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  • 1
    Electronic Resource
    Electronic Resource
    THE ECONOMIC IMPACT OF JOB SELECTION METHODS ON SIZE, PRODUCTIVITY, AND PAYROLL COSTS OF THE FEDERAL WORK FORCE: AN EMPIRICALLY BASED DEMONSTRATION (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: In this study, job performance increases resulting from improved selection validity were measured empirically rather than estimated from the standard linear regression utility equations. Selection utility analyses based on these empirical measurements were carried out for most white-collar jobs in the federal government. Results indicate that selection of a one-year cohort based on valid measures of cognitive ability, rather than on non-test procedures (mostly evaluations of education and experience), produces increases in output worth up to $600 million for each year that the new employees remain employed by the government. Newly hired federal employees remain with the government an average of approximately 13 years, resulting in a total gain in output of almost $8 billion over this period. This gain represents a 9.7% increase in output among new hires. If total output is held constant rather than increased, new hiring can be reduced by up to 20,044 per year (a 9% decrease), resulting in payroll savings of $272 million for every year the new cohort of employees remains on the job. The percentage of new hires in the bottom decile of the non-test-selected job performance distribution
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/j.1744-6570.1986.tb00572.x
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  • 2
    Electronic Resource
    Electronic Resource
    Effect of electrical stimulation on chronic wound healing: a meta-analysis (1999)
    Oxford, UK : Blackwell Science Inc
    Wound repair and regeneration 7 (1999), S. 0 
    Details
    ISSN: 1524-475X
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Medicine
    Notes: The purpose of this meta-analysis was to quantify the effect of electrical stimulation on chronic wound healing. Fifteen studies, which included 24 electrical stimulation samples and 15 control samples, were analyzed. The average rate of healing per week was calculated for the electrical stimulation and control samples. Ninety-five percentage confidence intervals were also calculated. The samples were then grouped by type of electrical stimulation device and chronic wound and reanalyzed. Rate of healing per week was 22% for electrical stimulation samples and 9% for control samples. The net effect of electrical stimulation was 13% per week, an increase of 144% over the control rate. The 95% confidence intervals of the electrical stimulation (18–26%) and control samples (3.8–14%) did not overlap. Electrical stimulation was most effective on pressure ulcers (net effect = 13%). Findings regarding the relative effectiveness of different types of electrical stimulation device were inconclusive. Although electrical stimulation produces a substantial improvement in the healing of chronic wounds, further research is needed to identify which electrical stimulation devices are most effective and which wounds respond best to this treatment.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1046/j.1524-475X.1999.00495.x
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  • 3
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    RESEARCH NOTES AND COMMUNICATIONS (1975)
    Chicago : Periodicals Archive Online (PAO)
    Journal of marketing research. 12:3 (1975:Aug.) 347 
    Details
    ISSN: 0022-2437
    Topics: Economics
    URL: http://gateway.proquest.com/openurl?url_ver=Z39.88-2004&res_dat=xri:pao:&rft_dat=xri:pao:article:b178-1975-012-03-000012
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  • 4
    Electronic Resource
    Electronic Resource
    ESTIMATION OF EMPLOYMENT VALIDITIES BY LESS EXPERIENCED JUDGES (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: In a previous study, Schmidt, Hunter, Croll and McKenzie (1983) demonstrated that estimates of the validity of cognitive tests made by highly trained and experienced judges are more accurate than empirical estimates obtained from small-sample validity studies. The present study examined whether less experienced judges could also produce accurate estimates. Twenty-eight recent Ph.D.'s in I/O Psychology estimated observed validities for the same 54 job-test combinations used by Schmidt et al. (1983). The estimates of these judges contained about twice as much random error as the experts' estimates. Systematic error of the less experienced judges was also greater than that of the experts (.0732 vs .019). The systematic errors of the two sets of judges were in opposite directions: less experienced judges overestimated validities, on average, while experts underestimated them. The results show that the estimates of less experienced judges contain less information than those of experts, but also that averages of estimates of several less experienced judges are as accurate as those obtained from small-sample empirical studies.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/j.1744-6570.1986.tb00585.x
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  • 5
    Electronic Resource
    Electronic Resource
    FORTY QUESTIONS ABOUT VALIDITY GENERALIZATION AND META-ANALYSIS (1985)
    Oxford, UK : Blackwell Publishing Ltd
    Personnel psychology 38 (1985), 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.1744-6570.1985.tb00565.x
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  • 6
