Showing papers in "Personnel Psychology in 1994"
TL;DR: A review of this literature suggests several trends for applied psychologists as discussed by the authors, and there is a great need for more investigation of strategies for dealing with missing data, especially when data are missing in nonrandom or systematic patterns.
Abstract: There has been conspicuously little research concerning missing data problems in the applied psychology literature. Fortunately, other fields have begun to investigate this issue. These include survey research, marketing, statistics, economics, and biometrics. A review of this literature suggests several trends for applied psychologists. For example, listwise deletion of data is often the least accurate technique to deal with missing data. Other methods for estimating missing data scores may be more accurate and preserve more data for investigators to analyze. Further, the literature reveals that the amount of missing data and the reasons for deletion of data impact how investigators should handle the problem. Finally, there is a great need for more investigation of strategies for dealing with missing data, especially when data are missing in nonrandom or systematic patterns.
989 citations
TL;DR: In this article, the authors investigated the degree to which pay preferences influenced job search decisions in both hypothetical and actual organizations, and the degree of preference for particular compensation attributes depended on job seekers' dispositional characteristics.
Abstract: The present study investigated the degree to which pay preferences influenced job search decisions in both hypothetical and actual organizations, and the degree to which preferences for particular compensation attributes depended on job seekers' dispositional characteristics. Based on prior theory and research, we hypothesized that certain pay systems generally would be preferred by job seekers, that these pay systems would affect applicant attraction to organizations, and that different types of job seekers would be attracted to different types of pay systems. The sample comprised 171 college students who were seeking jobs during the study, and who represented six majors, three degree types, and two degree levels. Experimental policy-capturing results and results obtained about actual companies with which the job seekers would potentially interview supported hypotheses that organizations perceived to offer high pay levels, flexible benefits, individualbased pay, and fixed pay policies were more attractive to job seekers. Results fiirther suggested that the attractiveness of these pay policies may be heightened by greater levels of fit between individual personality traits and compensation system characteristics. Pay is an important job attribute (Jurgensen, 1978) and has a significant influence on job attractiveness and subsequent job choice decisions (Rynes, 1987; Rynes, Schwab, & Heneman, 1983). Research on the relationship between compensation systems and job attractiveness typically has examined the effects of pay level (Barber, 1991; Gerhart & Milkovich, 1992). However, components of pay systems other than pay This article is based on the first author's master's thesis completed under the supervision of the second author. This study was funded by the Center for Advanced Human Resource Studies, Cornell University. An earlier version of this paper was presented at the Ninth Annual Conference of the Society for Industrial and Organizational Psychology,
646 citations
TL;DR: In this paper, the authors refine understanding of transformational leadership theory by a specification and test of boundary conditions, and find that transformational theory is an individual-level theory bounded by individuals' perceptions and not holding at higher levels of analysis.
Abstract: The purpose of this study was to refine understanding of transformational leadership theory by a specification and test of boundary conditions. Multiple levels of analysis (individual, dyad, and group) were used to identify conceptually and assess empirically the potential bounds on transformational leadership theory. Multi-source data were collected from a sample of 105 salespersons and their 33 sales supervisors, and within and between analysis (WABA) procedures were conducted. Contrary to higher-level (dyad, group) and cross-level assertions in the literature, transformational leadership results were based solely on individual differences. That is, in this sales setting, transformational leadership theory was determined to be an individual-level theory bounded by individuals' (superiors' and subordinates') perceptions and not holding at higher levels of analysis. Implications of the findings for future leadership research and practice are discussed.
316 citations
TL;DR: Work values were examined as an antecedent of recruiters' judgments of applicant fit with the organization as mentioned in this paper, and the congruence between the applicant and the recruiter was found to be related to judgments of general employability and organization-specific fit.
