bluuebunny/crossref_metadata_2025 huggingface dataset:
PERFORMANCE FEEDBACK UTILITY IN A SMALL ORGANIZATION: EFFECTS ON ORGANIZATIONAL OUTCOMES AND MANAGERIAL DECISION PROCESSES
Authors: FLORIN‐THUMA BETH C. , BOUDREAU JOHN W.
Published: December 2006

This study investigated the frequent (but previously untested) assertion that utility analysis can improve communication and decision making about human resource management programs by examining a performance feedback intervention applied in a small retail fast‐food store. The study employed several new features, including (1) applying a utility model focusing on improvements in group production most salient to decision makers (as opposed to more common approaches that measure the standard deviation of individual performance), (2) explicitly comparing empirical utility results with subjectively derived utility values, and (3) comparing managerial decisions and decision processes with the prescriptions of the normative utility model. Utility analysis results suggested substantial payoffs from performance feedback, though the store's owner‐managers had earlier rejected the program. A structured interview and questionnaire analysis of the owner‐managers' decision processes suggested that their utility parameter estimates were inaccurate (especially with regard to the cost and the effect of the feedback program) and showed that they had considered several additional program outcomes that were negatively evaluated. The combination of the inaccuracy and additional negative factors, however, was still not sufficient to produce negative subjective utility estimates. Failure to adopt the program apparently occurred because decision makers underestimated the importance of the performance problem and, therefore, failed to formally analyze the performance feedback intervention.
SEX DIFFERENCES IN OCCUPATIONAL CHOICE, PAY, AND WORTH: A SUPPLY‐SIDE APPROACH TO UNDERSTANDING THE MALE‐FEMALE WAGE GAP
Authors: HOLLENBECK JOHN R. , ILGEN DANIEL R. , OSTROFF CHERI , VANCOUVER JEFFREY B.
Published: December 2006

The purpose of this study was to explore the utility of adopting a supply‐side approach to understanding the nature of wage differentials between men and women. Using an expectancy theory framework, a sample of 272 job applicants evaluated a set of job outcomes and rated the instrumentalities and expectancies for each of eight jobs that varied in terms of sex dominance, pay, and worth. Preferences for each job also were obtained using a paired comparison procedure. The results suggested that much of the wage gap between men and women can be explained by (1) evaluations of multiple outcomes other than pay and (2) gender‐related differences in expectancies, instrumentalities, and valences with respect to these outcomes. Both the theoretical and practical utility of approaching the issue of comparable worth from a supply as well as a demand side are discussed.
A FIELD STUDY OF APPLICANT REACTIONS TO EMPLOYMENT OPPORTUNITIES: DOES THE RECRUITER MAKE A DIFFERENCE?
Authors: HARRIS MICHAEL M. , FINK LAURENCE S.
Published: December 2006

Previous cross‐sectional field and laboratory research has provided mixed results as to whether recruiter characteristics and behaviors influence applicant reactions to employment opportunities. The present research was conducted to examine the effect of recruiter characteristics using a pre‐post study design in a naturally occurring setting. In addition, the effects of several potential moderators on recruiter influence were tested. Results indicated that recruiter characteristics had an impact on perceived job attributes, regard for job and company, and likelihood of joining the company. There was little evidence that the effect of recruiter characteristics was moderated by selected applicant, job, or interviewer variables.
ASSESSMENT CENTERS AND CONTENT VALIDITY: SOME NEGLECTED ISSUES
Authors: SACKETT PAUL R.
Published: December 2006

Literature on the use of content validity to establish the job‐relatedness of assessment centers is reviewed. Most approaches to content validity are shown to focus on job‐analysis‐based exercise construction and dimension selection as the bases for determining the content validity of an assessment center. The article attempts to show that content validity requires more than the careful construction of stimulus materials (i.e., exercises); how these stimulus materials are presented to candidates and how responses to these stimuli are evaluated are also critical considerations in making judgments about content validity. Variability in the way these issues are dealt with is documented.
MANAGERIAL SALARY‐RAISE DECISIONS: A POLICY‐ CAPTURING APPROACH
Authors: SHERER PETER D. , SCHWAB DONALD P. , HENEMAN HERBERT G.
Published: December 2006

Using policy‐capturing and direct‐ranking methodologies, managers made salary‐raise decisions for 104 hypothetical employees. These employees were experimentally varied on five manipulated characteristics: (1) performance level, (2) performance consistency, (3) tenure, (4) current salary, and (5) external job offer. The main effects of these five characteristics accounted for an average of 77% of the variance in the managers' raise decisions. On the other hand, the interactions accounted for virtually no variance. Substantial individual differences were found among managers in the weights they attached to the five characteristics, even though all of the managers were from the same organization. Substantial differences were also observed in the relative importance of the five characteristics as determined by policy capturing and direct ranking. Future research and administrative practice implications are suggested, especially those regarding individual differences in attribute weights among managers.
SELF‐ASSESSED TRAINING NEEDS: THE EFFECTS OF ATTITUDES TOWARD TRAINING, MANAGERIAL LEVEL, AND FUNCTION
Authors: FORD J. KEVIN , NOE RAYMOND A.
Published: December 2006

