A note on the success ratio and the utility of fixed hiring rate personnel selection decisions.

Using simple simulation methods, the author verifies that the formulas used to estimate both the expected success ratio of a selection and the expected average criterion score of the selectees overestimate the real gain one may expect to obtain when hiring a preestablished proportion of employees from a finite sample of applicants. To correct for this deficiency, the present article shows how an exact estimate of the expected payoff can be obtained. In addition, it indicates how the new approach can be used to assess the sampling variability of the utility estimates. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Sequential validity: A new model for evaluating judgmental prediction in personnel selection.

Proposes a new model for validating selection used by business organizations. Sequential validity is based on a comparison of employee success rates achieved with a firm's current and earlier selection systems. The underlying rationale is that a newly implemented selection system is valid if it produces significantly better results than the previously used system. A major advantage of the proposed model over traditional statistical models is that it bypasses the sometimes insurmountable restriction-of-range problem associated with the predictor variable. Sequential validity should be viewed not as a substitute for traditional correctional models but as a new approach to improving validation techniques. (7 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A note on validity generalization procedures.

Reviews validity generalization (VG) procedures and finds them to be subject to the logical fallacy of "affirming the consequent." It is argued that alternative models may explain variation in validity coefficients as well as the cross-situational consistency model espoused by many users of the VG approach. Moreover, some of the assumptions that form the statistical foundation of VG work are open to question. It is suggested that Fisher z transformations, which remove most of these problems and usually produce more conservative estimates of the degree to which sampling error may account for variability in correlations, be used. It is also recommended that a more stringent criterion than the 75% decision rule for rejecting the situational specificity hypothesis be used. (64 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings.

This article summarizes the practical and theoretical implications of 85 years of research in personnel selection. On the basis of meta-analytic findings, this article presents the validity of 19 selection procedures for predicting job performance and training performance and the validity of paired combinations of general mental ability (GMA) and the 18 other selection procedures. Overall, the 3 combinations with the highest multivariate validity and utility for job performance were GMA plus a work sample test (mean validity of .63), GMA plus an integrity test (mean validity of .65), and GMA plus a structured interview (mean validity of .63). A further advantage of the latter 2 combinations is that they can be used for both entry level selection and selection of experienced employees. The practical utility implications of these summary findings are substantial. The implications of these research findings for the development of theories of job performance are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Correction of validity coefficients for direct restriction in range occasioned by univariate selection.

Frequently, in evaluating a selection instrument, criterion data are available only for those applicants selected. Validities computed on the selectees are reduced by restriction in range and do not reflect the actual utility of the predictors. K. Pearson's (1903) correction for direct restriction in range uses the restricted validity (computed in the selectee group) and the predictor standard deviations in the unrestricted and the restricted groups. Often, the applicant group predictor standard deviation is not available. However, the practitioner may know, or be able to estimate, the selection ratio. An equation and a table for estimating the unrestricted validity from the restricted validity and the selection ratio are provided. (5 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Self-assessment in personnel selection.

Examined the usefulness of self-assessments of skills, abilities, and knowledge for personnel selection in 2 studies. In Study 1, 73 clerical state government employees rated ther current abilities in several areas and took a speeded test of clerical accuracy and 2 parallel forms of an unspeeded test of several clerical abilities. Supervisors provided concurrent performance ratings on as many as 16 dimensions. Significant positive correlations between self-assessments and written test scores were found for spelling, grammar, word meaning, reading, and arithmetic. Self-assessments of spelling, reading, grammar, speed and accuracy of proofreading, comparing names and numbers, and concentration of accuracy of details correlated significantly with supervisory ratings on corresponding performance dimensions. In study 2, 569 applicants for clerical jobs rated their typing speed and were later given a standardized typing test. Typing test scores correlated .62 or better with self-assessments. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Issues in personnel selection.

Industrial/organizational psychologists have made many contributions to the development of modern selection procedures. Such procedures are used by organizations in making decisions about individual employees (e.g., hiring and promoting). This article briefly reviews the methods used in selection (i.e., psychological tests, personal histories, projective techniques, and interviews); summarizes the professional and legal issues that their use has raised; and discusses current trends and future developments in selection. (39 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A critical analysis of the Hardiness Scale's validity and utility.

Prior research has suggested that hardiness buffers the effects of stressful life events. This prior research also contains several shortcomings, including (a) little evidence that hardiness does in fact have a buffering effect; (b) the failure of a previous factor analysis of the hardiness subscales to reproduce the three dimensions of hardiness; (c) the measurement of hardiness with negative indicators that may tap general maladjustment; and (d) the frequent use of inappropriate statistical techniques. We conducted this study to address these shortcomings. First, although we were able to replicate the main effects for hardiness found in previous retrospective studies when the data were analyzed by an analysis of variance (ANOVA) we found no buffering effects. Second, a factor analysis of the hardiness subscales revealed two factors. The loadings of subscales on these factors were not consistent with the conceptualization of hardiness. Third, we found statistically significant correlations (p?     

An investigation of the predictive validity and economic utility of the assessment center for the high-management level.

Obtained final ratings on 25 assessment dimensions for 382 candidates for high-level management positions in an Israeli corporation. The ratings were determined by an assessment center process, 2 clinically derived assessment scores, and a mechanically derived assessment score. For 49 of the assessees, scores were also available on a battery of paper-and-pencil cognitive tests. For all Ss, data were obtained on 2 criterion measures over a period of 4 yrs. Both the general intelligence rating formulated in the assessment center and the scores on the cognitive tests were found to be predictively invalid, while the personality measure proved valid. Despite the modest coefficients of predictive validity found for the other assessment center predictors, the economic utility analysis performed with an amended formula demonstrated a cost-effectiveness for the assessment center program. (French abstract) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Decision processes in personnel selection.

