Meta-analytic techniques were used to analyze the effects of age, education, and work experience on General Aptitude Test Battery (GATB) validities and test scores. The sample consisted of 30,568 subjects from 143 Specific Aptitude Test Battery (SATB) validation or revalidation studies analyzed since 1972. The effect of these three variables on…

This report is intended to assist those agencies considering using California's Corrections Officer Examination as a tool for selecting personnel. It is intended to provide agencies with guidance in setting test cutoff scores rather than an exhaustive discussion of all of the factors that must be considered before setting cutoff scores for actual…

The United States Employment Service (USES) Specific Aptitude Test Battery (SATB) for Ticket Agent is evaluated from three points of view: (1) technical adequacy of the research; (2) fairness to minorities; and (3) usefulness of the battery to Employment Service staff and employers in selecting individuals for ticket agent positions. Research…

The Ohio State Instructional Preference Scale (OSIPS) was designed to identify persons suited or not suited for teaching. After identifying six areas covered in general secondary methods courses, two researchers independently constructed a series of statements representing attitudes, ideas, and dispositions about each area and jointly constructed…

A modified version of Super's Work Values Inventory (WVI) was administered to third and fifth grade students in a medium-size industrial community. The original WVI was administered to 9th and 11th grade students in the same community. Internal consistency coefficients, construct validity and ordering of work values are reported by grade and sex.…

Two approaches to the validation of occupational interest inventories are considered. The approaches vary according to whether one is interested in predicting students' occupational preferences as opposed to assisting counselors in advisement. One empirical example using female college students is presented. (Author/JKS)

The usefulness of short-term behavioral criteria as a technique for validating vocational needs and interests inventories is investigated. An empirical example demonstrates the usefulness of the technique. (Author/JKS)

The scale scores of Kuder Occupational Interest Survey (KOIS) profiles of 1,084 males and females were converted to intraindividual form by means of a z-score transformation. The results are discussed in terms of their utility for interpretation of high ranking scales. (Author)

As the present legal climate makes it necessary for management to be able to validate their personnel selection and promotion systems, the authors offer some methods for making decisions about criteria for finding, training, and assessing personnel. (MF)

Job relevance and adverse impact are major validity concerns relative to credentializing examinations. This article recommends that examination blueprints utilize a competency model based on: (1) job functions assigned; (2) level of expertise expected given the content and resources available; and (3) specific context and situation in which the…

Interest assessment typically consists of a person indicating whether he or she likes, dislikes, or is indifferent to a task. A more appropriate technology for career interest assessment is needed and one such program is presented. Interest assessment in career counseling has been based on the concept of the "discriminant bridge" developed by…

Test scores on three pretest forms of a content-validated test were correlated with job performance ratings by social worker supervisors. The correlations predicted the job performance ratings of entry level social workers who were employed in urban settings more accurately than those of workers located in rural settings. (Author/PN)

The Career Maturity Inventory was administered to students in a rural Ontario high school to determine the validity of the relationship of the students' scores to: (1) performance in a cooperative work-study program, (2) overall grade-point average, and (3) level of satisfaction with the work-study program. (Author/PN)

Results for employment tests indicated that differential validity occurs no more frequently than would be expected on the basis of chance plus the operation of various statistical artifacts. Similar results were obtained on educational tests. Tests are neither differentially valid for, nor unfair to, Hispanics. (Author)

Compares and factor analyzes the Career Decision Scale and Vocational Decision-Making Difficulty Scale. Subjects included undergraduates who were satisfied with their career choices and those who were unsure, dissatisfied, or undecided about theirs. Both scales seem promising. (CKJ)