Self‐assessment research has concentrated on validity and psychometric issues in selection and appraisal contexts. Little is known about factors that affect self‐assessment of training needs. The present study examines the influence of managerial position (level, function) and managerial attitudes toward training utility on self‐reported training needs. A training‐needs survey consisting of items related to basic managerial, interpersonal, administrative, and quality control skills was completed by 506 lower and middle level managers across four functional areas. Correlational and regression analyses indicated that managerial level and function had some effect on reported administrative training needs, while function and attitudes towards training utility had some impact on self‐reported training needs for quality control. Level, function, and attitude were not related to reported basic managerial and interpersonal training needs. The implications and limitations of the results are discussed, and future research directions are presented.
SETTING CUTOFF SCORES: LEGAL, PSYCHOMETRIC, AND PROFESSIONAL ISSUES AND GUIDELINES
Authors: CASCIO WAYNE F. , ALEXANDER RALPH A. , BARRETT GERALD V.
Published: December 2006

Cutoff scores are used in a variety of settings to help managers make personnel decisions. Although cutoff scores are used widely, information about their derivation and appropriate use is scattered in the legal, psychometric, and professional literatures. The purpose of this paper is to analyze critically and to integrate these diverse literatures, to summarize what is known and what is unknown about the use and misuse of cutoff scores. Alternative methods are examined in relation to legal precedents set by the courts, to psychometric principles, and to the various sets of professional guidelines. Directions for future research are suggested, and we conclude with a set of recommendations regarding acceptable professional practice in this area.
STRUCTURED INTERVIEWING: RAISING THE PSYCHOMETRIC PROPERTIES OF THE EMPLOYMENT INTERVIEW
Authors: CAMPION MICHAEL A. , PURSELL ELLIOTT D. , BROWN BARBARA K.
Published: December 2006

A highly structured employment interviewing technique is proposed, which includes the following steps: (1) develop questions based on a job analysis, (2) ask the same questions of each candidate, (3) anchor the rating scales for scoring answers with examples and illustrations, (4) have an interview panel record and rate answers, (5) consistently administer the process to all candidates, and (6) give special attention to job relatedness, fairness, and documentation in accordance with testing guidelines. Examination of psychometric properties for hiring entry‐level production employees (n= 149) reveals high interrater reliability (r= .88) and predictive validity (uncorrected r= .34, corrected r= .56), as well as evidence for test fairness and utility. The levels of these properties are comparable to those of a comparison battery of typical employment tests, and correlations with the tests suggest that the interview has a strong cognitive aptitude component. Potential explanations for the effectiveness of this structured interviewing technique are discussed.
TRANSFER OF TRAINING: A REVIEW AND DIRECTIONS FOR FUTURE RESEARCH
Authors: BALDWIN TIMOTHY T. , FORD J. KEVIN
Published: December 2006

Transfer of training is of paramount concern for training researchers and practitioners. Despite research efforts, there is a growing concern over the “transfer problem.” The purpose of this paper is to provide a critique of the existing transfer research and to suggest directions for future research investigations. The conditions of transfer include both the generalization of learned material to the job and the maintenance of trained skills over a period of time on the job. The existing research examining the effects of training design, trainee, and work‐environment factors on conditions of transfer is reviewed and critiqued. Research gaps identified from the review include the need to (1) test various operationalizations of training design and work‐environment factors that have been posited as having an impact on transfer and (2) develop a framework for conducting research on the effects of trainee characteristics on transfer. Needed advancements in the conceptualization and operationalization of the criterion of transfer are also discussed.
VOLUNTARY AFFIRMATIVE ACTION AND PREFERENTIAL TREATMENT: LEGAL AND RESEARCH IMPLICATIONS
Authors: KLEIMAN LAWRENCE S. , FALEY ROBERT H.
Published: December 2006

This paper provides a review of recent Supreme Court decisions stemming from the implementation of voluntary AAPs that include preferential treatment as a remedy; the evidence and proof required to establish and defend against reverse discrimination claims is identified. Overall, the courts sanctioned the use of preferential treatment if it occured as part of a well‐conceived AAP. However, differences were found in the manner in which the courts adjudicated Title VII and constitutional claims of preferential treatment. The discussion examines research on the potential effects of voluntary AAPs on important organizational and societal outcome variables. We conclude that the impact of AAPs is likely to be far‐reaching, exerting an effect possibly well beyond the limits considered in court decisions.
A COMPARISON OF CRITERIA FOR TEST VALIDATION: A META‐ANALYTIC INVESTIGATION
Authors: NATHAN BARRY R. , ALEXANDER RALPH A.
Published: December 2006