Abstract: Work values were examined as an antecedent of recruiters' judgments of applicant fit with the organization. Data were collected on the work values of recruiters, their organizations, and job applicants in actual job interviews conducted through the placement center of a large university. Following the interviews, recruiters evaluated applicants' general employability and organization-specific fit. Approximately 4 months following the interviews, data on whether the applicants were invited for a second interview were also obtained. Work value congruence between the applicant and the recruiter was found to be related to judgments of general employability and organization-specific fit. Congruence between the applicant and the organization (as perceived by the recruiter) was not related to judgments of employability and organization-specific fit. Recruiter ratings of employability were related to the decision to invite the applicant for a second interview. Work value congruence was not related to second interview decisions. It is concluded that if work values and judgments of applicant fit influence the personnel selection process, they are more likely to do so at later stages when job offer decisions are made. Work values and judgments of applicant fit seem to have minimal impact on decisions to retain the applicant for additional consideration in early stages of the selection process.
284 citations
TL;DR: In this article, the authors extended existing literature by proposing a model of the job search process and examining the search behavior of 1,388 employed managers, finding that job satisfaction, compensation, and perceptions of organizational success were negatively related to job search, while desire for more work family balance and ambition exhibited positive relations with search.
Abstract: Job search typically has been thought of as an antecedent to voluntary turnover or job choice. This study extends existing literature by proposing a model of the job search process and examining the search behavior of 1,388 employed managers. Managers were surveyed about their job search and voluntary turnover activities. Survey data were matched with job, organizational, and personal information contained in the data base of a large executive search firm. Results suggest that job satisfaction, compensation, and perceptions of organizational success were negatively related to job search, while desire for more work-family balance and ambition exhibited positive relations with search. Perceptions of greener pastures did not have much effect on job search among this group. Results also indicated that although some job search activity does facilitate turnover, a considerable amount of search does not lead to turnover. Thus, it appears that search serves many purposes.
283 citations
TL;DR: This paper examined manufacturing applicants' perceptions of two selection devices and found that applicants who perceived the selection techniques more favorably were also more satisfied with the selection process, the job, and the organization.
Abstract: Manufacturing applicants' perceptions of two selection devices were examined. In Study 1, applicants (n= 3,984) completed cognitive ability tests and a survey of reactions. In Study 2, a subset of applicants from Study 1 (n= 194) participated in an assessment center and completed the survey. Applicants reacted favorably to the procedures but viewed the assessment center as more face valid than the cognitive tests. Applicants who perceived the selection techniques more favorably were also more satisfied with the selection process, the job, and the organization. Although applicants' perceptions of the procedures were related to job acceptance intentions, applicants' liking of the job and organization explained the largest unique variance. In future studies, applicants' job acceptance intentions and attitudes toward the job and organization should be assessed before and after administration of selection devices; not controlling for prior impressions resulted in overestimation of the contribution of applicants' perceptions of selection procedures.
269 citations
TL;DR: This paper examined three models of changes in search behavior over time: sequential, learned change, and emotional response, and found that individuals first search broadly to develop a pool of potential jobs, then examine jobs within that pool in detail, reopening the search only if the initial pool does not lead to an acceptable job offer.
Abstract: Existing job search research has been criticized for ignoring the dynamic nature of search. This study examined three models of changes in search behavior over time: sequential, learned change, and emotional response. Data on search behaviors were collected from a sample of 186 college and vocational-technical school graduates early in their search, at graduation, and again 3 months following graduation for individuals who remained unemployed. Job searchers decreased the intensity of their search, increased their use of informal sources, and reduced their emphasis on information related to the availability of jobs between early search and graduation. These changes were reversed following graduation. This pattern is most consistent with the sequential model, which suggests that individuals first search broadly to develop a pool of potential jobs, then examine jobs within that pool in detail, reopening the search only if the initial pool does not lead to an acceptable job offer.
198 citations
TL;DR: In this paper, the effects of correcting a personality measure for faking were evaluated within an organizational context and two possible repercussions of score correction were studied using the 16PF personality inventory.
