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Statistical Implications of Six Methods of Test Score use in Personnel Selection
9 references·14 citing·45 second hop
Statistical Implications of Six Methods of Test Score use in Personnel Selection (1991)Statistical Implications of Six Methods o…Fairness in employment testing: validity generalization, minority issues, and the General Aptitude Test Battery (1989)Fairness in employment testin…Societal consequences of the g factor in employment (1986)Societal consequences of the …Validity and utility of alternative predictors of job performance. (1984)Validity and utility of alter…OPEN A NEW WINDOW IN RATIONAL RESEARCH PLANNING: ADJUST ALPHA TO MAXIMIZE STATISTICAL POWER (1983)OPEN A NEW WINDOW IN RATIONAL…Measurement Theory for the Behavioral Sciences. (1982)Measurement Theory for the Be…AN EVALUATION OF SOME MODELS FOR CULTURE‐FAIR SELECTION (1976)AN EVALUATION OF SOME MODELS …Testing for competence rather than for "intelligence." (1973)Testing for competence rather…Theory of Mental Tests (1950)Theory of Mental TestsThe relationship of validity coefficients to the practical effectiveness of tests in selection: discussion and tables. (1939)The relationship of validity …Personnel selection: A review of ways to maximize validity, diversity, and the applicant experience (2023)Personnel selection: A review…Exploring culture and leadership after 23 years: A replication of GLOBE project in Turkey (2021)Exploring culture and leaders…Past and Present of Measurement and Assessment in Behavioral Sciences: A review of Korean history (2019)Past and Present of Measureme…The Legal Context of the Management of Human Resources (2017)The Legal Context of the Mana…Psychological testing for selection purposes: a guide to evidence-based practice for human resource professionals (2009)Psychological testing for sel…Cross‐Cultural Assessment: Value for Money? (2002)Cross‐Cultural Assessment: Va…Virtual Reality Technology: A New Tool for Personnel Selection (2001)Virtual Reality Technology: A…Traditional tests and job simulations: Minority and majority performance and test validities. (2001)Traditional tests and job sim…THE CONTROVERSY OVER SCORE BANDING IN PERSONNEL SELECTION: ANSWERS TO 10 KEY QUESTIONS (2001)THE CONTROVERSY OVER SCORE BA…A scientist-practitioner's viewpoint on the admissibility of behavioral and social scientific information. (1999)A scientist-practitioner's vi…Some virtues of dissatisfaction in the science and practice of personnel selection (1998)Some virtues of dissatisfacti…MODELING THE EFFECTS OF BANDING IN PERSONNEL SELECTION (1995)MODELING THE EFFECTS OF BANDI…A Review of Three Approaches to Cognitive Assessment, and a Proposed Integrated Approach Based on a Unifying Theoretical Framework (1994)A Review of Three Approaches …Why All Banding Procedures in Personnel Selection Are Logically Flawed (1991)Why All Banding Procedures in…Theory of Games and Economic Behavior (1947)Psychological Tests and Personnel Decisions. (1968)Personnel Selection and Classification Systems (1979)Unfair discrimination in the employment interview: Legal and psychological aspects. (1979)Within-group norming and other forms of score adjustment in preemployment testing. (1994)Theory of games and economic behavior (2019)Handbook of clinical psychology (1965)Statistical power in criterion-related validation studies. (1976)Development of a general solution to the problem of validity generalization. (1977)THE PERCEPTIONS AND USAGE OF STATISTICAL POWER IN APPLIED PSYCHOLOGY AND MANAGEMENT RESEARCH (1996)Applicant reactions to test scores banding in entry-level and promotional contexts. (1999)Establishing rigor in mail-survey procedures in international business research (2014)Taxonomies of Human Performance: The Description of Human Tasks (1984)Validation of the five-factor model of personality across instruments and observers. (1987)The five factor model of personality and job performance in the European Community. (1997)Use of Personality Variables in Work Settings (2003)On the Untapped Value of e-HRM – a Literature Review (2016)Filling the I-O/Technology Void (2019)Department of Labor (1941)The Credential Society: An Historical Sociology of Education and Stratification. (1981)Why Don't Measures of Broad Dimensions of Personality Perform Better As Predictors of Job Performance? (2005)The differential effects of general mental ability and emotional intelligence on academic performance and social interactions (2009)The colour of numbers: surveys, statistics and deficit‐thinking about race and class (2010)Meta-Analysis: Cumulating Research Findings across Studies (1984)Hiring Strategies, Racial Bias, and Inner-City Workers (1991)A Meta-Analytic Study of General Mental Ability Validity for Different Occupations in the European Community. (2003)Adaptation of Teams in Response to Unforeseen Change: Effects of Goal Difficulty and Team Composition in Terms of Cognitive Ability and Goal Orientation. (2005)Motivation reconsidered: The concept of competence. (1963)What Is Competence? (2005)A competence‐based and multidimensional operationalization and measurement of employability (2006)Competencies in the 21st century (2008)Como Elaborar Projetos de Pesquisa (2010)Childhood and Society (2026)Weighted kappa: Nominal scale agreement provision for scaled disagreement or partial credit. (1968)Criteria for assessing the trustworthiness of naturalistic inquiries (1981)Answers to 20 Questions About Interrater Reliability and Interrater Agreement (2007)Development and validation of a scale for measuring state self-esteem. (1991)Coordinating Expertise in Software Development Teams (2000)Cumulative risk and child development. (2013)The role of deliberate practice in the acquisition of expert performance. (1993)The processing-speed theory of adult age differences in cognition. (1996)Individual differences in reasoning: Implications for the rationality debate? (2000)STRUCTURED INTERVIEWING: RAISING THE PSYCHOMETRIC PROPERTIES OF THE EMPLOYMENT INTERVIEW (1988)The effects of staffing and training on firm productivity and profit growth before, during, and after the Great Recession. (2013)Principles for the Validation and Use of Personnel Selection Procedures (2018)
this work references cited by second hop