Meta‐analyses of validity coefficients from tests of clerical abilities for five criteria—supervisor ratings, supervisor rankings, work samples, production quantity, and production quality—were conducted, and the resulting expected true validities were compared. Ratings, rankings, work samples, and production quantity all resulted in high test validities. Validities resulting from ratings and quantity‐of‐production criteria were highly similar across tests. Validities resulting from rankings and work samples were on the average higher than those from ratings and quantity of production. The fifth criterion, quality of production, had low predictability and did not generalize across situations.
SIMULATION‐BASED ASSESSMENT OF MANAGERIAL COMPETENCE: RELIABILITY AND VALIDITY
Authors: STREUFERT SIEGFRIED , POGASH ROSANNE , PIASECKI MARY
Published: December 2006

Prior work based on complexity theory has attempted, with some success, to predict general and managerial performance in complex, uncertain, and fluid task settings. The present paper evaluates a quasi‐experimental simulation technique that was specifically designed to measure the impact of individual differences in a number of managerial styles (including a style reflecting cognitive complexity) on executive performance. Twenty simulation‐based measures were tested for reliability and validity. On the basis of the data obtained from two separate samples, it was concluded that this quasi‐experimental simulation technology may be useful for assessing a number of managerial styles that are not currently tapped by other measurement methods. Research results reported in this paper, as well as results obtained in other concurrent efforts, are summarized.
VALIDITY OF SELF‐ASSESSMENT: A FIELD EVALUATION
Authors: FOX SHAUL , DINUR YOSSI
Published: December 2006

This study evaluated the validity of self‐assessment in a natural setting. It also addressed the possibility of improving the utility of self‐assessment by cautioning subjects that their responses could be compared with other existing data on them. Subjects were 357 males, aged 18–19 years, who were being screened for a prestigious military course. During the screening, they participated in small groups for nine days of tests, class exercises, and field simulations supervised by veteran commanders. On the ninth day, ratings were collected from commanders, peer group members, and the subjects themselves on dimensions related to eventual success in the training course. The experimental group was told their reports would be compared with those from other sources; the control group was not. Predictive and convergent validities were examined on three criteria: course success, commander ratings, and peer evaluations. Self‐assessments from both experimental and control group were valid; however, those of the experimental group did not yield consistently higher validities. Findings are discussed in regard to their practical ramifications.
SOME NEW FRONTIERS IN PERSONNEL SELECTION RESEARCH
Authors: FLEISHMAN EDWIN A.
Published: December 2006

Current research developments in several areas of personnel selection methodology are reviewed. The areas reviewed represent attempts to develop alternatives to traditional paper‐and‐pencil methods of test development. These areas include computer‐interactive tests in the employment situation, new ways of using life‐history information, the use of physical tests in selecting individuals for physically demanding jobs, and the development of job‐related medical standards for job assignment.
TEST VALIDATION FOR SCIENTIFIC UNDERSTANDING: TWO DEMONSTRATIONS OF AN APPROACH TO STUDYING PREDICTOR‐CRITERION LINKAGES
Authors: PULAKOS ELAINE D. , BORMAN WALTER C. , HOUGH LEAETTA M.
Published: December 2006

This paper argues that a construct‐oriented approach to test validation is likely to enhance scientific understanding of our predictor measures, performance criteria, and links between them. In particular, examining relationships between relatively homogeneous predictors and criteria tapping specific performance areas operationalizes earlier conceptual statements made by Guion and Dunnette about test validation for scientific understanding. Two demonstrations are offered to show how measures of predictor constructs have predictably different patterns of correlations with different criteria. In a study of Navy recruiters (N= 267), individual personality scales had significantly different relationships with three different rating criteria; in a second study, with Army enlisted soldiers (N= 8, 642), cognitive ability and personality construct measures also showed predictable patterns of correlations, with rating criteria measuring three different performance areas. The paper discusses scientific and practical implications of this construct‐oriented approach to test validation.
A SURVEY OF MANAGEMENT TRAINING AND EDUCATION PRACTICES IN U.S. COMPANIES
Authors: SAARI LISE M. , JOHNSON TERRY R. , MCLAUGHLIN STEVEN D. , ZIMMERLE DENISE M.
Published: December 2006

A survey was systematically developed to assess issues related to management training and education, and it was sent to 1,000 randomly selected U.S. companies with at least 1,000 employees. Based on a 61% response rate, findings were obtained regarding issues such as needs assessment, management training and development approaches, reasons for selecting particular programs, characteristics of participants, how decisions are made regarding who will participate, preparation and follow‐up of participants, evaluation of management training programs, future management training trends, and needed training content. Significant findings by company size and industry type also are reported.
A COMPARISON OF HOLISTIC VERSUS DECOMPOSED RATING OF POSITION ANALYSIS QUESTIONNAIRE WORK DIMENSIONS
Authors: BUTLER STEPHANIE K. , HARVEY ROBERT J.
Published: December 2006