Abstract: The effects of correcting a personality measure for faking were evaluated within an organizational context. Two possible repercussions of score correction were studied using the 16PF personality inventory: the effect on criterion-related validity and the effect on individual hiring decisions (i.e., which applicants would or would not be hired). Results indicated that correction for faking had little effect on criterion-related validity. However, depending on the selection ratio, correction of scores would have resulted in different hiring decisions than those that would have been made on the basis of uncorrected scores. Implications for organizations using personality measures for selection and recommendations regarding the use of faking corrections are discussed.
190 citations
TL;DR: In an experimental field study, the authors found that managers who received feedback from specific individuals in the accountability procedure viewed the upward appraisal process more positively than did managers in the anonymity procedure.
Abstract: Do subordinates feel and respond differently to upward appraisal procedures depending on whether they are accountable or anonymous? Accountability requires subordinates to identify themselves on the upward appraisal questionnaires they complete. In an experimental field study, 38 managers and their subordinates from an insurance company were randomly assigned to use one of the appraisal procedures. As hypothesized, managers who received feedback from specific individuals in the accountability procedure viewed the upward appraisal process more positively than did managers in the anonymity procedure. However, subordinates felt more comfortable giving anonymous responses. As a result, subordinates who used the accountability procedure rated their managers significantly higher than the subordinates who responded anonymously. Therefore, the results of this study suggest that an upward appraisal procedure in which individuals are accountable for their responses may produce inflated ratings of managers' performance. Further research should compare the accountability and anonymous upward appraisal procedures to determine which procedure produces more accurate ratings.
171 citations
TL;DR: In this article, the authors provide an empirical assessment of the unmatched count technique (UCT) to determine the base rate for a number of proscribed behaviors for professional auctioneers, which is the first empirical application of a UCT technique in organizational studies.
Abstract: Many areas of personnel research are “sensitive.” We provide an empirical assessment of the unmatched count technique (UCT) to determine the base rate for a number of proscribed behaviors for professional auctioneers. To our knowledge, this is the first empirical application of a UCT technique in organizational studies. Advantages of the UCT are discussed including: (a) a more accurate estimate of the base rates for sensitive behavior, (b) absolute anonymity to subjects, (c) “legal immunity” to the researcher, and (d) facilitation of complete disclosure to subjects with no deception.
138 citations
TL;DR: In a study involving 143 experienced managers, utility analysis was found to influence managerial decision making, but not in the way intended by advocates of this technique as discussed by the authors, which indicated that the net benefits from the new procedure were substantial.
Abstract: In a study involving 143 experienced managers, utility analysis was found to influence managerial decision making, but not in the way intended by advocates of this technique. Utility analysis reduced the support of managers for implementing a valid selection procedure, even though the analysis indicated that the net benefits from the new procedure were substantial. In light of these findings, industrial/organizational psychologists are advised to reconsider their assumptions regarding the information managers use when managers make human resource policy decisions.
TL;DR: In this article, a re-analysis of Tett et al.'s main data set results in slightly lower mean validities (e.g.,.24 vs.29 for fully corrected values based on confirmatory estimates), and renders non-significant the job analysis/no job analysis distinction found in the original study.
Abstract: Tett, Jackson, and Rothstein's (1991) meta-analysis identified higher average correlations for personality in predicting job proficiency than did Barrick and Mount's (1991). Ones et al. suggest that discrepancies between the two studies involving the Big Five personality dimensions are due to certain procedural differences. In this reply, we show that their arguments do not adequately explain the noted discrepancies. We also show that, because personality traits correlate significantly with job performance both positively and negatively beyond chance levels, use of absolute values, contrary to Ones et al., is important in meta-analyses involving personality. Addressing all of Ones et al.3 statistical concerns, re-analysis of Tett et al.k main data set results in slightly lower mean validities (e.g., .24 vs.29 for fully corrected values based on confirmatory estimates), and renders non-significant the job analysis/no job analysis distinction found to be significant in the original study. Tett et al.'s main conclusions, however, remain unchanged. We suggest that Barrick and Mount's lower mean validities may be due to their averaging signed correlations, pooling exploratory and confirmatory findings, and to the use of different inclusion criteria for selecting source studies.
