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  • 1
    Electronic Resource
    Electronic Resource
    Obituary for John E. Hunter (2002)
    Oxford, UK and Boston, USA : Blackwell Publishers Ltd
    International journal of selection and assessment 10 (2002), S. 0 
    Details
    ISSN: 1468-2389
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Economics
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/1468-2389.00207
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  • 2
    Electronic Resource
    Electronic Resource
    Fixed Effects vs. Random Effects Meta-Analysis Models: Implications for Cumulative Research Knowledge (2000)
    Oxford, UK and Boston, USA : Blackwell Publishers Ltd
    International journal of selection and assessment 8 (2000), S. 0 
    Details
    ISSN: 1468-2389
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Economics
    Notes: Research conclusions in the social sciences are increasingly based on meta-analysis, making questions of the accuracy of meta-analysis critical to the integrity of the base of cumulative knowledge. Both fixed effects (FE) and random effects (RE) meta-analysis models have been used widely in published meta-analyses. This article shows that FE models typically manifest a substantial Type I bias in significance tests for mean effect sizes and for moderator variables (interactions), while RE models do not. Likewise, FE models, but not RE models, yield confidence intervals for mean effect sizes that are narrower than their nominal width, thereby overstating the degree of precision in meta-analysis findings. This article demonstrates analytically that these biases in FE procedures are large enough to create serious distortions in conclusions about cumulative knowledge in the research literature. We therefore recommend that RE methods routinely be employed in meta-analysis in preference to FE methods.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/1468-2389.00156
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  • 3
    Electronic Resource
    Electronic Resource
    JOB CLASSIFICATION APPROACHES AND THE IMPLEMENTATION OF VALIDITY GENERALIZATION RESULTS (1984)
    Oxford, UK : Blackwell Publishing Ltd
    Personnel psychology 37 (1984), S. 0 
    Details
    ISSN: 1744-6570
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Psychology
    Notes: This paper compares two job classification methods for showing the appropriateness of cognitive tests in settings that were not involved in supplying data for a validity generalization analysis. One approach was an elaborate quantitative procedure that involved a lengthy job inventory and a multivariate item analysis. This approach was shown to be highly successful when applied to the responses from 1179 job inventories collected in 54 petroleum-petrochemical plants from 30 different companies. The other procedure involved simple job classification judgments by supervisors and incumbents. This latter approach was shown to be as effective, but was much less time consuming and costly. Professional and legal implications of these findings are discussed.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/j.1744-6570.1984.tb01448.x
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  • 4
    Electronic Resource
    Electronic Resource
    A WITHIN SETTING EMPIRICAL TEST OF THE SITUATIONAL SPECIFICITY HYPOTHESIS IN PERSONNEL SELECTION (1984)
    Oxford, UK : Blackwell Publishing Ltd
    Personnel psychology 37 (1984), S. 0 
    Details
    ISSN: 1744-6570
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Psychology
    Notes: The situational specificity hypothesis of selection procedure validity makes two predictions. The first is that variation in observed validities across settings is caused by real differences in what constitutes job performance. Validity generalization studies to date have provided disconfirming evidence for this prediction by showing that the observed variation is due to statistical and measurement artifacts. The second prediction is that if the situation (i.e., the organization, the setting, the job, the test and the criterion) is held constant, then validity findings will not vary from study to study. This article tests this prediction empirically using data from a unique series of studies reported by Bender and Loveless (1958). The results are contrary to the situational specificity hypothesis and consistent with the hypothesis that variation in observed validities is due to statistical and measurement artifacts that are unrelated to situations and settings. It is concluded that both major predictions of the situational specificity hypothesis have now been empirically disconfirmed.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/j.1744-6570.1984.tb01453.x
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  • 5
    Electronic Resource
    Electronic Resource
    TWO PITFALLS IN ASSESSING FAIRNESS OF SELECTION TESTS USING THE REGRESSION MODEL (1982)
    Oxford, UK : Blackwell Publishing Ltd
    Personnel psychology 35 (1982), S. 0 
    Details
    ISSN: 1744-6570
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Psychology
    Notes: This note examines two potential pitfalls in applying the Cleary or regression model of test fairness. The first lies in a misinterpretation of significance tests on intercept differences which can result when the researcher is unaware of the properties of analysis of covariance tests for intercept differences and relies on computer printouts of regression equations. The second lies in the dependence of some tests for intercept differences on predictor scaling. Once aware of them, the researcher can avoid both these pitfalls.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/j.1744-6570.1982.tb02212.x
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  • 6
    Electronic Resource
    Electronic Resource
    ASSESSING THE ECONOMIC IMPACT OF PERSONNEL PROGRAMS ON WORKFORCE PRODUCTIVITY (1982)
    Oxford, UK : Blackwell Publishing Ltd
    Personnel psychology 35 (1982), S. 0 
    Details
    ISSN: 1744-6570
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Psychology
