Defines data base for Army Selection and Classification Project (Project A) as containing two major samples: concurrent validation sample and longitudinal validation sample. Describes data base resulting from concurrent sample, sampling procedure, distribution of sample sizes over jobs, total array of variables, and data collection procedures.…

Describes characteristics of experimental predictor battery of tests developed to supplement the Armed Forces Vocational Aptitude Battery for making selection and classification decisions for entry-level enlisted personnel. Explains procedures used to develop new test battery. Basic psychometric properties of each measure, as determine by large…

Examined the differential validity of biographical subgroups in terms of postcollege experience using Owens' Developmental-Integrative Model. College students (N=1,428) were statistically grouped into biodata subgroups. Seven years later, 484 subjects were assessed on postcollege behavior. Significant differences were found between the biodata…

Proposes a highly structured six-step employment interviewing technique which includes asking the same questions, consistently administering the process to all candidates, and having an interview panel. Results of a field study of 243 job applicants using this technique demonstrated interrater reliability, predictive validity, test fairness for…

The practicality of three appraisal instruments was measured in terms of user preference, namely, behavioral observation scales (BOS), behavioral expectation scales (BES), and trait scales. In all instances, BOS were preferred to BES, and in all but two instances, BOS were viewed as superior to trait scales. (Author/ABB)

There were initial positive effects from delegating choice over the selection of goals. The aspect of the task being delegated appears important. One cannot assume allowing others choice over some aspects of the task will be associated with positive outcomes. (Author)

Applied Schmidt-Hunter interactive validity generalization procedure to validity data for cognitive abilities tests for law enforcement occupations. Results indicated apparently lower validities and lesser generalizability for job criteria possibly due to low validity of the criterion and potential role of noncognitive factors. (Author/ABB)

Outlines the development of the Work Opinion Questionnaire (WOQ), a measure of job-related attitudes which was validated on low-income Comprehensive Employment and Training Act (CETA) workers (N=670) in entry level positions. Results indicated that the WOQ was successful in predicting job performance in entry level positions. (Author/LLL)

Vocational scales other than those describing the occupational group in question may often predict job performance. A case is reported using Holland's Self Directed Search and two groups of policemen. Scores on the Artistic and Conventional scales consistently predict effective performance as a patrolman. (Author)

Applications of moderated regression analysis in five areas of job design research are described and fully illustrated with actual survey data. Moderated regression analysis was superior to a subgroups analysis for the research questions being asked by investigators interested in job design research. (Author)

Demonstrates the criterion-related validity of behavior-based measure of work maturity. Measured the work-maturity levels of 142 youth enrollees in a job training program sponsored by the Job Training Partnership Act (JTPA). Time Consciousness and Sociability predicted a weighted composite criterion composed of ten job performance dimensions.…

Results indicated a relatively low degree of user acceptance. There was strong support for the relationship between user acceptance, perceived friendship bias, and perceived feedback value. (Author)

Describes miniature job training and evaluation situations administered to 1,034 "low aptitude" Navy recruits. Checklist criterion data describing the on-the-job performance of the sample were collected after the recruits were on their fleet assignments. The results confirmed the predictive validity of the miniature job training…

Examined the scale characteristics of two measures of organizational commitment. Using data from l,l05 accountants, findings indicated that while both instruments exhibited a high degree of internal reliability, the Porter et al. (1947) instrument exhibited significantly greater predictive validity with respect to intended turnover than the…

Significant job-relatedness was found for a posttraining job knowledge test criterion. Content validity methods may be able to help solve the problem of criterion relevance in validation research by providing quantitative evidence of job-relatedness. (Author)