References

  • 1973Testing for competence rather than for "intelligence."4,442 cited
  • 1950Theory of Mental Tests2,178 cited
  • 1984Validity and utility of alternative predictors of job performance.2,101 cited
  • 1982Measurement Theory for the Behavioral Sciences.1,011 cited
  • 1939The relationship of validity coefficients to the practical effectiveness of tests in selection: discussion and tables.491 cited
  • 1989Fairness in employment testing: validity generalization, minority issues, and the General Aptitude Test Battery270 cited
  • 1976AN EVALUATION OF SOME MODELS FOR CULTURE‐FAIR SELECTION230 cited
  • 1986Societal consequences of the g factor in employment156 cited
  • 1983OPEN A NEW WINDOW IN RATIONAL RESEARCH PLANNING: ADJUST ALPHA TO MAXIMIZE STATISTICAL POWER62 cited

Cited by

  • 2001Virtual Reality Technology: A New Tool for Personnel Selection68 cited
  • 2001THE CONTROVERSY OVER SCORE BANDING IN PERSONNEL SELECTION: ANSWERS TO 10 KEY QUESTIONS59 cited
  • 2023Personnel selection: A review of ways to maximize validity, diversity, and the applicant experience57 cited
  • 1994A Review of Three Approaches to Cognitive Assessment, and a Proposed Integrated Approach Based on a Unifying Theoretical Framework57 cited
  • 1991Why All Banding Procedures in Personnel Selection Are Logically Flawed

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49 cited
  • 2001Traditional tests and job simulations: Minority and majority performance and test validities.47 cited
  • 1998Some virtues of dissatisfaction in the science and practice of personnel selection46 cited
  • 2002Cross‐Cultural Assessment: Value for Money?46 cited
  • 2009Psychological testing for selection purposes: a guide to evidence-based practice for human resource professionals36 cited
  • 1995MODELING THE EFFECTS OF BANDING IN PERSONNEL SELECTION34 cited
  • 2021Exploring culture and leadership after 23 years: A replication of GLOBE project in Turkey33 cited
  • 2017The Legal Context of the Management of Human Resources13 cited
  • 1999A scientist-practitioner's viewpoint on the admissibility of behavioral and social scientific information.13 cited
  • 2019Past and Present of Measurement and Assessment in Behavioral Sciences: A review of Korean history0 cited