Reviews some of the research on decision making in personnel selection, with special attention to the greater weighting of unfavorable information in selection decisions and to the nature of causal attributions in the personnel interview. A 2-stage selection model is proposed in which decision makers first make attributions about the applicant and then categorize the applicant either as matching or not matching the dimensions of the category "good worker" as determined by deviance from the prototype "ideal worker." The attribution process ends when sufficient dimensions have been evaluated to provide a match or mismatch, and the length of the process should vary as a function of such factors as the number of dimensions, their clarity and specificity, and the accountability of the decision maker. It is suggested that job applicants perform a parallel decision-making process to match their needs and the perceived ability of the organization to meet them. (French abstract) (33 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A note on concurrent and predictive validity designs: A critical reanalysis.

Comments on an article in which G. Barrett et al (see record 1981-11631-001) argued that the conceptual distinction between predictive and concurrent validity has been exaggerated. The present authors offer a more complete classification of validity designs and illustrate sources of differences in the quality of the validity estimates obtained. Five kinds of predictive designs for selection research are identified: (a) follow-up with random selection, (b) follow-up with selection by existing systems, (c) selection based on test to be validated, (d) selection preceding testing, and (e) shelf research. For some of these, and for corresponding concurrent designs, problems arise from the lack of data for informed estimates of appropriate population parameters. It is pointed out that severe range restriction intensifies parameter estimation and the risk of Type II error. Corrections suggested for the effects of contaminations such as age, tenure, and experience are shown to be oversimplifications. It is concluded that on both conceptual and practical bases different validity designs are not equivalent or interchangeable. (10 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A note on the sampling variance of the mean uncorrected correlation in meta-analysis and validity generalization.

Compares the accuracy of several formulas for the standard error of the mean uncorrected correlation in meta-analytic and validity generalization studies. The effect of computing the mean correlation by weighting the correlation in each study by its sample size is also studied. On the basis of formal analysis and simulation studies, it is concluded that the common formula for the sampling variance of the mean correlation, Vr ?=?Vr/K where K is the number of studies in the meta-analysis, gives reasonably accurate results. This formula gives accurate results even when sample sizes and ρs are unequal and regardless of whether or not the statistical artifacts vary from study to study. It is also shown that using sample-size weighting may result in underestimation of the standard error of the mean uncorrected correlation when there are outlier sample sizes. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

关于色多项式系数的一些结果

设图G是n个顶点的有限简单图 ,H是图G关于Kn 的补图 ,G的色多项式P(G ) =∑ni=0 biyn -i,本文证明bm - 2 =0、1、2、3、4 ,bi=0 ,i≥m - 1及bm - 1=1,bi=0 ,i≥m的充分必要条件 ,同时得到一些图G的色等价图、色唯一图     

On the use of personality measures in personnel selection.

Discusses the use of personality as a predictor in personnel selection. Recent data has suggested that personality measures (PRMs) are related to performance criteria that are unrelated to cognitive ability when the traits measured are conceptually related to these criteria. It seems that PRMs may predict job performance dimensions that cannot be predicted by cognitive ability measures. The use of PRMs in personnel selection may be warranted when a careful job analysis is undertaken to determine which performance dimensions may be related to personality traits. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A methodological note on the selection of friends as controls

A number of issues inherent in the selection of friends as controls in case-control studies are illustrated in the light of a recent dietary study, based on hospital and friend controls. Preselection of certain characteristics of the controls by the interviewee is almost unavoidable. The choice of controls to be used in a case-control study must reflect the nature and type of hypothesis which is being tested. Advantages and drawbacks of potential control groups must be weighted against each other.     

The validity of personnel assessments by professional psychologists.

For a sample of 100 persons assessed over a two-year period, predictor and criterion ratings were obtained on five rating scales. The predictor ratings were made by two psychologists from the case files, the criterion ratings by one or more of the assessees' superiors. In addition, the criterion ratings were correlated with a large test battery. "… These general conclusions are drawn: (1) Compared with most validity findings these results are promising and indicate that the technique investigated has practical value and is definitely worthy of further research. (2) When the research is more rigorously conducted, the resulting estimates of validity are likely to be higher." (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The validity of the interview in police officer selection.

The selection interview is widely used in law enforcement agencies for making decisions about police academy appointments. The present study examined the validity of the interview for predicting on-the-street performance of police officers in the Dade County (Florida) Public Safety Department. Data were gathered in a 1-yr period during which 399 White male applicants were interviewed and 150 of them were hired. The ratings made by the "oral board" at the end of each interview comprised the predictor variables. A principal components analysis of the averaged interview trait ratings indicated that there were 3 major components in the trait ratings. A principal components analysis of supervisory ratings of performance identified 4 oblique performance factors. A validity analysis demonstrated rated performance could be predicted from averaged interview factor scores but not from averaged overall recommendations of the interviewers. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Imposed quotas and personnel selection: A computer simulation study.

A computer simulation program was used to assess a set of algorithms developed to predict the necessary recruitment and performance outcomes likely for organizations under different subgroup quota constraints. Results demonstrate the accuracy of the algorithms in predicting outcomes for a range of selection problems common in organizational practice. It is concluded that the joint probability of locating enough qualified applicants of a particular subgroup to meet a quota may result in certain consequences that have neither been considered nor intended by those advocating such quotas. (19 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)