TL;DR: This paper found four technical errors in the Tett et al. moderator meta-analyses in computing sampling error, bias correction, sampling error for bias corrected correlations, and sampling error variance across studies.
Abstract: Tett, Jackson, and Rothstein (1991) recently presented a meta-analysis of the relationship between personality and job performance. Many of their findings, particularly those pertaining to the Big Five personality dimensions, are at odds with one other large scale meta-analytic study (Barrick & Mount, 1991) investigating the relation between personality and performance. In order to reconcile these new results with previous findings, we examined differences in the sample sizes used, the process for assigning pre-existing scales to personality dimensions, and the nature of the jobs investigated. In addition, we found four technical errors in the Tett et al. moderator meta-analyses in computing sampling error, the bias correction, sampling error for bias corrected correlations, and computing sampling error variance across studies. These errors raise serious questions about the interpretation of their results for various moderators of the personality-job performance relationship.
TL;DR: In this paper, a field experiment with 86 employees tested whether performance feedback that attributed past performance to factors within trainees' control would result in heightened software efficacy, goal commitment, positive mood, and learning.
Abstract: A field experiment with 86 employees tested whether performance feedback that attributes past performance to factors within trainees' control would result in heightened software efficacy, goal commitment, positive mood, and learning, compared to feedback that attributes past performance to factors outside trainees' control. In addition, we assessed whether the use of feedback would produce a Galatea effect, or gain in trainees' performance that is the result of a boost in their self-efficacy. The results show that trainees who received feedback that attributed their performance to factors within their control had higher software efficacy. Software efficacy was positively related to learning (both declarative knowledge and compilation). Contrary to our expectations, feedback did not influence goal commitment or positive mood. Further, a statistically significant Galatea effect was not obtained; however, feedback that attributes performance to factors outside trainees' control was related to a decrease in software efficacy.
TL;DR: The authors used structural equation modeling and logit regression analysis with a sample of 194 salespeople to test an exploratory process model of involuntary turnover and found that mental ability and conscientiousness were indirectly correlated with involuntary turnover through job performance, whereas the relationship of tenure, gender, job involvement, sales volume, and supervisory ratings of job performance to turnover was direct.
Abstract: This study examined antecedents to involuntary turnover due to a reduction in force. The authors used structural equation modeling and logit regression analysis with a sample of 194 salespeople to test an exploratory process model of involuntary turnover. Results showed that general mental ability and conscientiousness were indirectly correlated with involuntary turnover through job performance, whereas the relationship of tenure, gender, job involvement, sales volume, and supervisory ratings of job performance to turnover was direct. The results demonstrate that involuntary turnover decisions are significantly related to performance; however, other variables also influenced these decisions. Implications and future research needs are discussed.
TL;DR: In this article, the authors consider aspects of the performance standard-setting process that influence incumbents' job reactions, specifically in terms of motivated performance and job satisfaction and draw upon the following literatures to specify future research needs and directions: goal setting, feedback and framing, performance expectations, job satisfaction, and utility analysis.
Abstract: Although the use of evaluative performance standards is common in most organizations, research in our field has focused almost exclusively on selection standards (and predictor cut-off scores), rather than standards for subsequent performance. This review considers aspects of the performance standard-setting process that influence incumbents' job reactions, specifically in terms of motivated performance and job satisfaction. We draw upon the following literatures to specify future research needs and directions: goal setting, feedback and framing, performance expectations, job satisfaction, and utility analysis. The result is an outline of research propositions concerning the acceptance of performance standards, the content of performance standards, the communication of standards, and the difficulty levels of those standards.
TL;DR: In this article, the predictive validity of a measure of job compatibility was studied for theater personnel, and job compatibility scores explained a statistically significant increment in turnover and value composite score variance when analyzed concomitantly with verbal and numerical ability test scores.
