The aim of this longitudinal study was to gain an understanding of how Swiss student teachers (n = 253), who had passed a competence-based admission test, were assessed by their mentors after the first year of teaching. The results revealed a high correlation between the students' initial cross-curricular competencies (CCC) and their mentors'…

Twenty-first century is seeing changes in the nature of work, the workforce, and employment practices. These changes, along with increased employer need to select employees who will have the best fit with particular jobs in order to increase return on investment, are leading employers toward greater use of preemployment assessments. The purpose of…

Double cross-validation of a test battery against multiple criterion variables found the first general factor accounts for most criterion variance in cross-validated regression weights. Small contributions are made by mechanical/technical and psychomotor factors. It appears a common general factor plays the major role in validity for a range of…

Statistically significant relationships were found between dropping out and occupation and between dropping out and the accuracy of the SVIB. Such relationships may influence results of follow-up studies on the validity of the SVIB. (Author)

Effectiveness of assessment centers for personal selection in banking was tested with 135 applicants. Results do not support literature findings of the construct and criterion validity of centers. An exercise effect was apparent: judgments made by assessors were interpretable in terms of the exercises used rather than dimensions related to the…

Among the various tests employed in personnel selection, handwriting analysis, or graphology, has enjoyed long-standing international popularity despite being highly contentious. This report contains not only an evaluation of the current published scientific reviews on the use of graphology in personnel selection, but also an evaluation of several…

The construct validity of biographical items in the Individual Achievement Record (IAR) was assessed in an attempt to develop a confirmatory factor model. This first phase of a two-phase study focused on the IAR's use as a predictor of job performance. The IAR is an empirically keyed biodata inventory containing 112 multiple-choice items. Item…

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)

A sample of male Investigative subjects (N=171) who completed the SDS as freshmen in 1970 was sent a questionnaire four years later. Results indicated that, for Investigative-type freshman males, the SDS has moderately high efficiency in predicting, four years later, their ultimate major and their immediate and future vocational plans. (Author)

In response to Ebel (TM 508 146) Gardner argues that neither intrinsic rational validity associated with ability tests nor a validity coefficient relating a test to performance as the sole information about validity is sufficient. All relevant data about a test and its functioning are essential in describing the validity of the test. (Author/LC)

The Position Analysis Questionnaire (PAQ), a structured job analysis questionnaire that provides for the analysis for individual jobs in terms of 187 job elements, has been found in previous studies to be useful as the basis for predicting the mean test scores of incumbents on a sample of jobs in terms of the nine tests of the General Aptitude…

Until data is obtained concerning the regression of job-performance on test-performance, the setting of passing scores on professional licensing and certification examinations will contain some degree of arbitrariness. Data from performance domains suggests that some tests have differential validity and an adverse impact on minority groups,…

The Armed Services Vocational Aptitude Battery and the Sequential Tests of Educational Progress (STEP) were given to a sample of 37 Yakima Indian students. The predictive validity of the Academic Ability Scale was statistically significant with respect to four of five STEP subtests. (Author)

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)

Reviews the evaluation by the National Academy of Science (NAS) of the General Aptitude Test Battery (GATB), which was developed to predict the job performance of potential employees. Proposes that the NAS recommendation to correct the GATB's racial bias by "race-norming" was a political decision and not scientifically justified. (FMW)