Recent studies have attempted to reduce the cost and intrusiveness of the Position Analysis Questionnaire (PAQ) by limiting the amount of information provided to the analyst, with consistently negative results. We examined an alternative technique for improving the cost‐effectiveness of the PAQ that avoids the need to rate the hundreds of items that constitute the instrument. Three groups of raters (professional job analysts, graduate students in industrial psychology who were familiar with the PAQ, and PAQ‐unfamiliar undergraduates) made direct holistic ratings of the PAQ dimensions for four familiar jobs. The holistic ratings were compared with decomposed PAQ dimension profiles obtained from the item‐level ratings of the professional analysts. Cronbach accuracy analyses indicated near‐zero convergence between the holistic and decomposed dimension ratings, even for the professional PAQ job analysts. We conclude that holistic rating of dimensions is not an effective means of reducing the cost of a PAQ job analyses and that it is likely to be similarly ineffective with task‐ or ability‐based instruments.
GROUP HOMOGENEITY, RANGE RESTRICTION, AND RANGE ENHANCEMENT EFFECTS ON CORRELATIONS
Authors: ALEXANDER RALPH A.
Published: December 2006

Recently, the issue of range enhancement effects on correlations has been raised as a potential criticism of correction for range restriction in validity generalization. While adding to or deleting from a sample can affect both the variance and correlation in the sample, increases or decreases in individual differences in an intact sample resulting from such factors as history, maturation, training, and experience will not necessarily affect correlations. If such changes in individual differences do occur in concurrent validation studies, the most likely result will be an underestimate of the unrestricted validity.
MULTIPLE ASSESSMENT OF MANAGERIAL EFFECTIVENESS: INTERRATER AGREEMENT AND CONSENSUS IN EFFECTIVENESS MODELS
Authors: TSUI ANNE S. , OHLOTT PATRICIA
Published: December 2006

Research has consistently identified poor interrater agreement among multiple assessments of managerial performance. Three alternative sources of dissensus in the effectiveness ratings were examined: rating errors, selective perceptions, and variations in criteria type or weight. As the available empirical evidence and theoretical analysis show, all three causes provide plausible reasons—though in varying degrees—for the low agreement coefficient. However, an empirical study designed to test three specific hypotheses on criterion type and criterion weights found consensus in the effectiveness models of superiors, subordinates, and peers. Consensus among different raters was high on both the role behaviors and on the personal traits of the managers as criteria for effectiveness. While these findings supported Biddle's role theory (1979), disagreement on the relative weights of these criteria was evident. These observations underscore the need for further conceptualization on the preference functions of raters as a primary source of the low convergent validity coefficients among multiple raters. Further research is also desirable on contextual and cognitive factors that may lead to shifts in criterion type and criterion weight, as well as on actual rating error tendencies among different raters.
INDIVIDUAL AND SITUATIONAL CORRELATES OF WHISTLE‐BLOWING
Authors: MICELI MARCIA P. , NEAR JANET P.
Published: December 2006

Although popular interest in whistle‐blowing continues to increase, little is known about why some employees who observe wrongdoing report it, while others do not. In the present study, we analyze archival survey data from individuals who observed wrongdoing in any of 22 organizations. Results are generally consistent with predictions based on a model of whistle‐blowing as a type of prosocial behavior. Whistle‐blowing was more likely when observers of wrongdoing (1) held professional positions, (2) had more positive reactions to their work, (3) had longer service, (4) were recently recognized for good performance, (5) were male (though race was unrelated to whistle‐blowing), (6) were members of larger work groups, and (7) were employed by organizations perceived by others to be responsive to complaints. Implications for research and practice are described.
EFFECT OF SITUATIONAL INTERVIEWS, CONVENTIONAL STRUCTURED INTERVIEWS, AND TRAINING ON INTERVIEW RATING AGREEMENT: AN EXPERIMENTAL ANALYSIS
Authors: MAURER STEVEN D. , FAY CHARLES
Published: December 2006

The present study examines the degree to which agreement in interviewer ratings may be influenced by training, use of structured conventional interviews, or situational interviews. Results of an experimental study conducted among 42 managers who were experienced as interviewers revealed no training effect on rating agreement, but the impact of the situational format on consistency in assessments of applicant suitability was significant. Implications of these findings for usefulness of situational employment interviews and future research investigating the reliability of situational interview formats are discussed.
SUPERVISORY AND EMPLOYEE CHARACTERISTICS AS CORRELATES OF EMPLOYEE SALARY INCREASES
Authors: HENEMAN ROBERT L. , COHEN DEBRA J.
Published: December 2006

Previous research on merit pay has focused on the context in which merit decisions take place and on characteristics of the employee. In the present study it was hypothesized that not only do employee characteristics influence merit increases, but so do characteristics of the employee's supervisor. The results from 175 employees in a midwestern manufacturing plant showed that 11% and 24% of the variance in employee salary increases were attributable to supervisory and employee characteristics, respectively. These results suggest that supervisory characteristics should be included in future research involving correlates of employee salary increases and by organizations when auditing the administration of merit pay plans.
INFLUENCES ON MANAGERIAL PAY ALLOCATIONS: A DEPENDENCY PERSPECTIVE
Authors: BARTOL KATHRYN M. , MARTIN DAVID C.
Published: December 2006

