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
  • 1
    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
    Library Location Call Number Volume/Issue/Year Availability
    BibTip Others were also interested in ...
    Paper (German National Licenses)
    Fulltext
  • 2
    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
  • 3
    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
  • 4
    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
  • 5
    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
  • 6
    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
    Library Location Call Number Volume/Issue/Year Availability
    BibTip Others were also interested in ...
    Paper (German National Licenses)
    Fulltext
  • 7
    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
    Library Location Call Number Volume/Issue/Year Availability
    BibTip Others were also interested in ...
    Paper (German National Licenses)
    Fulltext
  • 8
    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
    Library Location Call Number Volume/Issue/Year Availability
    BibTip Others were also interested in ...
    Paper (German National Licenses)
    Fulltext
  • 9
    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
    Library Location Call Number Volume/Issue/Year Availability
    BibTip Others were also interested in ...
    Paper (German National Licenses)
    Fulltext
  • 10
    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
    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...