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  • 1
    Electronic Resource
    Electronic Resource
    The Validity of Job Knowledge Measures (1993)
    Oxford, UK : Blackwell Publishing Ltd
    International journal of selection and assessment 1 (1993), S. 0 
    Details
    ISSN: 1468-2389
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Economics
    Notes: The validity of written job knowledge tests as predictors of job performance and training success was examined. Based on a sample of 363,528 persons and 502 coefficients, meta-analyses were performed to investigate the extent of validity generalization and the effects of two hypothesized moderator variables: content similarity and job complexity. Corrected mean validities were 0.45 for studies predicting job performance and 0.47 for studies of training success. Support was found for both moderators since validities were higher for high complexity jobs and when job-test content similarity was high. The implications of this study for personnel selection and research in the area of work performance are discussed.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/j.1468-2389.1993.tb00103.x
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    Paper (German National Licenses)
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  • 2
    Electronic Resource
    Electronic Resource
    Effects of Response Instructions on Faking a Situational Judgment Test (2005)
    Oxford, UK : Blackwell Publishing Ltd
    International journal of selection and assessment 13 (2005), S. 0 
    Details
    ISSN: 1468-2389
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Economics
    Notes: A situational judgment test (SJT) and a Big 5 personality test were administered to 203 participants under instructions to respond honestly and to fake good using a within-subjects design. Participants indicated both the best and worst response (i.e., Knowledge) and the most likely and least likely response (i.e., Behavioral Tendency) to each situation. Faking effect size for the SJT Behavioral Tendency response format was (d=.34) when participants responded first under honest instructions and (d=.15) when they responded first under faking instructions. Those for the Big 5 dimensions ranged from d=.26 to d=1.0. For the Knowledge response format results were inconsistent. Honest condition Knowledge SJT scores were more highly correlated with cognitive ability (r=.56) than were Behavioral Tendency SJT scores (r=.38). Implications for researchers and practitioners are discussed.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/j.1468-2389.2005.00322.x
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    Paper (German National Licenses)
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  • 3
    Electronic Resource
    Electronic Resource
    DOES PRE-EMPLOYMENT DRUG USE PREDICT ON-THE-JOB SUITABILITY? (1988)
    Oxford, UK : Blackwell Publishing Ltd
    Personnel psychology 41 (1988), S. 0 
    Details
    ISSN: 1744-6570
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Psychology
    Notes: Drug testing is increasingly used in the screening of applicants for employment. Despite the growth of drug testing, there is little research that examines the value of pre-employment drug-use information in the prediction of post-employment suitability. This research, which was based on a sample of 10,188 young adults, examined the criterion-related validity of pre-employment drug-use information. For all drugs examined, the greater the frequency of use and the earlier the age at which the drug was first used, the greater the probability of a person being classified as unsuitable after hire. However, the operational validity of each drug variable was influenced by the base rate of drug use. The low base rates for some drugs make their operational validity of limited value. The operational validity of the marijuana frequency-of-use measure (.07) was approximately equal to that of less frequently used drugs (e.g., stimulants and depressants). No strong moderators of the validity of a drug-composite measure were found.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/j.1744-6570.1988.tb00649.x
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  • 4
    Electronic Resource
    Electronic Resource
    INTERPRETING THE RESULTS OF META-ANALYTIC RESEARCH: A COMMENT ON SCHMITT, GOODING, NOE, AND KIRSCH (1984) (1986)
    Oxford, UK : Blackwell Publishing Ltd
    Personnel psychology 39 (1986), S. 0 
    Details
    ISSN: 1744-6570
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Psychology
    Notes: This comment shows that the conclusion of Schmitt, Gooding, Noe, and Kirsch (1984) that their meta-analytic findings are inconsistent with earlier validity generalization work is in error. The findings in their study that less variance than previously reported was due to sampling error are a result of their larger average sample sizes. Their claim that, after sampling error variance was accounted for, much unexplained variance remained, is incorrect. This error is demonstrated to be a result of their exclusive concentration on percentages and consequent failure to examine amount of observed and residual variance.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/j.1744-6570.1986.tb00579.x
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  • 5
    Electronic Resource
    Electronic Resource
    AGE AND VOLUNTARY TURNOVER: A QUANTITATIVE REVIEW (1995)
    Oxford, UK : Blackwell Publishing Ltd
    Personnel psychology 48 (1995), S. 0 
    Details
    ISSN: 1744-6570
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Psychology
    Notes: The bivariate relationship between chronological age and voluntary turnover was examined. Using a database that spans the years 1959-1993 and contains 46 samples with a total of 42,625 individuals, meta-analyses were performed. In contrast to previous reviews (Cotton & Tuttle, 1986; Rhodes, 1983), the relationship between age and turnover was small and near zero (p= -.08). Job tenure did not appear to moderate the relationship to any substantial extent. We conclude that age is not meaningfully related to an individual's decision to leave an organization.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/j.1744-6570.1995.tb01760.x
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  • 6
    Electronic Resource
    Electronic Resource
    A META-ANALYSIS OF THE VALIDITY OF METHODS FOR RATING TRAINING AND EXPERIENCE IN PERSONNEL SELECTION (1988)
    Oxford, UK : Blackwell Publishing Ltd
    Personnel psychology 41 (1988), S. 0 
    Details
    ISSN: 1744-6570
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Psychology
