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  • 1985-1989  (14)
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  • 1
    Electronic Resource
    Electronic Resource
    Oxford, UK : Blackwell Publishing Ltd
    Personnel psychology 39 (1986), S. 0 
    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
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  • 2
    Electronic Resource
    Electronic Resource
    Oxford, UK : Blackwell Publishing Ltd
    Personnel psychology 39 (1986), S. 0 
    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
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  • 3
    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
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  • 4
    Electronic Resource
    Electronic Resource
    Oxford, UK : Blackwell Publishing Ltd
    Personnel psychology 41 (1988), S. 0 
    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
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  • 5
    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
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  • 6
    ISSN: 1744-6570
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Psychology
    Type of Medium: Electronic Resource
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  • 7
    Electronic Resource
    Electronic Resource
    Oxford, UK : Blackwell Publishing Ltd
    Personnel psychology 38 (1985), S. 0 
    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
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  • 8
    Electronic Resource
    Electronic Resource
    Springer
    Applied microbiology and biotechnology 24 (1986), S. 248-252 
    ISSN: 1432-0614
    Source: Springer Online Journal Archives 1860-2000
    Topics: Biology , Process Engineering, Biotechnology, Nutrition Technology
    Notes: Summary A nontoxigenic isolate of Aspergillus flavus (NRRL 5565) contains a viral genome consisting of 3 double-stranded RNA (ds-RNA) components with molecular weights of approximately 3 kb each. It thus shares a characteristical feature with a virus occuring in strains of Penicillium chrysogenum. Application of known inhibitors of doublestranded RNA virus synthesis results in stable aflatoxin formation by this originally nontoxigenic strain and the simultaneous loss of its ds-RNA traits. Since the inhibitor induced toxicity can be completely reverted by incubation with a virus from Penicillium chrysogenum (PcV), it is presumed that PcV or a functional related virus possibly constitutes the aflatoxin repressing determinant in Aspergillus flavus.
    Type of Medium: Electronic Resource
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  • 9
    Electronic Resource
    Electronic Resource
    Springer
    Journal of business and psychology 2 (1987), S. 50-59 
    ISSN: 1573-353X
    Source: Springer Online Journal Archives 1860-2000
    Topics: Psychology
    Notes: Abstract Methods that allow estimating the dollar impact of human resource programs are now available to Industrial/Organizational (I/O) psychologists and other human resource professionals. Dollar estimates running into the tens and hundreds of thousands of dollars (and higher) have been established for various recruitment, selection and training programs across a wide variety of white and blue collar jobs. Most of this work has gone largely unnoticed by mainstream business communities due in large part to the inability of psychologists and other human resource professionals to communicate their research findings in a manner that is clear and credible to organizational decision makers and consistent with typical business conventions. It is concluded that I/O psychologists and other technical human resource professionals should place more emphasis on adequately communicating cost-benefit estimates to managers and other organizational decision makers, and that managers and organizational decision makers should routinely request such estimates from internal professional staff members and/or outside consulting firms.
    Type of Medium: Electronic Resource
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  • 10
    Electronic Resource
    Electronic Resource
    Weinheim : Wiley-Blackwell
    Berichte der deutschen chemischen Gesellschaft 118 (1985), S. 1949-1958 
    ISSN: 0009-2940
    Keywords: Chemistry ; Inorganic Chemistry
    Source: Wiley InterScience Backfile Collection 1832-2000
    Topics: Chemistry and Pharmacology
    Description / Table of Contents: Azaborolinyl Complexes, XVI. Synthesis and Investigation of (1,2-Azaborolinyl)tricarbonyl Complexes of Chromium, Molybdenum, and Tungsten1-tert-Butyl-2-methyl-1,2-azaborolinyllithium reacts with the hexacarbonyls of chromium, molybdenum, and tungsten to give the complex salts Li[(Ab)M(CO)3] (Ab = azaborolinyl ligand, M = Cr (2), Mo (3), and W (4)). With Me3ECl (E = Ge, Sn, Pb) they form the corresponding germyl, stannyl, and plumbyl derivatives. The molecular and crystal structures of (Ab)(CO)3Cr—SnMe3 (2b) and (Ab)(CO)3Mo—SnMe3 (3b) show the azaborolinyl rings to be pentahapto-bonded, inspite of a small folding of the rings, leading to a longer distance of the boron atoms to the metal atoms. The IR, 1H, 11B, and 13C NMR data prove equivalent structures for the other complexes. The existence of enantiomers in the cell results from the crystal structure investigations of 2b and 3b and is caused by the prochiral character of the azaborolinyl rings.
    Notes: 1-tert-Butyl-2-methyl-1,2-azaborolinyllithium reagiert mit den Hexacarbonylen von Chrom, Molybdän und Wolfram zu den komplexen Salzen Li[(Ab)M(CO)3] (Ab = Azaborolinyl-Ligand, M = Cr (2), Mo (3) und W (4)). Diese bilden mit Me3ECl (E = Ge, Sn, Pb) die entsprechenden Germyl-, Stannyl- und Plumbylderivate. Die Molekül- und Kristallstrukturen von (Ab)(CO)3Cr—SnMe3 und (2b) und (Ab)(CO)3Mo—SnMe3 (3b) weisen die Azaborolinylringe als pentahapto-gebunden aus, trotz einer leichten Faltung der Ringe, durch die die Boratome einen größeren Abstand zu den Metallatomen erreichen. Die IR-, 1H-, 11B- und 13C-NMR-Daten beweisen äquivalente Strukturen für die übrigen Komplexe. Aus den Kristallstrukturuntersuchungen von 2b und 3b geht die Anwesenheit von Enantiomeren in der Zelle hervor, verursacht durch den prochiralen Charakter der Azaborolinylringe.
    Additional Material: 4 Ill.
    Type of Medium: Electronic Resource
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