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Van Iddekinge, Chad H.; Roth, Philip L.; Putka, Dan J.; Lanivich, Stephen E. – Journal of Applied Psychology, 2011
A common belief among researchers is that vocational interests have limited value for personnel selection. However, no comprehensive quantitative summaries of interests validity research have been conducted to substantiate claims for or against the use of interests. To help address this gap, we conducted a meta-analysis of relations between…
Descriptors: Vocational Interests, Job Performance, Labor Turnover, Meta Analysis
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Heck, Ronald H.; Marcoulides, George A. – Peabody Journal of Education, 1992
Examines the principal assessment process in measuring accountability for facilitating academic improvement. The article raises several conceptual and methodological issues on developing principal assessment models, provides data on issues in the development of evaluation models for principal assessment, and presents a basic model for principal…
Descriptors: Accountability, Administrator Effectiveness, Administrator Evaluation, Construct Validity
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Barrett, Gerald V.; And Others – Personnel Psychology, 1985
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)
Descriptors: Job Performance, Literature Reviews, Norms, Predictive Validity
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Prediger, Dale J. – Journal of Vocational Behavior, 1989
Examines "g supposition"--that general cognitive ability (g) is sufficient as descriptor of work-relevant abilities. Reviews 34 studies and reports new research on relevance of 14 cognitive and noncognitive abilities to 6 job clusters. Studies cited and reported indicated that "g" is insufficient as descriptor of work-relevant abilities.…
Descriptors: Cognitive Ability, Intelligence, Job Performance, Predictive Validity
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Mumford, Michael D. – Personnel Psychology, 1983
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…
Descriptors: Evaluation Criteria, Job Performance, Literature Reviews, Peer Evaluation
Hunter, John E. – 1989
The relationship between general cognitive ability and both training and job performance is reviewed. Existing scientific data show that there are large differences in training achievement and in job performance. Consequently, any good predictor of achievement or performance can yield a large gain in workforce productivity. General cognitive…
Descriptors: Career Education, Cognitive Ability, Cognitive Tests, Intelligence Tests
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Hamilton, John W. – Personnel Psychology, 1981
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)
Descriptors: Cooperative Programs, Decision Making, Evaluation Methods, Job Performance
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Jacobs, Rick; And Others – Personnel Psychology, 1980
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)
Descriptors: Evaluation Criteria, Evaluation Methods, Evaluators, Feedback
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Harrison, William C.; Peterson, Kent D. – Urban Review, 1986
Describes the characteristics of a statewide principal evaluation system. Even when an evaluation system is detailed, specific, and statewide, inconsistencies develop because of the special nature of principals' work. The system breaks down in the sampling of performance and outputs, and in the communication of negative feedback. (PS)
Descriptors: Administrator Evaluation, Data Collection, Evaluation Criteria, Evaluation Methods
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Primoff, Ernest S. – Personnel Psychology, 1980
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)
Descriptors: Employment Qualifications, Job Applicants, Job Performance, Predictive Measurement
Alexander, Ralph A.; Barrett, Gerald V. – 1981
Until recently, older workers have not been recognized as a group requiring special attention in the area of fair employment practices. Thus, progress has been slow towards the development of valid and reliable indices of performance which are applicable across the life span. Research shows that many measures of employee evaluation provide no…
Descriptors: Age Differences, Age Discrimination, Employees, Equal Opportunities (Jobs)
Stedman, Carlton H. – 1981
Teacher education is faced with critical problems, including establishing its own credibility. One assumption often made is that other professions do a more creditable job of monitoring those who enter their ranks and that teacher education might profit by emulating those groups who have been presumably more successful. The concept of relicensing…
Descriptors: Competence, Continuing Education, Credentials, Evaluation Criteria
Cappelli, Peter – 1992
The fact that college grades are poor predictors of future job performance is a cause for concern. A more important issue is assessment, for course grades cannot measure many of the work-relevant skills that a college education provides. Selection tests are one effort to identify and establish those characteristics of applicants that predict…
Descriptors: Academic Achievement, Adult Education, College Graduates, College Students
Wonacott, Michael E. – 2000
Again today, as 40 years ago, the idea of setting standards for career and technical education (CTE) has come to the fore. CTE practitioners have learned some lessons about implementing standards, among them that there is no "standard" standard; instead, there can be a confusing variety of standards. An analysis of standards reveals that there are…
Descriptors: Behavioral Objectives, Career Education, Competence, Competency Based Education