This paper reviews evidence and presents arguments for the view that managerial pay allocations are influenced by the degree of dependence on subordinates and by threats to that dependence. In assessing this view, the issues of managerial discretion in pay allocation and pay as a means of managing dependencies are explored. Major sources of objective and subjective dependence on subordinates are identified. Predictions are made regarding managerial pay allocations under various conditions of dependence and dependency threat. Finally, research and practical implications of the dependency perspective are discussed.
EVALUATION OF TASK AND JOB SKILL LINKAGE JUDGMENTS USED TO DEVELOP TEST SPECIFICATIONS
Authors: HUGHES GARRY L. , PRIEN ERICH P.
Published: December 2006

The research on job analysis judgments, such as “time spent,” has been relatively limited, particularly with reference to external criteria remote from the job analysis operation. The more complex job analysis judgment linking a job skill to specific tasks or duties has not been systematically examined. While it would appear that a simple scaling of importance of a skill for a task or duty or a retranslation judgment would suffice, the fact is that a single job skill may be a prerequisite for performance in a variety of tasks, and any one task may require multiple skills of varying levels for effective performance. With a multiple assignment of tasks to job skills, the evaluation becomes considerably more difficult. In the present study, a sequence of statistical evaluations was conducted to examine, first, the reliability of the subject matter expert (SME) panel's association of tasks and job skills and, second, the factor structure of the task by job skill relationship. The results are discussed with reference to developing selection test specifications and test budgets.
THE RELATIONSHIP BETWEEN RECRUITING SOURCE, APPLICANT QUALITY, AND HIRE PERFORMANCE: AN ANALYSIS BY SEX, ETHNICITY, AND AGE
Authors: KIRNAN JEAN POWELL , FARLEY JOHN A. , GEISINGER KURT F.
Published: December 2006

This study investigated both an applicant pool and its resulting class of new hires in an attempt to clarify a number of empirical questions concerning recruiting source effectiveness. A pre‐established database of applicants and hires for the job of life insurance agent in a large insurance company was analyzed for recruiting activity. Differences in applicant quality and new hire survival were found in favor of the informal recruiting sources. A second measure of hire success, new business commission credits, failed to show differences across recruiting sources. The informal recruiting sources yielded significantly higher selection ratios than did formal sources for all groups. Examination of recruiting source use showed significant group differences, with females and blacks using the formal recruiting sources more frequently than males, non‐minorities, and Hispanics. While the informal recruiting sources yielded higher quality applicants and more successful hires for all groups, this research cautions that the implementation of revised recruiting policies must be carefully monitored for adverse effects on protected groups.
REACTANCE AND INTENTIONALITY ATTRIBUTIONS AS DETERMINANTS OF THE INTENT TO FILE A GRIEVANCE
Authors: GORDON MICHAEL E. , BOWLBY ROGER L.
Published: December 2006

Experimental studies were conducted in two unions to examine the effects of perceptual variables–namely, reactance and intentionality attributions–on the intent to seek redress from management action. Participants responded to a series of vignettes, each of which described a management action (formal punishment, informal warning, promotion denial) taken against an employee. The vignettes varied systematically in terms of the perceived threat to worker freedom posed by the action and the degree to which the action was motivated by a dispositional rather than an environmental attribution. Both studies demonstrated that greater threat and dispositional attributions provoked stronger intent to file a grievance. Implications of the findings were discussed for investigating and screening grievances.
KIRKPATRICK'S LEVELS OF TRAINING CRITERIA: THIRTY YEARS LATER
Authors: ALLIGER GEORGE M. , JANAK ELIZABETH A.
Published: December 2006

Kirkpatrick's model (1959a, 1959b, 1960a, 1960b) of training evaluation criteria has had widespread and enduring popularity. This model proposed four “levels” of training evaluation criteria: reactions, learning, behavior, and results. Three problematic assumptions of the model may be identified: (1) The levels are arranged in ascending order of information provided. (2) The levels are causally linked. (3) The levels are positively intercorrelated. This article examines the validity of these assumptions, the frequency of each level in published evaluation studies, correlations from the literature in regard to Assumptions 2 and 3, and implications for the researcher and training manager.
A FIELD STUDY OF THE RELATIONSHIP BETWEEN THE ORGANIZATIONAL FEEDBACK ENVIRONMENT AND PERFORMANCE
Authors: BECKER THOMAS E. , KLIMOSKI RICHARD J.
Published: December 2006

This field study used the Job Feedback Survey (Herold & Parsons, 1985) and performance data gathered from multiple sources to examine the relationship between the perceived organizational feedback environment and performance. Regression analyses indicated that, while holding the other feedback variables constant, feedback from supervisory and organizational sources was related to reported job performance while feedback from peers and self was not. Most of the unique variance in performance explained by feedback was also accounted for by feedback from organizational and supervisory sources. Negative expressions from organizational/supervisory sources (e.g., the supervisor expressing anger, the company communicating dissatisfaction with poor performance) were related to lower performance, and positive job changes initiated by these sources (e.g., increasing responsibility, assignment to special jobs) were related to higher performance. Higher performers did not receive more feedback than lower performers but did receive more total positive feedback. Supplemental issues, possible explanations, and implications of the findings are discussed.
INTEGRITY TESTING FOR PERSONNEL SELECTION: AN UPDATE
Authors: SACKETT PAUL R. , BURRIS LAURA R. , CALLAHAN CHRISTINE
Published: December 2006

