Reviews and critiques the validity generalization research based on the correlation model. In general, this review indicated that the validity generalization procedures are fairly accurate in estimating the mean and variance of true validities. Discussed potential problems with validity generalization/meta analysis based on criterion-related…

Conceptualizes dynamic criteria as changes in group average performance over time, changes in validity over time, and changes in rank-ordering of scores on the criterion over time. Analyzes and submits to tests each concept of dynamic criteria. Concludes that dynamic criteria have been overemphasized and are rare phenomena. (BH)

Questions traditional approach to validating employment interview. Notes that individuals are likely to differ in ability to accurately predict employee behavior and that interviewers often differ in their constant tendency to make favorable or unfavorable ratings. Researchers, by failing to consider these tendencies, may inappropriately collapse…

As a result of rejection by personnel psychologists of the erroneous law of small numbers and of the adoption of correct inferential procedures, the future of criterion-related validity promises to be bright. Probable future developments include widespread appreciation of the low statistical power characteristic of small samples. (Author)

Reviews methodological and conceptual basis of dual allegiance (DA), both of which are found wanting. Claims legal and ethical issues concerned with applications of DA research are not addressed appropriately by current investigators. Recommends ideas for ameliorating problems. Proposes research on DA that offers plan for dealing with fundamental…

Reviewed characteristics of peer evaluations and notes their striking industrial validity. A review of the conditions under which peer evaluations yield strong validity coefficients as well as certain factor analytic and experimental studies indicated that social comparison theory might be useful for elucidating the nature of peer evaluation…

Assessed the validity of Hackman and Oldham's Job Characteristics Model by conducting a comprehensive review of nearly 200 relevant studies on the model as well as by applying meta-analytic procedures to much of the data. Available correlational results were reasonably valid and support the multidimensionality of job characteristics and their…

Analyzes the measurement properties of the personnel audit and the relationship of audit to organizational criteria. Nine dimensions summarize 37 audit measures, including predicting executive perceptions of organizational performance and Personnel Function, employee satisfaction, and profitability per capita. Personnel budget allotment per capita…

Logic-based measurement brings into verbal reasoning tests the inferential objectivity of numerical reasoning tests. Implications for personnel selection include performance prediction, legal defensibility of personnel selection tests, design of economical tests, and test taxonomies which sample basic inferential processes. The linkage of…

Reviews recent developments in the use of commercially available written integrity tests for employee selection. Discusses legal issues related to the use of the polygraph and integrity tests, and reviews empirical research on the reliability, criterion-related validity, construct validity, fakeability, and adverse effects of integrity tests. (TE)

Explores the various options available for the validation of selection procedures when criterion-related validity is technically unfeasible. Presents a conceptual framework, the J-Coefficient, within which all validation options can be considered. (Author)

Behaviorally anchored rating scales (BARS) are no better or worse than other methods when assessed on a quantitative basis but have greater potential when assessed on use and qualitative criteria. Suggestions are offered for extending BARS research to process questions and domains other than performance appraisal. (Author)

Self-assessments combined with achievements and test scores lead to increased accuracy and fairness in examining, but require adjustment for degree of understanding of the element to be rated. This kind of analysis appears promising for studies designed to reduce adverse impact of tests. (Author)

There are many opportunities for research on how self-assessment affects behavior, especially external and internal mobility. Problems often occur in choice of ability dimensions and selection context. A firm theoretical base is necessary. (JAC)

Examines circumstances leading to elimination of the Professional and Administrative Career Examination (PACE), which was agreed to in the Luevano et al. v. Campbell consent decree. The validation project, the psychometric properties, and the impact on applicant flow of the PACE are summarized. Possible ramifications are discussed. (Author)