The present study examined the measurement equivalence of a second-order factor model of emotional intelligence (EI). Using scores for 921 job applicants obtained during a personnel selection process, measurement equivalence of the Wong and Law Emotional Intelligence Scale (WLEIS) was tested across ethnic (Whites, Blacks, and Hispanics) and gender…

Studies the effects of a joint correction for criterion unreliability and Case 1 selection on the parameters of the decision function in personnel selection. Illustrates the joint correction equations. (SLD)

The Balanced Inventory of Desirable Responding (BIDR) is one of the most widely used social desirability scales. The authors conducted a reliability generalization study to examine the typical reliability coefficients of BIDR scores and explored factors that explained the variability of reliability estimates across studies. The results indicated…

Relative to test and criterion parameters and cutting scores, the correlation coefficient, sample size, and number of samples to be drawn (all inputs), this program calculates decision classification rates across samples and for combined samples. Several other related indices are also computed. (Author)

Data were simulated to conform to covariance patterns taken from personnel selection literature. Incomplete data matrices were treated by four methods. Treated matrices were subjected to multiple regression analyses. Resulting regression equations were compared to equations from original, complete data. Results supported using covariate…

Variables used in applicant selection into the British Civil Service were analyzed for a sample using varimax factor analysis, multidimensional scaling and multiple regression. Results indicated that four dimensions or factors of applicant selection were consistent across a variety of settings and analyses. (JKS)

The validity of the subtests and composites of the Armed Services Vocational Aptitude Battery (ASVAB) for grades in 150 military technical schools was investigated with 88,724 Air Force recruits. Across all jobs, arithmetic reasoning was the most valid subtest, and the electronics composite was the most valid composite. (SLD)

This article is an extension of the table of allocation averages devised by H. E. Brogden and presented in "Educational and Psychological Measurement" in 1959. The current table deals with up to 1000 jobs and rejection rates ranging from 0 to 90%. (Author/SLD)

The construction of artificial profiles, or stimuli, for judgment analysis (JAN) is discussed. JAN is a technique for identifying and analyzing the policies of a group of judges for rating the profiles of personnel or applicants. Conditions under which artificial profiles are successfully used are discussed. (SLD)

Because many applications of personnel selection and classification technology may require more than 10 assignment categories, a Monte Carlo simulation was conducted to extend the Brogden tables for estimations classifications and selection benefits from 10 to 500. The extended table would have higher utility. (SLD)

Factor structure and predictive validity of a measure of vanity-motivated overspending were investigated based on a sample of 2,030 individuals. Confirmatory factor analysis supports the relationship between vanity and poor spending habits, but further refinement of the scale is warranted. (SLD)

Four methods were used to weight predictors associated with a Resident Assistant job: (1) rank order weights; (2) unit weights; (3) critical incident weights; and (4) regression weights. A cross-validation was also done. Most weighting methods were highly related. No method was superior in terms of protection from validity shrinkage. (GDC)

Develops and validates a new language aptitude battery to be used for the selection of military personnel for training at the Defense Language Institute which offers over 50 foreign language courses. (RC)