Abstract: The predictive validity of a measure of job compatibility was studied for theater personnel. Scores on a forced-choice instrument, developed from the Job Compatibility Questionnaire (JCQ), predicted employee performance (r = .22, p< .05), turnover (r = -.35, p< .01), and scores on a “value composite” (reflecting a combination of job performance and employee retention criteria) as defined by the research sponsor (P = .41, p< .01). Furthermore, job compatibility scores explained a statistically significant increment in turnover and value composite score variance when analyzed concomitantly with verbal and numerical ability test scores. Finally, job compatibility scores were shown to be nonredundant with hiring decisions based on an application review, reference check, and interview, whereas the cognitive ability test scores shared considerable redundancy with hiring decisions based on the current selection system.
TL;DR: In this article, the Internal Referencing Strategy (IRS) was used to evaluate the effectiveness of training in improving trainee knowledge, based on the implicit training evaluation notion that training-relevant content should show more change (pre-post) than training-irrelevant content.
Abstract: Training evaluation is a process designed to measure the degree of trainee changes (on learning as well as on other dimensions) that training programs cause. Whereas many experimental and correlational designs permitting such inferences exist, they are rarely used, principally for practical reasons. This paper evaluates an operationally simple procedure for estimating effectiveness of training in improving trainee knowledge–the Internal Referencing Strategy (IRS). It identifies and tests the implicit training evaluation notion that training-relevant content should show more change (pre-post) than training-irrelevant content. An empirical evaluation study conducted with 66 managers enrolled in a training course compares the inferences produced by the IRS versus a more traditional experimental evaluation. The results indicate that the IRS approach may permit inferences that mirror those obtained by the more complex design. The paper closes with a discussion of the limits and possible uses of this design.
TL;DR: In this paper, an unexpected pattern of initial job placement was noticed in a large commercial bank to assign new employees to supervisors of the same ethnic group; and among those who were subsequently reassigned within 5 months, the level of such identity-based homophily increased significantly further.
Abstract: In the course of analyzing data from a criterion-related test validation study, an unexpected pattern of initial job placement was noticed. There was a statistically significant tendency in this large commercial bank to assign new employees to supervisors of the same ethnic group; and among those who were subsequently reassigned within 5 months, the level of such identity-based homophily increased significantly further. Four alternative nonracial hypotheses that might have explained the pattern of reassignments were investigated and rejected. At present, no explanations are available of the processes underlying the pattern of intra-organizational “ethnic drift.” Implications are noted for the study of cultural diversity and subgroup differences in organizations, and for the investigation of criterion relevance and test bias in validation studies.
TL;DR: In this paper, data from public sector employment tests are presented that indicate that tests composed of multiple choice items containing three alternatives have psychometric properties similar to those offered by tests consisting of items containing five alternatives.
Abstract: Traditionally, multiple choice tests have included four or five alternatives. Data from public sector employment tests are presented that indicate that tests composed of multiple choice items containing three alternatives have psychometric properties similar to those offered by tests composed of items containing five alternatives. Given the similarity of the psychometric properties and the likely reductions in cost of development and administration time, three-alternative multiple choice items may be preferable to five-alternative multiple choice items for some testing purposes.
TL;DR: In this article, the construct validity of traditional assessment center dimensions was compared with that of a set of alternative constructs based on the functional structure of managerial work, and the evidence for construct validity is weak for both sets of constructs.
Abstract: The construct validity of traditional assessment center dimensions was compared with that of a set of alternative constructs based on the functional structure of managerial work. Subjects were 75 middle-level managers in state government who participated in two developmental assessment centers as part of a centralized management development program. One assessment center measured performance in terms of traditional attribute dimensions and the other in terms of functions performed in managerial work. Results show that evidence for construct validity is weak for both sets of constructs.
TL;DR: In this article, a longitudinal field study involving questionnaire, physiological, and behavioral data from 107 participants in an organizational fitness program was conducted, and the authors proposed relations among "building block" components of the motivation to attain exercise goals in a program, as well as health-related individual differences in those components.
