Journal ArticleDOI
The role of cognitive ability in the subgroup differences and incremental validity of assessment center exercises
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This article investigated the degree to which subgroup (Black-White) mean differences on various assessment center exercises (e.g., in-basket, role play) may be a function of the type of exercise employed; and furthermore, explored why these different types of exercises result in subgroup differences.Abstract:
This study investigates the degree to which subgroup (Black-White) mean differences on various assessment center exercises (e.g., in-basket, role play) may be a function of the type of exercise employed; and furthermore, begins to explore why these different types of exercises result in subgroup differences. The sample consisted of 633 participants who completed a managerial assessment center that evaluated them on 14 ability dimensions across 7 different types of assessment exercises. In addition, each participant completed a cognitive ability measure. The results suggest that subgroup differences varied by type of assessment exercise; and furthermore that the subgroup difference appeared to be a function of the cognitive component of the exercise. Lastly, preliminary support is found that the validity of some of the assessment center exercises in predicting supervisor ratings of job performance is based, in part, on their cognitive component; however, evidence of incremental validity does exist.read more
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High-stakes testing in employment, credentialing, and higher education. Prospects in a post-affirmative-action world.
TL;DR: The authors describe the nature of this quandary, review research on different strategies to address it, and recommend using selection materials that assess the full range of relevant attributes using a format that minimizes verbal content as much as is consistent with the outcome one is trying to achieve.
Journal ArticleDOI
Personnel selection: looking toward the future--remembering the past
TL;DR: This chapter reviews personnel selection research from 1995 through 1999, with three major themes revealed: better taxonomies produce better selection decisions, and the field of personality research is healthy, as new measurement methods, personality constructs, and compound constructs of well-known traits are being researched and applied to personnel selection.
Journal ArticleDOI
Predicting cross-cultural training performance: the validity of personality, cognitive ability, and dimensions measured by an assessment center and a behavior description interview.
TL;DR: Results show that the factor Openness was significantly related to cross-cultural training performance, whereas cognitive ability was significantly correlated with language acquisition.
Journal ArticleDOI
The diversity–validity dilemma: strategies for reducing racioethnic and sex subgroup differences and adverse impact in selection
TL;DR: In this paper, 16 selection strategies are examined to minimize race-ethnic and sex subgroup differences and adverse impact and to balance diversity and validity, and the major new developments in alternative predictor measurement methods for reducing adverse impact are discussed.
Journal ArticleDOI
The importance of distinguishing between constructs and methods when comparing predictors in personnel selection research and practice.
Winfred Arthur,Anton J. Villado +1 more
TL;DR: It is hoped that this discussion will reorient researchers and practitioners toward a more construct-oriented approach that is aligned with a scientific emphasis in personnel selection research and practice.
References
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Journal ArticleDOI
Cognitive load during problem solving: Effects on learning
TL;DR: It is suggested that a major reason for the ineffectiveness of problem solving as a learning device, is that the cognitive processes required by the two activities overlap insufficiently, and that conventional problem solving in the form of means-ends analysis requires a relatively large amount of cognitive processing capacity which is consequently unavailable for schema acquisition.
Journal ArticleDOI
Validity and Utility of Alternative Predictors of Job Performance
John E. Hunter,Ronda F. Hunter +1 more
TL;DR: In this article, a meta-analysis of the cumulative research on various predictors of job performance shows that for entry-level jobs there is no predictor with validity equal to that of ability, which has a mean validity of.53.
Journal ArticleDOI
Metaanalyses of validity studies published between 1964 and 1982 and the investigation of study characteristics
TL;DR: A review and meta-analysis of published validation studies for the years 1964-1982 of Journal of Applied Psychology and Personnel Psychology were undertaken to examine the effect of research design, criterion used, type of selection instrument used, and predictor-criterion combination on the level of observed validity coefficients as discussed by the authors.
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