Examined interviewer judgments, gender, and age data for individuals interviewing for seasonal retail sales positions in two separate years (total N=517). Matched job performance data with interviewer judgments. Results suggest usefulness of the interview in assessment. Females and older applicants received higher average interview evaluations and…

Studied the legality and validity of educational requirements for employment through a review of court cases and validity studies. Results suggested the type of defense and proof of adverse impact influenced the outcome of cases. Suggestions for proper use and defense of educational requirements are given. (JAC)

The Uniform Guidelines for Employee Selection Procedures created a need for efficient validation methods that can be generalized to a class of occupations. One method currently authorized by the Guidelines is synthetic validation. Describes approaches to synthetic validity. Recommends Primoff's J-Coefficient approach. (Author/JAC)

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)

Business administration students evaluated a hypothetical job applicant who was either an amputee, an epileptic, or "normal." The hypothetical job openings varied as to levels of supervisory responsibility and public contact. With some noted exceptions, the handicapped applicants were evaluated no differently than the normal applicants.…

To determine if interviewers utilize confirmatory information seeking strategies, 170 subjects rated applicant suitability after reading resumes, posing questions, and receiving written answers. Seventy-three percent of the variance in applicant ratings was accounted for by the content of applicants' responses; no clear-cut confirmatory…

Discusses the need for improvement in personnel selection systems for physically demanding jobs. Reviews the literature on the physiological background underlying selection strategies, assessment of human physical abilities, the measurement of physical requirements of jobs, and physical abilities personnel selection studies. (JAC)

The purpose of this article was to summarize information on the use of tests as devices for assessing men and women for positions in business and industrial establishments. (Author/RK)

Results of this study point to the importance of using a differential validity model in industrial validation research not only for aptitude measures, but also for personality and personal history data. (Authors)

Examined the effect of coaching on leaderless group discussion performance. Female undergraduates (N=36) participated in six-person assigned role leaderless group discussions. Results showed that students in the full coaching conditions were rated significantly higher than students in the errant or naive conditions. (Author)

Examined criterion-related validity studies published in the Journal of Applied Psychology and Personnel Psychology. The major changes are a decline in the volume of reported validation research, and a de-emphasis of aptitude tests as predictors. Changes are interpreted in terms of increasing governmental intervention in employment selection.…

Reviews the use of structured selection interviews in the agent selection process. Managers can agree on their evaluation ratings of an applicant. A stable factorial structure for the ratings exists, and the ratings are related to the selection decision, although not all items carry the same weight. (Author)

This is part three of a three-part series concerned with the empirical development of homogeneous families of insurance company jobs based on data from the Position Analysis Questionnaire (PAQ). This part involves validity generalizations within the job families which resulted from the previous research. (Editor/RK)

Concurrent and predictive test validity data and test-retest reliability data were obtained for a work sample performance measure and two paper and pencil tests in a laboratory setting. Findings are interpreted in light of a behavioral consistency model and the practical utility of work samples as a personnel selection technique. (Editor)

Presents a framework for understanding the etiology of organizational behavior, based on theory and research from interactional psychology, vocational psychology, industrial/organizational psychology, and organizational theory. Proposes that organizations are functions of the kinds of people they contain and that the people there are functions of…