Get 20M+ Full-Text Papers For Less Than $1.50/day. Start a 14-Day Trial for You or Your Team.

Learn More →

The Validity and Utility of Selection Methods in Personnel Psychology: Practical and Theoretical Implications of 85 Years of Research Findings

The Validity and Utility of Selection Methods in Personnel Psychology: Practical and Theoretical... This article summarizes the practical and theoretical implications of 85 years of researchin personnel selection. On the basis of meta-analytic findings, this article presents thevalidity of 19 selection procedures for predicting job performance and training performance andthe validity of paired combinations of general mental ability (GMA) and the 18 other selectionprocedures. Overall, the 3 combinations with the highest multivariate validity and utility forjob performance were GMA plus a work sample test (mean validity of .63), GMA plus an integritytest (mean validity of .65), and GMA plus a structured interview (mean validity of .63). Afurther advantage of the latter 2 combinations is that they can be used for both entry levelselection and selection of experienced employees. The practical utility implications of thesesummary findings are substantial. The implications of these research findings for thedevelopment of theories of job performance are discussed. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Psychological Bulletin American Psychological Association

The Validity and Utility of Selection Methods in Personnel Psychology: Practical and Theoretical Implications of 85 Years of Research Findings

Psychological Bulletin , Volume 124 (2): 13 – Sep 1, 1998

Loading next page...
 
/lp/american-psychological-association/the-validity-and-utility-of-selection-methods-in-personnel-psychology-tjI7StNs0d

References (84)

Publisher
American Psychological Association
Copyright
Copyright © 1998 American Psychological Association
ISSN
0033-2909
eISSN
1939-1455
DOI
10.1037/0033-2909.124.2.262
Publisher site
See Article on Publisher Site

Abstract

This article summarizes the practical and theoretical implications of 85 years of researchin personnel selection. On the basis of meta-analytic findings, this article presents thevalidity of 19 selection procedures for predicting job performance and training performance andthe validity of paired combinations of general mental ability (GMA) and the 18 other selectionprocedures. Overall, the 3 combinations with the highest multivariate validity and utility forjob performance were GMA plus a work sample test (mean validity of .63), GMA plus an integritytest (mean validity of .65), and GMA plus a structured interview (mean validity of .63). Afurther advantage of the latter 2 combinations is that they can be used for both entry levelselection and selection of experienced employees. The practical utility implications of thesesummary findings are substantial. The implications of these research findings for thedevelopment of theories of job performance are discussed.

Journal

Psychological BulletinAmerican Psychological Association

Published: Sep 1, 1998

There are no references for this article.