Sackett and M. M. Harris (1984) reviewed published and unpublished literature on the use of commercially available paper‐and‐pencil integrity tests for employee selection. This paper reviews recent developments in this area. Legal issues related to the use of the polygraph, and integrity tests are discussed. Empirical research on the reliability, criterion‐related validity, construct validity, fakability, and adverse impact of integrity tests is reviewed. Major changes since the previous review include (1) the emergence of two distinct types of tests, labeled overt integrity tests and personality‐oriented measures, (2) a broadening of the criteria used for test validation to include global performance, absence, turnover, and forms of counterproductivity other than theft, and (3) an increase in the use of external criteria (e.g., detected theft, turnover) rather than self‐report criteria (e.g., admissions of theft) in validation research. Difficulties in interpreting research findings and practical constraints on the use of integrity tests are discussed.
THE INFLUENCE OF LABOR MARKETS ON HUMAN RESOURCES UTILITY ESTIMATES
Authors: BECKER BRIAN E.
Published: December 2006

Recent work in industrial and personnel psychology has extended earlier efforts to financially evaluate the utility of organizational human resources policies. Utility analysis now includes a variety of refinements that more accurately measure the costs and benefits of human resources programs, both in the present and in the future. While this work substantially improves the firm‐level evaluation of many personnel policies, conventional utility models have ignored the effects of the external labor market on estimated utilities. Specifically there appears to be an implicit assumption that utilities are invariant across changing labor market conditions and that employees (both current and prospective), as well as other employers, will be unresponsive to these labor market dynamics. This paper examines the effect of relaxing these implicit assumptions on the magnitude of expected utilities. We conclude that, in general, the omission of these considerations overstates the likely utility of the programs being evaluated.
REJOINDER TO AUSTIN, HUMPHREYS, AND HULIN: CRITICAL REANALYSIS OF BARRETT, CALDWELL, AND ALEXANDER
Authors: BARRETT GERALD V. , ALEXANDER RALPH A.
Published: December 2006

Austin, Humphreys, and Hulin (1989), in their critique of Barrett, Caldwell, and Alexander (1985), disagree with most of the critical comments made about the concept of dynamic criteria. We contend that the burden of proof still rests upon the advocate of a concept. Adequate evidence has not been presented to support the dynamic criteria concept, and Austin et al. (1989) add no new evidence. Austin et al. (1989) claim dynamic criteria can be described as a simplex with correlations decreasing over time. The empirical support for the simplex is based on a few studies with no statistical tests. Evidence from educational, organizational, and experimental psychology is reviewed, and much of it refutes the concept of a pervasive simplex pattern. There is considerable evidence that validity coefficients are stable or may even increase over time. More evidence is required before the Ghiselli and Haire (1960) and Austin et al. (1989) concept of dynamic criteria can be accepted.
RECONSIDERING THE EMPLOYMENT INTERVIEW: A REVIEW OF RECENT LITERATURE AND SUGGESTIONS FOR FUTURE RESEARCH
Authors: HARRIS MICHAEL M.
Published: December 2006

Literature since the last comprehensive review of research on the employment interview is summarized, and suggestions for future studies in this area are described. Major changes in findings regarding the validity of the interview, the impact of applicant sex, and the effect of interviewer characteristics/behavior on applicant reactions, as well as other issues, are reported. Contrary to the widely held belief that the interview has low validity, recent research indicates at least modest validity for this selection tool. Conversely, the effect of the campus interview on applicant reactions has been seriously questioned. Researchers are urged to examine several areas in social psychology, including the literature on attitudes‐intentions‐behavior, the elaboration likelihood model, and theories of discrimination to achieve greater understanding of the employment interview.
THE INFLUENCE OF TRAINING METHOD ON SELF‐EFFICACY AND IDEA GENERATION AMONG MANAGERS
Authors: GIST MARILYN E.
Published: December 2006

This field experiment examined the influence of two training methods on self‐efficacy and performance during training for innovative problem solving. A training method composed of cognitive modeling with practice and reinforcement generated significantly higher participant self‐efficacy than a method involving lecture and practice alone. Participants in modeling training significantly outperformed those in the lecture condition on measures of the quantity and divergence of ideas generated. Findings are discussed in terms of training designs for innovative problem solving.
APPLICANT AGE AND SELECTION INTERVIEW DECISIONS: EFFECT OF INFORMATION EXPOSURE ON AGE DISCRIMINATION IN PERSONNEL SELECTION
Authors: SINGER M. S. , SEWELL CHRISTINE
Published: December 2006