    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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  • 7
    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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  • 8
    Electronic Resource
    Electronic Resource
    GENERALIZABLE BIOGRAPHICAL DATA VALIDITY CAN BE ACHIEVED WITHOUT MULTI-ORGANIZATIONAL DEVELOPMENT AND KEYING (1999)
    Oxford, UK : Blackwell Publishing Ltd
    Personnel psychology 52 (1999), S. 0 
    Details
    ISSN: 1744-6570
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Psychology
    Notes: This research showed that the validity of a biodata instrument developed and keyed within a single organization can generalize to other organizations. It also examines a criterion measure-rate of promotional progress-that has not been used extensively in biodata research, but has several characteristics that make its use attractive. The validity of the biodata component of the Manager Profile Record (MPR), developed and keyed within a single organization, as a predictor of rate of managerial progress was cross-validated on a sample of 7,334 managers and staff professionals in 24 organizations. Results indicate the MPR was a valid predictor of rate of promotional progress across all organizations and that validity did not vary greatly across organizations (p= .53, SDp= .05). The MPR was also a valid predictor for both sexes, as well as for managers of all age groups, lengths of company service, and education levels. These findings demonstrate that multiple-firm development and keying of a biodata instrument was not required for generalizable validity, and argue against the hypothesis of situational specificity. Suggestions for developing biodata instruments in single organizations that will generalize to other organizations include careful attention to the validity and reliability of criterion measures and developing validity at the item level.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/j.1744-6570.1999.tb00179.x
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  • 9
    Electronic Resource
    Electronic Resource
    EXPLORING THE BOUNDARY CONDITIONS FOR INTERVIEW VALIDITY: META-ANALYTIC VALIDITY FINDINGS FOR A NEW INTERVIEW TYPE (1999)
    Oxford, UK : Blackwell Publishing Ltd
    Personnel psychology 52 (1999), S. 0 
    Details
    ISSN: 1744-6570
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Psychology
    Notes: This study uses meta-analysis of an extensive predictive validity data-base to explore the boundary conditions for the validity of. the structured interview as presented by McDaniel, Whetzel, Schmidt, and Maurer (1994). The interview examined here differs from traditional structured interviews in being empirically constructed, administered by telephone, and scored later based on a taped transcript. Despite these and other differences, this nontraditional employment interview was found to have essentially the same level of criterion-related validity for supervisory ratings of job performance reported by McDaniel for other structured employment interviews. These findings suggest that a variety of different approaches to the construction, administration, and scoring of structured employment interviews may lead to comparable levels of validity. We hypothesize that this result obtains because different types of structured interviews all measure to varying degrees constructs with known generalizable validity (e.g., conscientiousness and general mental ability). The interview examined here was also found to be a valid predictor of production records, sales volume, absenteeism, and job tenure.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/j.1744-6570.1999.tb00169.x
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  • 10
    Electronic Resource
    Electronic Resource
    VALIDITY GENERALIZATION RESULTS FOR LAW ENFORCEMENT OCCUPATIONS (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: The Schmidt-Hunter interactive validity generalization procedure was applied to validity data for cognitive abilities tests for law enforcement occupations. Both assumed artifact distributions, and distributions of artifacts constructed from information contained in the current sample of studies were used to test the hypothesis of situational specificity and to estimate validity generalizability. Results for studies using a criterion of performance in training programs showed that validities ranged from .41 to .71, and for four test types the hypothesis of situational specificity could be rejected using the 75% decision rule. For the remaining test types, validity was generalizable, based on 90% credibility values ranging from .37 to .71. Results for studies using a criterion of performance on the job indicated that the hypothesis of situational specificity was not tenable for three test types, which had validities between .17 and .31. For the remaining test types, estimated mean true validities ranged from .10 to .26 and were generalizable to a majority of situations. Results for both groups of studies were essentially identical for the two types of artifact distribution. Possible reasons for the apparently lower validities and lesser generalizability for job performance criteria are discussed, including possible low validity of the criterion (due to lack of opportunity by supervisors to observe behavior) and the potential role of noncognitive factors in the determination of law enforcement job success. Suggestions for specifically targeted additional research are made.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/j.1744-6570.1986.tb00589.x
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