Abstract: Hypotheses are proposed about relations among “building block” components of the motivation to attain exercise goals in an organizational fitness program, as well as about health-related individual differences in those components. The hypotheses are tested in a longitudinal field study involving questionnaire, physiological, and behavioral data from 107 participants in such a program. In support of the componential hypotheses, goal attainment was a positive function of goal commitment. Goal commitment was an additive function of goal attractiveness and goal-specific self-efficacy/perceived control. In support of the individual difference hypotheses, physiological variables were associated with work- and health-related perceived barriers to goal attainment. Employees with high health risks ranged from .5 to 1.2 SDs higher in perceived barriers than employees with low risks. Evidence suggests that for goal setting to succeed as a program intervention, managers must concentrate on reducing the perceived work- and health-related barriers to exercise participation and goal attainment, especially for employees with high health risks.
TL;DR: In this paper, the authors investigated the relationship between employees' cognitive and attitudinal perceptions of an EAP and their propensity to use it, using data collected from 1,987 employees at several locations of a large firm.
Abstract: Using data collected from 1,987 employees at several locations of a large firm, this study investigates relationships between these employees' cognitive and attitudinal perceptions of an employee assistance program (EAP) and their propensity to use it. Familiarity with the program, perceived accessibility of it, and perceived managerial support for it are hypothesized to affect both employees' confidence in the program and their propensity to use it, and confidence in the EAP is further hypothesized to affect propensity to use. LISREL analysis supported the overall model, but the direct paths from the cognitive variables to propensity to use were not supported and confidence in the program was therefore indicated to be an essential mediating variable. Propensity to use an EAP is argued to be an important indicator of effective EAP implementation and suggestions are offered to management for promoting employee confidence in an EAP and ultimately their propensity to use it.
TL;DR: An innovative, team-based, ergonomic job redesign effort in a large Midwest organization is described in this article, where joint management-labor teams composed of representatives from each department of the plant were formed and trained in team-building and ergonomic principles.
Abstract: An innovative, team-based, ergonomic job redesign effort in a large Midwest organization is described. Joint management-labor teams composed of representatives from each department of the plant were formed and trained in team-building and ergonomic principles. These teams prioritized jobs for ergonomic redesign and developed and implemented solutions. Sources of data for this redesign process included: a physical symptom survey, OSHA logs for cumulative trauma disorders (CTDs), observations, videotapes, and employee interviews about their jobs, tools, and pain experienced at work. Ergonomic changes at the plant resulted in significant reductions in the number and severity of CTDs, lost production time, and restricted duty days. Recommendations based on experiences with this ergonomic intervention are made for HRM practitioners.
TL;DR: In this article, the relationship between performance on four isometric strength tests and both supervisory ratings of physical performance and performance on work simulations were examined. And the four tests were found to correlate more strongly with work simulations than with supervisory rating of physical performances.
Abstract: Six studies using isometric strength tests as part of their selection procedures are reported. The studies represent seven jobs across various industries with a total sample size of 1,364 individuals. The relationships between performance on four isometric strength tests and both supervisory ratings of physical performance and performance on work simulations were examined. Results of meta-analyses indicated that isometric strength tests were valid predictors of both types of criteria across all jobs examined. In addition, the four tests were found to correlate more strongly with work simulations than with supervisory ratings of physical performance. Analyses by demographic subgroups are presented. Finally, descriptive physical strength data on over 12,000 applicants across various gender, ethnic/racial, and age groups are presented.
TL;DR: In this paper, the authors examined how valid biodata test scores and interview information interact in the prediction of actual interviewer selection decisions and actual job performance criteria for hired candidates and found that interview information predicted the decision and survival best for candidates with low passing scores on the biodata tests and poorest for candidates having high passing scores.
