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  • 1985-1989  (14)
  • 1975-1979  (4)
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  • 1
    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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    Paper (German National Licenses)
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  • 2
    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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    Paper (German National Licenses)
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  • 3
    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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    Paper (German National Licenses)
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  • 4
    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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    Paper (German National Licenses)
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  • 5
    Electronic Resource
    Electronic Resource
    JOB SAMPLE VS. PAPER-AND-PENCIL TRADES AND TECHNICAL TESTS: ADVERSE IMPACT AND EXAMINEE ATTITUDES (1977)
    Oxford, UK : Blackwell Publishing Ltd
    Personnel psychology 30 (1977), S. 0 
    Details
    ISSN: 1744-6570
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Psychology
    Notes: The adverse impact of a content-valid job sample test of metal trades skills was compared to that of a well-constructed content-valid written achievement test for the same technical area. The adverse impact of the former was considerably less. In addition, both minority and majority examinees saw the job sample tests as significantly fairer, clearer, and more appropriate in difficulty level. These differences were not only statistically significant but also quite large. These were no significant differences between minority and majority attitudes toward either test. In light of these results, it is suggested that industrial psychologists should explore more fully the potential of performance testing.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/j.1744-6570.1977.tb02088.x
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    Paper (German National Licenses)
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  • 6
    Electronic Resource
    Electronic Resource
    FURTHER TESTS OF THE SCHMIDT-HUNTER BAYESIAN VALIDITY GENERALIZATION PROCEDURE (1979)
    Oxford, UK : Blackwell Publishing Ltd
    Personnel psychology 32 (1979), S. 0 
    Details
    ISSN: 1744-6570
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Psychology
    Notes: Using an improved version of the Bayesian validity generalization model presented in Schmidt and Hunter (1977), this study showed that most of the between-study variation in observed validity coefficients of various aptitude and ability tests for two types of clerical work and for the job of first-line supervisor is artifactual in nature. These results cast additional doubt on the traditional belief that employment test validities are situationally specific. In addition, the results showed that generalization of validities to new settings was justified even where the hypothesis of situational specificity could not be rejected under the standards used in this study. Implications for the use of aptitude and ability tests in selection and for theory development in industrial-organizational psychology are discussed.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/j.1744-6570.1979.tb02134.x
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    Paper (German National Licenses)
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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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    Paper (German National Licenses)
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  • 8
    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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    Paper (German National Licenses)
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  • 9
    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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    Paper (German National Licenses)
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  • 10
    Electronic Resource
    Electronic Resource
    FURTHER WITHIN-SETTING EMPIRICAL TESTS OF THE SITUATIONAL SPECIFICITY HYPOTHESIS IN PERSONNEL SELECTION (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
    Notes: The situational specificity hypothesis in personnel selection holds that variation in observed validity coefficients across studies for the same test and job is due to subtle variations from setting to setting in what constitutes job performance. This hypothesis therefore predicts that, if the setting does not vary, validity will not vary. Using data from a single large-sample validity study (N= 1,455), this research generated numerous small-sample studies for which the setting (organization, job, test, criterion measure, applicant pool, time period, and sample size) was held constant. It was found that even under these circumstances there was substantial variability across studies in (a) observed validity coefficients, (b) significance levels, and (c) (using traditional data analytic methods) conclusions about the presence or absence of validity. These findings disconfirm the situational specificity hypothesis and argue strongly against traditional data-analytic procedures and the practice of reliance on single small-sample studies. In contrast to the erroneous conclusions produced by traditional data-analytic procedures, meta-analytic methods correctly estimated the population observed validity at .22 and correctly indicated that all between-study variance in observed validities was due to sampling error alone.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/j.1744-6570.1985.tb00557.x
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    Paper (German National Licenses)
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