Two research questions pertaining to the applicant age bias effect were addressed in this study: the effect of age‐related information exposure on selection decisions and the issue of between‐sample generalizability with reference to the age bias effect. Manager and student selectors made selection decisions after viewing one videotape of a simulated selection interview of either an old or a young job applicant. Before viewing the interview tape, half of each subject group was given an item of age‐related information and the other half was given neutral information. The results showed that, under the neutral information condition, managers preferred hiring the young applicant for the low‐status job, and students favored the old candidate for the high‐status position. Under the age‐related information condition, managers shifted to favoring the old candidate for the low‐status job, and students preferred the young applicant for both the low‐ and high‐status positions. Age discrimination in selection decisions and the lack of external validity of student results in selection research are then discussed.
MOTIVATIONAL COMPONENTS OF TEST TAKING
Authors: ARVEY RICHARD D. , STRICKLAND WILLIAM , DRAUDEN GAIL , MARTIN CLESSEN
Published: December 2006

The first phase of this research effort describes an effort to directly measure the attitudes and opinions of employment test takers toward the tests they just took; the instrument is called the Test Attitude Survey (TAS). Nine factors were developed which reflect test takers' expressed effort and motivation on the test, the degree of concentration, perceived test ease, and the like. Several studies were conducted showing that TAS factors were significantly sensitive to differences in test types and administration permitting the inference that the TAS possessed construct validity. The second phase of this study tested several propositions and hypotheses. In one study, it is shown that the applicants report significantly higher effort and motivation on the employment tests compared to incumbents, even when ability is held constant. A second study showed that a small but significant relationship exists between TAS factor scores, test performances, and the person factors. Moreover, some of the racial differences on test performances can be accounted for via the TAS factor scores; it is observed that after holding these TAS factors constant, racial differences on the employment tests scores diminished. In a third study, very limited evidence was found for the incremental and moderating effects of these attitudes, but there were several limitations to the study associated with small sample sizes, unknown reliabilities in the criterion scales, and so forth. Discussion focussed on the potential practical applications of the TAS instrument and factor scores. It is suggested that further research could have some utility in this domain.
THE RELATIONSHIP OF INTERVIEWERs' PREINTERVIEW IMPRESSIONS TO SELECTION AND RECRUITMENT OUTCOMES
Authors: MACAN THERESE HOFF , DIPBOYE ROBERT L.
Published: December 2006

Many interviewers must handle the competing demands of assessment and recruitment when conducting interviews. Both interviewers and applicants in a college placement setting provided their perceptions of each other and the interview process. The present study explored possible mediators and moderators of the relationship of interviewers' preinterview impressions of applicants to their postinterview impressions of the same applicants, as well as the effects on recruiting success. Consistent with a process model of the interview (Dipboye, 1982), preinterview impressions were positively related to postinterview impressions. Several other predictions were not supported, however, and suggestions are made for modifications in the process model and directions for future research.
RELIABILITY AND VALIDITY OF IN‐BASKET PERFORMANCE MEASURES
Authors: SCHIPPMANN JEFFERY S. , PRIEN ERICH P. , KATZ JEROME A.
Published: December 2006

The in‐basket test is a frequently used assessment tool for predicting job performance and, to a lesser extent, as a technique for research and development in various human resource applications. While the in‐basket test has obvious attractive features for application in the business setting, there is a great degree of uniqueness in each application and relatively little research focusing on critical issues involved in construction or evaluation. In this paper, the literature focusing on the psychometric properties of in‐basket measures of performance are reviewed and evaluated. The compiled evidence provides only modest support of the usefulness of the in‐basket test as a measurement tool.
AN OVERVIEW OF THE ARMY SELECTION AND CLASSIFICATION PROJECT (PROJECT A)
Authors: CAMPBELL JOHN P.
Published: December 2006

This paper serves as an introduction and background for the remaining papers in this issue, which describe in somewhat more detail the major pieces in the Army's Selection and Classification Project (Project A). The principal objectives, the methods being used, and the basic research design of Project A are outlined. Project A was a 7‐year effort conducted by the Army Research Institute and a consortium of three research firms. The overall objective was to generate the instrumentation and validity information data base that are necessary for modeling and developing an organization‐wide selection and classification system. Both the scientific and practical implications of the project are noted.
PROJECT A VALIDITY RESULTS: THE RELATIONSHIP BETWEEN PREDICTOR AND CRITERION DOMAINS
Authors: MCHENRY JEFFREY J. , HOUGH LEAETTA M. , TOQUAM JODY L. , HANSON MARY ANN , ASHWORTH STEVEN
Published: December 2006

A predictor battery of cognitive ability, perceptual‐psychomotor ability, temperament/personality, interest, and job outcome preference measures was administered to enlisted soldiers in nine Army jobs. These measures were summarized in terms of 24 composite scores. The relationships between the predictor composite scores and five components of job performance were analyzed. Scores from the cognitive and perceptual‐psychomotor ability tests provided the best prediction of job‐specific and general task proficiency, while the temperament/personality composites were the best predictors of giving extra effort, supporting peers, and exhibiting personal discipline. Composite scores derived from the interest inventory were correlated more highly with task proficiency than with demonstrating effort and peer support. In particular, vocational interests were among the best predictors of task proficiency in combat jobs. The results suggest that the Army can improve the prediction of job performance by adding non‐cognitive predictors to its present battery of predictor tests.
IDENTIFYING OPTIMAL PREDICTOR COMPOSITES AND TESTING FOR GENERALIZABILITY ACROSS JOBS AND PERFORMANCE FACTORS
Authors: WISE LAURESS L. , MCHENRY JEFFREY , CAMPBELL JOHN P.
Published: December 2006