    Notes: This article describes and illustrates the adaptation of the linear-regression-based decision-theoretic equations used to estimate the dollar impact of valid selection procedures on workforce productivity to the evaluation of intervention programs designed to improve job performance. The appropriate equations are derived and explained, methods for estimating equation parameters are discussed, and the use of these equations is illustrated by means of a hypothetical example. It is concluded that in the future these methods and equations will allow psychologists to make more accurate assessments of the impact of intervention programs on workforce productivity than has heretofore been the case.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/j.1744-6570.1982.tb02199.x
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  • 7
    Electronic Resource
    Electronic Resource
    THE VALIDITY and FAIRNESS OF EMPLOYMENT and EDUCATIONAL TESTS FOR HISPANIC AMERICANS: A REVIEW and ANALYSIS (1980)
    Oxford, UK : Blackwell Publishing Ltd
    Personnel psychology 33 (1980), S. 0 
    Details
    ISSN: 1744-6570
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Psychology
    Notes: This study examined the questions of whether employment and educational tests demonstrate either differential validity or test unfairness to Hispanic Americans relative to the majority group. Relevant data from 19 published and unpublished studies formed the basis of the review and analysis. Results for employment tests, based on a very large amount of data, indicated that differential validity occurs no more frequently than would be expected on the basis of chance plus the operation of various statistical artifacts. The frequencies of slope and intercept differences between Hispanic and majority regressions were also within the chance range. A similar pattern of results obtained for the more limited amount of data available on educational tests. Taken together, the results provide strong evidence that tests are neither differentially valid for, nor unfair to, Hispanics. These findings are consistent with the results of previous studies of test validity and fairness for blacks.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/j.1744-6570.1980.tb02364.x
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  • 8
    Electronic Resource
    Electronic Resource
    THE FUTURE OF CRITERION-RELATED VALIDITY (1980)
    Oxford, UK : Blackwell Publishing Ltd
    Personnel psychology 33 (1980), S. 0 
    Details
    ISSN: 1744-6570
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Psychology
    Notes: As a result of rejection by personnel psychologists of the erroneous law of small numbers and of the adoption of correct inferential procedures, the future of criterion-related validity promises to be bright. Probable future developments include: (a) widespread appreciation of the low statistical power characteristic of small samples; (b) rejection of the traditional belief that validities are situationally specific; (c) widespread validity generalization based on new methods; (d) research demonstrations that rational estimates of validity are often superior in accuracy to empirical estimates; (e) widespread acceptance of research findings showing that single-group and differential validity by race are artifactual rather than substantive in origin and that test unfairness by race is a nonproblem; (f) increased application of decision-theoretic dollar utility analyses to selection programs; and (g) progress in the establishment of general principles and theories about trait-performance relations in the world of work.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/j.1744-6570.1980.tb02163.x
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  • 9
    Electronic Resource
    Electronic Resource
    MODERATOR RESEARCH AND THE LAW OF SMALL NUMBERS (1978)
    Oxford, UK : Blackwell Publishing Ltd
    Personnel psychology 31 (1978), S. 0 
    Details
    ISSN: 1744-6570
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Psychology
    Notes: The thesis of this paper is that many proposed moderators in personnel psychology are probably illusory, having been created solely by belief in the law of small numbers. Evidence is presented that race as a moderator of test validity is one such illusory moderator. In addition, a model for validity generalization is described which, in addition to eliminating the need for criterion-related validity studies under certain circumstances, strongly calls into question the idea that situations moderate test validity, i.e., the traditional doctrine of situational specificity of test validities. Calculations are presented which show that adequate statistical power in moderator research requires much larger sample sizes than have typically been employed. This requirement is illustrated empirically using validity data for the Army Classification Battery for 35 jobs and 21,000 individuals. These analyses show that (1) even when a moderator is generally assumed to be large, large samples are required to gauge its effect reliably and (2) large sample research may show that moderators that appear plausible and important a priori are nonexistent or trivial in magnitude. The practice of pooling across numerous small sample studies to obtain statistical power equivalent to that of large sample studies is recommended. In light of the evidence that many proposed moderators may not exist, the authors hypothesize that the true structure of underlying relationships in personnel psychology is considerably simpler than personnel psychologists have generally imagined it to be.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/j.1744-6570.1978.tb00441.x
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  • 10
    Electronic Resource
    Electronic Resource
    COMPOSITE VS. MULTIPLE CRITERIA: A REVIEW AND RESOLUTION OF THE CONTROVERSY (1971)
    Oxford, UK : Blackwell Publishing Ltd
    Personnel psychology 24 (1971), S. 0 
    Details
    ISSN: 1744-6570
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Psychology
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/j.1744-6570.1971.tb00365.x
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