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  • 1
    Digitale Medien
    Digitale Medien
    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
    Quelle: Blackwell Publishing Journal Backfiles 1879-2005
    Thema: Psychologie
    Notizen: 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.
    Materialart: Digitale Medien
    URL: http://dx.doi.org/10.1111/j.1744-6570.1984.tb01448.x
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  • 2
    Digitale Medien
    Digitale Medien
    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
    Quelle: Blackwell Publishing Journal Backfiles 1879-2005
    Thema: Medizin
    Notizen: 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.
    Materialart: Digitale Medien
    URL: http://dx.doi.org/10.1046/j.1524-475X.1999.00495.x
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  • 3
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    Unbekannt
    RESEARCH NOTES AND COMMUNICATIONS (1975)
    Chicago : Periodicals Archive Online (PAO)
    Journal of marketing research. 12:3 (1975:Aug.) 347 
    Details
    ISSN: 0022-2437
    Thema: Wirtschaftswissenschaften
    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
    Digitale Medien
    Digitale Medien
    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
    Quelle: Blackwell Publishing Journal Backfiles 1879-2005
    Thema: Psychologie
    Notizen: 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.
    Materialart: Digitale Medien
    URL: http://dx.doi.org/10.1111/j.1744-6570.1982.tb02212.x
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  • 5
    Digitale Medien
    Digitale Medien
    MODERATOR RESEARCH AND THE LAW OF SMALL NUMBERS (1978)
    Oxford, UK : Blackwell Publishing Ltd
    Personnel psychology 31 (1978), S. 0 
    Details
    ISSN: 1744-6570
    Quelle: Blackwell Publishing Journal Backfiles 1879-2005
    Thema: Psychologie
    Notizen: 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.
    Materialart: Digitale Medien
    URL: http://dx.doi.org/10.1111/j.1744-6570.1978.tb00441.x
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  • 6
    Digitale Medien
    Digitale Medien
    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
    Quelle: Blackwell Publishing Journal Backfiles 1879-2005
    Thema: Psychologie
    Notizen: 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.
    Materialart: Digitale Medien
    URL: http://dx.doi.org/10.1111/j.1744-6570.1982.tb02199.x
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  • 7
    Digitale Medien
    Digitale Medien
    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
    Quelle: Blackwell Publishing Journal Backfiles 1879-2005
    Thema: Psychologie
    Notizen: 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.
    Materialart: Digitale Medien
    URL: http://dx.doi.org/10.1111/j.1744-6570.1999.tb00179.x
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  • 8
    Digitale Medien
    Digitale Medien
    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
    Quelle: Blackwell Publishing Journal Backfiles 1879-2005
    Thema: Psychologie
    Notizen: 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.
    Materialart: Digitale Medien
    URL: http://dx.doi.org/10.1111/j.1744-6570.1999.tb00169.x
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  • 9
    Digitale Medien
    Digitale Medien
    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
    Quelle: Blackwell Publishing Journal Backfiles 1879-2005
    Thema: Psychologie
    Notizen: 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.
    Materialart: Digitale Medien
    URL: http://dx.doi.org/10.1111/j.1744-6570.1984.tb01453.x
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  • 10
    Digitale Medien
    Digitale Medien
    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
    Quelle: Blackwell Publishing Journal Backfiles 1879-2005
    Thema: Psychologie
    Notizen: 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.
    Materialart: Digitale Medien
    URL: http://dx.doi.org/10.1111/j.1744-6570.1980.tb02364.x
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