Validity Generalization Results for Tests Used to Predict Job Proficiency and Training Success in Clerical Occupations.
This article presents results of the first large-scale test of Schmidt and Hunter's Bayesian validity generalization procedure. This procedure was applied to 56 distributions of validity coefficients drawn from 698 published and unpublished studies representing five clerical job families, 10 test ty...
| Publicado en: | Journal of Applied Psychology Vol. 65; no. 4; pp. 373 - 407 |
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| Autores principales: | , , |
| Formato: | Artículo |
| Publicado: |
American Psychological Association
Aug80
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| Materias: | |
| Acceso en línea: | Ver este registro en EBSCOhost |
| fields | @attributes: recordID: 1 pdfLink: plink: https://search.ebscohost.com/login.aspx?direct=true&db=hlh&AN=5133442&site=ehost-live header: @attributes: shortDbName: hlh uiTerm: 5133442 longDbName: Humanities International Complete uiTag: AN controlInfo: bkinfo: jinfo: jid: 00219010 JAY jtl: Journal of Applied Psychology issn: 00219010 maglogo: N pubinfo: dt: Aug80 vid: 65 iid: 4 pid: 34 pub: American Psychological Association artinfo: ui: 5133442 10.1037/0021-9010.65.4.373 ppf: 373 ppct: 34 formats: tig: atl: Validity Generalization Results for Tests Used to Predict Job Proficiency and Training Success in Clerical Occupations. aug: au: Pearlman, Kenneth Schmidt, Frank L. Hunter, John E. affil: U.S. Office of Personnel Management, Washington, D.C. U.S. Office of Personnel Management, Washington, D.C., and George Washington University. Michigan State University. su: Occupational training Clerical occupations Family studies Occupations Employee selection Apprenticeship programs sug: subj: Occupational training Clerical occupations Family studies Occupations Employee selection Apprenticeship programs ab: This article presents results of the first large-scale test of Schmidt and Hunter's Bayesian validity generalization procedure. This procedure was applied to 56 distributions of validity coefficients drawn from 698 published and unpublished studies representing five clerical job families, 10 test types, and two classes of criteria-job proficiency and training success. Results showed that most of the between-study variation in empirical validity results was accounted for by four statistical artifacts, thus casting serious doubt on the traditional belief that employment test validities are situationally specific. it was also found that in most cases generalization of validity to similar clerical jobs or new settings was justified, even where the hypothesis of situational specificity could not be rejected with certainty. Further, validity generalization could be supported based on corrections for sampling error alone. The correlation between mean test type validities for proficiency and training criteria was found to be high, indicating that contrary to previous belief, similar ability measures are predictive of both criterion types. Implications of these findings are discussed in terms of both practical applications and theory development in industrial-organizational psychology. pubtype: Academic Journal doctype: Article src: R language: English refInfo: copyright: @attributes: flag: Y dt: @attributes: year: 1980 holdings: @attributes: islocal: N |
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