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Long-term validity of a personal history item scoring procedure

Long-term validity of a personal history item scoring procedure The proposed "Uniform Guidelines on Employee Selection Procedures" suggest the need to evaluate the life span of selection instrument scoring procedures under changing labor market and job situations. The present study investigated the long-term validity of a personal history item scoring key developed on a 1933 sample of 10,111 life insurance agents and reevaluated on a 1939 sample of 857 agents and a 1969–1971 sample of 14,738 agents. Results, presented in expectancy table format, indicate that over the 6-yr and 38-yr cross-validation periods, little, if any, validity was lost. This was true despite drastic labor market and economic changes as well as dramatic changes in the job itself. The apparent conflict of these results with those reported in other long-term validity studies is attributed to the impact of scoring key confidentiality, test maintenance, and adequate developmental sample size. (14 ref) http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Journal of Applied Psychology American Psychological Association

Long-term validity of a personal history item scoring procedure

Brown, Steven H.
Journal of Applied Psychology , Volume 63 (6): 4 – Dec 1, 1978
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References (7)

Publisher
American Psychological Association
Copyright
Copyright © 1978 American Psychological Association
ISSN
0021-9010
eISSN
1939-1854
DOI
10.1037/0021-9010.63.6.673
Publisher site
See Article on Publisher Site

Abstract

The proposed "Uniform Guidelines on Employee Selection Procedures" suggest the need to evaluate the life span of selection instrument scoring procedures under changing labor market and job situations. The present study investigated the long-term validity of a personal history item scoring key developed on a 1933 sample of 10,111 life insurance agents and reevaluated on a 1939 sample of 857 agents and a 1969–1971 sample of 14,738 agents. Results, presented in expectancy table format, indicate that over the 6-yr and 38-yr cross-validation periods, little, if any, validity was lost. This was true despite drastic labor market and economic changes as well as dramatic changes in the job itself. The apparent conflict of these results with those reported in other long-term validity studies is attributed to the impact of scoring key confidentiality, test maintenance, and adequate developmental sample size. (14 ref)

Journal

Journal of Applied Psychology – American Psychological Association

Published: Dec 1, 1978

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