.…

The confusion between content validity and construct validity runs rampant in psychology today. Possibly nothing has highlighted this confusion so much as the various efforts to develop guidelines on test validation. Defines content and construct validity and attempts to provide some guidelines to clarify the conten-construct problem. (Author/RK)