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Direct linkO'Boyle, Ernest, Jr.; Aguinis, Herman – Personnel Psychology, 2012
We revisit a long-held assumption in human resource management, organizational behavior, and industrial and organizational psychology that individual performance follows a Gaussian (normal) distribution. We conducted 5 studies involving 198 samples including 633,263 researchers, entertainers, politicians, and amateur and professional athletes.…
Descriptors: Personnel Selection, Athletes, Measurement, Human Resources
Peer reviewedCarrier, Michael R.; And Others – Personnel Psychology, 1990
Examined correspondence between inferences made using two validation strategies (content- and criterion-related) in a specific personnel selection application. Data obtained on experienced form of the interview guide suggested a modest correspondence between inferences made with the two validation strategies. Analyses on inexperienced version did…
Descriptors: Inferences, Personnel Selection, Test Validity
Peer reviewedNorborg, James M. – Personnel Psychology, 1984
Analyzes the simplified approach to applying the Cleary Model of personnel selection tests recommended by Lawshe (1983) and Reynolds (1980, 1982). Analysis indicated that the simplified method can produce misleading results. (LLL)
Descriptors: Personnel Selection, Test Bias, Test Results
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
Peer reviewedBoudreau, John W. – Personnel Psychology, 1983
Uses three economic concepts (variable costs, taxes, and discounting) to show that previous utility formulas can produce upwardly biased utility estimates. Presents a utility model to adjust for such bias, and provides a more complete and precise utility definition. (JAC)
Descriptors: Economic Factors, Models, Personnel Selection, Productivity
Peer reviewedSackett, Paul R.; And Others – Personnel Psychology, 1985
Presents 40 questions, commentaries, and rebuttals on the generalizability of validities of employment tests of cognitive abilities and meta analysis. (BL)
Descriptors: Generalization, Meta Analysis, Personnel Selection, Research Methodology
Peer reviewedRynes, Sara L.; Boudreau, John W. – Personnel Psychology, 1986
Directors of college recruiting for Fortune 1000 corporations were surveyed regarding a broad set of college recruiting practices and college recruiting effectiveness measures. Descriptive results suggest that most college recruiting programs diverge from normative prescriptions. Stepwise regression revealed several statistically significant…
Descriptors: College Students, Higher Education, Organizations (Groups), Personnel Selection
Peer reviewedMcDaniel, Michael A.; And Others – Personnel Psychology, 1988
Reviewed validity evidence for systematic methods of evaluating training and experience (T&E) ratings in personnel selection. Meta-analytic summaries of data indicated that validity varied with type of T&E procedure used. Illinois job element and behavioral consistency methods demonstrated useful levels of validity with small corrected standard…
Descriptors: Evaluation Criteria, Evaluation Methods, Meta Analysis, Personnel Selection
Peer reviewedBemis, Stephen E. – Personnel Psychology, 1976
A psychologist with experience in two government agencies suggests that good scientific selection practices and equal employment opportunity are compatible and interdependent goals. (Author/RK)
Descriptors: Equal Opportunities (Jobs), Federal Government, Personnel Selection, Psychologists
Peer reviewedCascio, Wayne F.; And Others – Personnel Psychology, 1988
Analyzes critically and integrates the legal, psychometric, and professional literature on the use and misuse of cutoff scores by managers to help make personnel decisions. Examines alternative methods in relation to legal precedents set by the courts, to psychometric principles, and to the various sets of professional guidelines. (Author/ABL)
Descriptors: Decision Making, Occupational Tests, Personnel Evaluation, Personnel Policy
Peer reviewedKleiman, Lawrence S.; Faley, Robert H. – Personnel Psychology, 1985
Reviewed court cases to assess implications of latest professional and legal guidelines for court deliberations regarding the criterion-related validity of tests with adverse impact. Among the findings were the heavy reliance placed on test development procedures and the reluctance of judges to accept recent reseach findings, which are…
Descriptors: Court Litigation, Occupational Tests, Personnel Selection, Test Construction
Peer reviewedGorham, William A. – Personnel Psychology, 1976
Discusses employment testing, its control by the federal government, and the sources of influence attempting to cause the government to shape psychological testing to their own viewpoints. (RK)
Descriptors: Federal Government, Government Role, Guidelines, Job Placement
Peer reviewedMcDaniel, Michael A. – Personnel Psychology, 1988
Drug use item responses from the military's Educational and Biographical Information Survey were examined for 10,188 military personnel to determine the criterion-related validity of pre-employment drug use information. Employment suitability rates were found to vary with drug use patterns such that the earlier one began using drugs, the greater…
Descriptors: Background, Drug Use, Job Performance, Job Placement
Peer reviewedVale, C. David; And Others – Personnel Psychology, 1986
A computerized system was developed for generating narrative interpretations of scores from a battery of personnel screening tests. Showed the computerized reports to be more accurate and thorough, as readable, and somewhat less coherent than interpretations generated by the typical human expert. (Author/ABB)
Descriptors: Computer Oriented Programs, Personnel Evaluation, Personnel Selection, Psychometrics
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
