Library

X
feed icon rss

Your email was sent successfully. Check your inbox.

An error occurred while sending the email. Please try again.

Proceed reservation?

Export
Filter
  • 2000-2004  (5)
Source
Material
Years
Year
  • 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
    Library Location Call Number Volume/Issue/Year Availability
    BibTip Others were also interested in ...
    Paper (German National Licenses)
    Fulltext
  • 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
    Library Location Call Number Volume/Issue/Year Availability
    BibTip Others were also interested in ...
    Paper (German National Licenses)
    Fulltext
  • 3
    Electronic Resource
    Electronic Resource
    THE CONTROVERSY OVER SCORE BANDING IN PERSONNEL SELECTION: ANSWERS TO 10 KEY QUESTIONS (2001)
    Oxford, UK : Blackwell Publishing Ltd
    Personnel psychology 54 (2001), S. 0 
    Details
    ISSN: 1744-6570
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Psychology
    Notes: A particular form of test score banding, in which bands are based on the reliability of the test and in which selection within bands takes into account criteria that are likely to enhance workforce diversity, has been proposed as an alternative to the traditional top-down (rank-order) hiring systems, but it has been hotly debated among both scientists and practitioners. In a question-and-answer format, this article presents three different viewpoints (proponents, critics, and neutral observers) on the scientific, legal, and practical issues. The article also attempts to seek some consensus among experts on this controversial procedure.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/j.1744-6570.2001.tb00090.x
    Library Location Call Number Volume/Issue/Year Availability
    BibTip Others were also interested in ...
    Paper (German National Licenses)
    Fulltext
  • 4
    Electronic Resource
    Electronic Resource
    RELIABILITY IS NOT VALIDITY AND VALIDITY IS NOT RELIABILITY (2000)
    Oxford, UK : Blackwell Publishing Ltd
    Personnel psychology 53 (2000), S. 0 
    Details
    ISSN: 1744-6570
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Psychology
    Notes: Interrater correlations do provide an index of reliability of job performance ratings. We show that the arguments presented by Murphy and DeShon (2000) lead to the radical conclusion that traditional measurement models–both classical theory and generalizability theory models–can be used neither with job performance ratings nor with other measures used in I-O and other areas of psychology and the social sciences. We show that this untenable conclusion is based on confusion of validity issues and questions with reliability issues and questions. It is also based on the incorrect belief that classical measurement models are capable of addressing only random response measurement error and cannot address other forms of measurement error. We also show that the solution Murphy and DeShon offer to the problem of measurement error in ratings, as they define this problem, cannot work. Properly understood, the position taken by Murphy and DeShon leaves us with the nihilistic conclusion that no appropriate measurement models are possible in psychological research, thus making meaningful research impossible.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/j.1744-6570.2000.tb02422.x
    Library Location Call Number Volume/Issue/Year Availability
    BibTip Others were also interested in ...
    Paper (German National Licenses)
    Fulltext
  • 5
    Electronic Resource
    Electronic Resource
    Between-Worker Variability in Output Under Piece-Rate Versus Hourly Pay Systems (2000)
    Springer
    Journal of business and psychology 14 (2000), S. 529-552 
    Details
    ISSN: 1573-353X
    Source: Springer Online Journal Archives 1860-2000
    Topics: Psychology
    Notes: Abstract This study re-examined the earlier conclusion by F. Schmidt and J. Hunter (1983) that incentive pay reduces between-worker differences in output, based on their finding that the standard deviation of employee output as a percentage of mean output (SDp) is smaller under piece-rate compensation than under hourly pay. Results of the present study indicate that while the average observed SDp is larger under hourly conditions, this difference disappears after correcting for unreliability in the output measures. It appears that the difference in mean observed SDp values is due to the fact that there is more measurement error in measures of output for employees working under nonincentive-based compensation conditions. This finding suggests that incentive pay may reduce random response variability in employee output but does not reduce differences between employees in work effort and motivation. This finding also suggests that type of compensation system does not affect the percentage output increases produced through improved selection. These findings have implications for theories of job performance.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1023/A:1022932628185
    Library Location Call Number Volume/Issue/Year Availability
    BibTip Others were also interested in ...
    Paper (German National Licenses)
    Fulltext
Close ⊗
This website uses cookies and the analysis tool Matomo. More information can be found here...