Purpose: The purpose of this paper is to conceptualise graduate work-readiness (GWR) and to develop a scale to measure it. Design/methodology/approach: The methodology entailed the compilation of a literature review and the conduct of qualitative interviews and a focus group to generate items. This study used the "resource-based view"…

Discusses a study on testing procedures used by business and government agencies to screen word processor applicants. (JOW)

This paper was originally delivered in July of 1975, within a few weeks of the Supreme Court's decision in the case of "Albemarle Paper Company v. Moody". Its intent is to shed light on the interrelationship between the practice of industrial psychology and the judicial process in operation. (Editor/RK)

The structured interview format reduces the subjectivity and inconsistency inherent in traditional employment interviews. The process is based on job duties and requirements, is administered by a committee, is consistently applied to all applicants, and is documented for future reference. (SK)

Nursing shortages are creating a global market for nurses. However, assessment of qualifications varies widely among nations. In Australia, for example, overseas nurses must pass English language and nursing competency assessments. Issues of equivalence, cost, and time are involved. (Includes commentaries by Paula Kay Hancock and Abigail…

Directions are given for scoring typing tests taken on a typewriter or on a computer using special software. The speed score (gross words per minute) is obtained by determining the total number of strokes typed, and dividing by 25. The accuracy score is obtained by comparing the examinee's test paper to the appropriate scoring key and counting the…

Interest in personality in work and organizational psychology has never been stronger. A substantial amount of work exploring the links between personality variables and work behavior and attitudes is now available. Much of this work has been conducted within a selection and assessment context, although relevant work has also been done in other…

Ten temporary and ten permanent employment agencies in Cleveland, Ohio were surveyed to determine the standards required for entry level typists and the kind of employment tests currently being given, in order for business teachers to better prepare their students. (LH)

It is a myth that adverse impact is either a property or a defect of employment tests. It is actually a property of the labor market, affected by disparities in academic achievement among groups. Agencies should use appropriate rigorous tests, eliminate artificial employment barriers, and consider a wide cross-section of job requirements. (SK)

One vision of the future is that federal government workers will be assessed through a nationwide examination system applicable to them and to individuals competing for private sector jobs and promotions. A working group has already been established to develop a task force for a nationwide classification system. A standardized occupational…

The author proposes a substitute for demonstrating the validity of employment tests, based on his study of Equal Employment Opportunity Commission and federal executive agency guidelines and of court decisions relating to personnel selection. He states that test validation is still best but may not be necessary if steps are taken to avoid adverse…

The Nordic Test Development Group prepared proficiency tests of English designed to provide reliable information on which to base decisions as to whether a candidate would be able to function in a job as described or whether he could be trained to do so. Two subtests used a modified cloze procedure. (Author/CFM)

Five issues (employer motivation, criteria selection, content and construct validity, differential validity, burden of proof) are discussed because questions are raised about them or because they are pivotal issues in court cases which were decided in the five years since Griggs v. Duke Power (test bias). (TA)

A Specific Aptitude Test Battery (SATB) for Respiratory Therapist was developed by the U.S. Employment Service (USES). The technical adequacy of research, fairness to minorities, and usefulness of the battery to Employment Service staff and employers in selecting individuals for training in respiratory therapist positions were examined. Research…

Explains the differences between licensing and certification; trends in relicensure and recertification; types of occupational tests; and methods of preparing for occupational tests. Considers implications of testing for occupational education. (DMM)