Journal ArticleDOI
The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings.
Frank L. Schmidt,John E. Hunter +1 more
TLDR
In this paper, the authors summarized the practical and theoretical implications of 85 years of research in personnel selection and concluded that the most important property of a personnel assessment method is predictive validity: the ability to predict future job performance, job related learning (such as amount of learning in training and development programs), and other criteria.Abstract:
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 Ihe 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. From the point of view of practical value, the most important property of a personnel assessment method is predictive validity: the ability to predict future job performance, job-related learning (such as amount of learning in training and development programs), and other criteria. The predictive validity coefficient is directly proportional to the practical economic value (utility) of the assessment method (Brogden, 1949; Schmidt, Hunter, McKenzie, & Muldrow, 1979). Use of hiring methods with increased predictive validity leads to substantial increases in employee performance as measured in percentage increases in output, increased monetary value of output, and increased learning of job-related skills (Hunter, Schmidt, & Judiesch, 1990). Today, the validity of different personnel measures can be determined with the aid of 85 years of research. The most wellknown conclusion from this research is that for hiring employees without previous experience in the job the most valid predictor of future performance and learning is general mental ability ([GMA], i.e., intelligence or general cognitive ability; Hunter & Hunter, 1984; Ree & Earles, 1992). GMA can be measured using commercially available tests. However, many other measures can also contribute to the overall validity of the selection process. These include, for example, measures ofread more
Citations
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Journal ArticleDOI
Human cognitive abilities: A survey of factor analytic studies
TL;DR: A survey of factor analytic studies of human cognitive abilities can be found in this paper, with a focus on the role of factor analysis in human cognitive ability evaluation and cognition. But this survey is limited.
Journal ArticleDOI
Do Psychosocial and Study Skill Factors Predict College Outcomes? A Meta-Analysis.
Steven B. Robbins,Kristy J. Lauver,Huy Le,Daniel A. Davis,Ronelle Langley,Aaron H. Carlstrom +5 more
TL;DR: Meta-analyses confirmed the incremental contributions of the PSF over and above those of socioeconomic status, standardized achievement, and high school GPA in predicting college outcomes.
Journal ArticleDOI
The Power of Personality: The Comparative Validity of Personality Traits, Socioeconomic Status, and Cognitive Ability for Predicting Important Life Outcomes:
TL;DR: The influence of personality traits on important life outcomes is demonstrated, the need to more routinely incorporate measures of personality into quality of life surveys is highlighted, and further research is encouraged about the developmental origins of personality trait and the processes by which these traits influence diverse life outcomes.
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Education for Life and Work: Developing Transferable Knowledge and Skills in the 21st Century
TL;DR: In this article, the authors identify caracteristicas relacionadas with the aprendizaje of these habilidades, that include desarrollo profesional docente, curriculo, evaluacion, programas extraescolares and extraescolate, and centros de aprendíe informal como exhibiciones and museos.
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Intelligence and educational achievement
TL;DR: In this paper, a 5-year prospective longitudinal study of 70,000+ English children examined the association between psychometric intelligence at age 11 years and educational achievement in national examinations in 25 academic subjects at age 16.
References
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Book
Methods of Meta-Analysis: Correcting Error and Bias in Research Findings
John E. Hunter,Frank L. Schmidt +1 more
TL;DR: In this article, the authors present a meta-analysis of Artifact Distributions and their impact on study outcomes. But they focus mainly on the second-order sampling error and related issues.
Book
Human Cognitive Abilities: A Survey of Factor-Analytic Studies
TL;DR: A survey of correlational and factor-analytic research on cognitive abilities can be found in this paper, with a focus on the three-stratum theory of cognitive abilities and higher order factors of cognitive ability.
Book
The g Factor: The Science of Mental Ability
TL;DR: A pesar de la relativamente corta historia de la Psicologia como ciencia, existen pocos constructos psicologicos que perduren 90 anos despues de their formulación and continuen plenamente vigentes in la actualidad as mentioned in this paper.
Journal ArticleDOI
Human cognitive abilities: A survey of factor analytic studies
TL;DR: A survey of factor analytic studies of human cognitive abilities can be found in this paper, with a focus on the role of factor analysis in human cognitive ability evaluation and cognition. But this survey is limited.
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.