A META‐ANALYSIS OF WORK SAMPLE TEST VALIDITY: UPDATING AND INTEGRATING SOME CLASSIC LITERATURE

Philip L. Roth · Philip Bobko · Lynn A. McFarland

170 citations0/0 files storedPersonnel Psychology

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Cognitive Abilities and Testing Psychometric Methodologies and Testing Employer Branding and e-HRM

Abstract

Work sample tests have been used in applied psychology for decades as important predictors of job performance, and they have been suggested to be among the most valid predictors of job performance. As we examined classic work sample literature, we found the narrative review by Asher and Sciarrino (1974) to be plagued by many methodological problems. Further, it is possible that data used in this study may have influenced the results (e.g., r = .54) reported by Hunter and Hunter in their seminal work in 1984. After integrating all of the relevant data, we found an observed mean correlation between work sample tests and measures of job performance of .26. This value increased to .33 when measures of job performance (e.g., supervisory ratings) were corrected for attenuation. Our results suggest that the level of the validity for work sample tests may not be as large as previously thought (i.e., approximately one third less than previously thought). Further, our work also summarizes the relationship of work sample exams to measures of general cognitive ability. We found that work sample tests were associated with an observed correlation of .32 with tests of general cognitive ability.

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References

1941Department of Labor 1998The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings.2004Methods of Meta-Analysis 1991Methods of Meta-Analysis: Correcting Error and Bias in Research Findings.1984Validity and utility of alternative predictors of job performance.1987Managing Human Resources: Productivity, Quality of Work Life, Profits 1993Comprehensive meta-analysis of integrity test validities: Findings and implications for personnel selection and theories of job performance.1986Cognitive ability, cognitive aptitudes, job knowledge, and job performance

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