    Notes: This paper reviews the validity evidence for systematic methods used to evaluate training and experience (T&E) ratings in personnel selection. Meta-analytic summaries of the data indicate that validity varies with the type of T&E evaluation procedure used. The lllinois job element and behavioral consistency methods each demonstrated useful levels of validity (.20 and .45, respectively) with small corrected standard deviations, thus supporting validity generalization. Both the point and task methods yielded low mean validities (.11 and .15, respectively) with larger variability. The authors hypothesized that both the point and task methods were affected by a job experience moderator. Partial support for this hypothesis was found. Moderator analyses suggested that the point method was most valid when the applicant pool had low mean levels of job experience and was least valid with an experienced applicant pool. Additional research is desirable on all T&E methods to decrease the potential impact of second-order sampling error in the meta-analytic results. Further research is also needed to explicate the constructs measured by T&E evaluations.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/j.1744-6570.1988.tb02386.x
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  • 7
    Electronic Resource
    Electronic Resource
    Differential validity by sex in employment settings (1992)
    Springer
    Journal of business and psychology 7 (1992), S. 45-62 
    Details
    ISSN: 1573-353X
    Source: Springer Online Journal Archives 1860-2000
    Topics: Psychology
    Notes: Abstract The current study meta-analyzes 59 male-female pairs of validity coefficients obtained during revalidation of the General Aptitude Test Battery (GATB) for evidence of differential validity by sex. Results suggest that general cognitive ability may be slightly more predictive of rated job performance for women than for men in our sample of studies. Moderator analyses examined the effects of occupational sex-dominance and cognitive complexity. Results of these analyses indicate that, in single sex-dominated occupations, tests of general cognitive ability and perceptual ability are more valid for members of the dominant sex, and these differences are more apparent at low-complexity levels. Explanations for the findings are offered in terms of properties of the ratings criterion.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1007/BF01014342
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    Paper (German National Licenses)
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  • 8
    Electronic Resource
    Electronic Resource
    Selection Tests for Firefighters: A Comprehensive Review and Meta-Analysis (1999)
    Springer
    Journal of business and psychology 13 (1999), S. 507-513 
    Details
    ISSN: 1573-353X
    Source: Springer Online Journal Archives 1860-2000
    Topics: Psychology
    Notes: Abstract This study reviewed and summarized the literature on the use of written tests in the selection of firefighters using a sample of 13,418 individuals drawn from 101 samples. For the prediction of job performance, cognitive tests showed substantial validity (.42), although mechanical comprehension tests showed even higher validity (.54). However, the best prediction was obtained by tests which were composites of cognitive and mechanical predictors (.56). Training criteria was best predicted by cognitive measures (.77), although mechanical comprehension predictors also showed substantial prediction value (.62). Tests which were composites of cognitive and mechanical measures showed validities equal to that of cognitive measures (.77).
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1023/A:1022966820186
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  • 9
    Electronic Resource
    Electronic Resource
    A meta-analysis of the validity of the employee attitude inventory theft scales (1986)
    Springer
    Journal of business and psychology 1 (1986), S. 31-50 
    Details
    ISSN: 1573-353X
    Source: Springer Online Journal Archives 1860-2000
    Topics: Psychology
    Notes: Abstract This article summarizes the criterion-related and construct validity evidence for theEmployee Attitude Inventory (EAI) theft scales. These paper-and-pencil measures were designed to help employers gain information about theft among current employees. It is argued that the validity of the theft scales is dependent on the proportion of dishonest employees in the group being screened. Using meta-analysis techniques, the theft scales were shown to have useful levels of validity regardless of the proportion of dishonest employees in the population being screened. Also, the validity coefficients were relatively invariant across organizations and occupations. Thus the available evidence supports the use of the EAI as an effective tool for identifying dishonest employees. However, given that the present analyses are based on a relatively small set of data, the authors' conclusions should be regarded as preliminary. These analyses should be repeated as additional validity data becomes available.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1007/BF01014165
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    Paper (German National Licenses)
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  • 10
    Electronic Resource
    Electronic Resource
    Predicting employee theft: A quantitative review of the validity of a standardized measure of dishonesty (1988)
    Springer
    Journal of business and psychology 2 (1988), S. 327-345 
    Details
    ISSN: 1573-353X
    Source: Springer Online Journal Archives 1860-2000
    Topics: Psychology
    Notes: Abstract One tool used in the preemployment setting for the prediction of theft is thePersonnel Selection Inventory (PSI) (London House, 1980). The PSI is a paper and pencil measure containing three scales: honesty, violence/emotional instability, and drugs. This paper focussed on the usefulness of the PSI dishonesty scale in the prediction of employee theft. Criterion-related validity data from 1,806 persons across 23 samples were quantitatively summarized. All samples met predetermined decision rules. The data indicated that the validity of the PSI dishonesty scale was dependent on a “severity of consequences” moderator. Validity coefficients are highest when the subject's responses are anonymous, when the theft criteria are self-report measures, when the subjects are students, and when the subjects are aware that the investigator has another source of information on their honesty. In all analyses, the validity of the PSI scale was found to be in useful ranges and showed little variance across studies.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1007/BF01013765
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    Paper (German National Licenses)
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