The initial examination of validity generalization in the Army Selection and Classification Project used data from a concurrent validation sample of 4,039 job incumbents drawn from a representative sample of nine jobs. The available data consisted of 24 predictor scores and five job performance factor scores on each individual. The major objectives were to determine (a) the degree of validity generalization across the major components of performance, with the job held constant, and (b) the degree of validity generalization across jobs within each major performance factor. After reducing the predictor set by eliminating variables that added no information, a modified confirmatory analysis was used to test the hypotheses that one equation would fit the data from all performance components and that one equation would fit the data from all jobs, given a particular performance component. The major findings were that different predictor equations were needed for each of the five criterion factors. For generalization across jobs, within each criterion factor, one equation fit the data for four of the five performance components. Different prediction equations were required for the component that reflects proficiency on the technical tasks specific to each job.
FACTORS AFFECTING VALIDITY OF A REGIONALLY ADMINISTERED ASSESSMENT CENTER
Authors: SCHMITT NEAL , SCHNEIDER JEFFREY R. , COHEN SCOTT A.
Published: December 2006

Validity coefficients for a single assessment center implemented in multiple locations are presented. Correction for range restriction, criterion unreliability, and sampling error did not account for a large portion of the variability in these validity coefficients. The type of assessor used, the center's administrative arrangement, and prior assessor‐assessee contact moderated these validities. It is suggested that the quality of the implementation of a selection procedure when there is local latitude in its implementation is an important factor in determining the procedure's effectiveness.
INTERVIEWER ASSESSMENTS OF APPLICANT “FIT”: AN EXPLORATORY INVESTIGATION
Authors: RYNES SARA , GERHART BARRY
Published: December 2006

Although both strategic management theorists and practicing recruiters endorse selecting applicants on the basis of “fit,” precise delineation of fit in a selection context remains elusive. Moreover, the majority of previous work in this area has been based on anecdotes, case studies, or prescriptions rather than empirical evidence. The present investigation examines interviewers' assessments of job applicants in terms of both general and firm‐specific employability (i.e., fit). Results suggest that (1) assessments of general employability differ from firm‐specific assessments, (2) there is a firm‐specific component to interviewers' evaluations of job applicants, and (3) interpersonal skills, goal orientation, and physical attractiveness contribute to assessments of fit (holding general employability constant), while objective qualifications (e.g., grade point average, extracurricular offices, years experience) do not. Suggestions for future research are offered.
CORRESPONDENCE BETWEEN ESTIMATES OF CONTENT AND CRITERION‐RELATED VALIDITY VALUES
Authors: CARRIER MICHAEL R. , DALESSIO ANTHONY T. , BROWN STEVEN H.
Published: December 2006

The correspondence between inferences made using two validation strategies–content and criterion‐related–were examined in a specific personnel selection application. Empirical validity values and Law‐she's (1975) content validity ratios (CVR) were obtained for items from three structured interview guides used in the selection of insurance agents. Ratings of each item by over 300 field managers were used to calculate the CVR values. Statistically significant, yet modest correlations were found between empirical item validities and content validities for an interview guide used to select applicants with prior insurance sales experience. No significant differences were found among these correlations by comparing job experts of different levels of managerial experience and experience in selection. Data for the interview guide used to select experienced applicants also indicated that a content validity approach can be useful in developing a selection instrument with an empirically valid composite rating. The hypotheses were not confirmed for interview guides used to select applicants with no prior insurance sales experience. The practical importance of these results are discussed, as are plans for future research.
CONSTRUCT VALIDITY OF TWO CATEGORIES OF ASSESSMENT CENTER DIMENSION RATINGS
Authors: SHORE TED H. , THORNTON GEORGE C. , SHORE LYNN MCFARLANE
Published: December 2006

The construct validity of assessment center final dimension ratings was examined within a nomological network of cognitive and personality measures. Four hundred forty‐one employees of a large mid‐western petroleum company were assessed on 11 dimensions in two broad categories and completed four tests. Results showed that several cognitive ability measures related more strongly to performance‐style dimension ratings than to interpersonal‐style dimension ratings, providing evidence for convergent and discriminant validity. Correlation analysis and factor analysis support the two a priori interpersonal‐ and performance‐style categories. The results suggest that final dimension ratings possess construct validity and that assessors can differentiate between two broad categories of assessment dimensions.
PREDICTION OF TRADES APPRENTICES’PERFORMANCE ON JOB SAMPLE CRITERIA
Authors: HATTRUP KEITH , SCHMITT NEAL
Published: December 2006

A criterion‐related validation was conducted to assess the validity of four aptitude tests and five tests of content taken directly from job tasks in predicting job sample performance of apprentices in eight skilled trades. Observed validities were above .40 (corrected for range restriction, validities averaged .52). Though there were large subgroup mean differences on both predictor and criterion measures, there was no evidence of significant differential prediction.