Abstract: An important question in real world selection situations is: How do interviewers integrate employment test scores and interview information in making selection decisions? The present study expands on previous research by examining how valid biodata test scores and interview information interact in the prediction of actual interviewer selection decisions and actual job performance criteria for hired candidates. The sample for the study was 577 actual candidates for the position of life insurance sales agent evaluated by insurance agency managers from a single company. The results indicated the presence of interaction effects in predicting both the interviewers' decision and 12-month survival. The interview information predicted the decision and survival best for candidates with low passing scores on the biodata test and poorest for candidates with high passing scores. The results clarify the conditions under which interview information is most predictive of job performance criteria.
TL;DR: This paper examined the effect of re-screening with the Minnesota Multiphasic Personality Inventory (MMPI) on contract workers (n = 1,997) from the nuclear power industry.
Abstract: Psychological screening has become commonplace in a number of occupational groups. With the growing popularity of screening and the relative scarcity of appropriate personality measures, re-screening individuals with the same inventory is frequent. This paper examines the effect of re-screening with the Minnesota Multiphasic Personality Inventory (MMPI) on contract workers (n = 1,997) from the nuclear power industry. Participants completed the Inventory as a part of a routine screening procedure. Each participant provided several profiles as a result of regular employment cycles. Although the differences are generally small, some scales show large enough mean changes to warrant concern when interpreting the profiles of those who have taken the profile multiple times. Although scale reliabilities tend to increase, the usefulness of the Inventory appears to decrease with an increasing number of administrations. The effect is one of increasing normality of test profiles. One interpretation of the results is that candidates for jobs become “test-wise,” and the scores are the result of a combination of responses to the repeated assessment. It becomes increasingly difficult to identify unfit employees with the Inventory. Given these results, further research on retesting effects of the Inventov, as well as other personality measures, is indicated.
TL;DR: In this article, the relationship between the width of test score bands and test reliability was investigated and the relationships between band widths and the differences between higher scoring and lower scoring groups were examined, and it was shown that when the band width is smaller than the difference between groups (which may happen when highly reliable tests are used), banding may not by itself prove effective as a means of reducing the adverse impact of tests.
Abstract: Cascio, Outtz, Zedeck, and Goldstein (1991) described the application of a number of test score banding procedures in personnel selection. Equations are developed illustrating the relationship between the width of test score bands and test reliability. When reliability is moderate to low, bands are likely to be larger than the standard deviation of the test, and are likely to include a large proportion of the applicant pool. The relationships between band widths and the differences between higher scoring and lower scoring groups are also examined. When the band is smaller than the differences between groups (which may happen when highly reliable tests are used), banding may not by itself prove effective as a means of reducing the adverse impact of tests, even when banding systems that maximize opportunities for members of the lower scoring group are used.
TL;DR: This article found that sampling error accounts for the bulk of the total artifactual variance (i.e., more than 90% for small or medium samples and more than 70% for large samples, e.g., N = 500).
Abstract: Except for a few rough estimates, the literature contains no precise data on the relative size of each correctable artifact in a meta-analysis. The purpose of the present study was to determine these proportions and see if artifacts were related to various sample and subpopulation parameters. The study confirmed the notion that sampling error accounts for the bulk of the total artifactual variance (i.e., more than 90% for small or medium samples and more than 70% for large samples, e.g., N = 500). Nevertheless, variation in the percentages of each artifact was found to be primarily a function of sample size and mean correlation. Total artifactual variance was found to be a function of subpopulation correlation differences and sample size. Practical implications of the results are presented.
TL;DR: In this paper, a cross-culturally valid selection system for hiring American workers in a Japanese-American joint venture assembly plant was developed to ensure compatibility with Japanese management demands regarding productivity, team orientation, quality standards and formal employee performance evaluations.
Abstract: Obstacles related to cultural differences between Japanese management concepts and American selection practices were overcome to develop a selection system for hiring American workers in a Japanese-American joint venture assembly plant. Job analysis procedures and traditional selection system design procedures were modified to accommodate the Japanese culture and management philosophy. This paper describes the process used to develop a cross-culturally valid selection system and outlines problems presented in validating the selection system to ensure compatibility with Japanese management demands regarding productivity, team orientation, quality standards, and formal employee performance evaluations.