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.…

Reviews research literature to determine psychometric validity of Strong Interest Inventory with Black samples. Found only eight relevant studies. Results found little evidence of Strong's psychometric validity with Black samples. (Author/CM)

Reviews six studies that examined properties of the Multidimensional Work Ethic Profile: (1) replication demonstrating the multidimensionality of the work ethic construct; (2) initial psychometric evaluation; (3) relationship among subscales and with measures of cognitive ability and personality; (4) generalizability between student and nonstudent…

Addresses the theoretically important question of whether g is merely an artifact of the method of constructing psychometric tests and the mathematical operations of factor analysis or whether it has an authentic claim to represent some natural phenomenon that exists independently of psychometrics and factor analysis. (Author/ABB)

A literature review evaluated the construct validity of the Affective, Continuance, and Normative Commitment Scales, which were strongly supported for use in research. The review identified empirical questions still needing resolution. (73 references) (SK)

A research review supports the validity of the person-environment fit (PEF) model in vocational psychology; however, sampling inadequacies have influenced results. One PEF example, Holland's hexagonal model, is unsupported due to lack of commensurate measurement; most hexagonal congruence indices are invalid. (Contains 110 references.) (SK)

This paper summarizes a stream of research aimed at developing and validating a measure of employee commitment to work organizations. The instrument, developed by Porter and his colleagues, is called the Organizational Commitment Questionnaire. Satisfactory test-retest reliabilities and internal consistency reliabilities were found. (Author)

Examines major issues in the debate over Crouse's research and recommendations concerning the (SAT) Scholastic Aptitude Test's incremental value in admissions; the nature of the admissions process; other benefits to colleges of the SAT; its possible benefits for college applicants; and the use of college admissions tests as interventions for…