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J. Kirkpatrick (1956)
Validation of a Test Battery for the Selection and Placement of EngineersPersonnel Psychology, 9
Wesley Poe, I. Berg (1952)
Psychological test performance of steel industry production supervisors.Journal of Applied Psychology, 36
Ghiselli Ghiselli, Brown Brown (1954)
Validity Information Exchange, No. 7–078Personnel Psychology, VII
R. Scollay (1957)
Personal History Data as a Predictor of SuccessPersonnel Psychology, 10
F. Minor (1958)
The Prediction of Turnover of Clerical EmployeesPersonnel Psychology, 11
Mandell Mandell, Duckworth Duckworth, Pauline Pauline, Leonard Leonard, Grace Grace, Lehr Lehr, Elaine. Elaine. (1956)
Validity Information Exchange, No. 9–41Personnel Psychology, IX
Joel Campbell, J. Otis, R. Liske, E. Prien (1962)
ASSESSMENTS OF HIGHER-LEVEL PERSONNEL: II. VALIDITY OF THE OVER-ALL ASSESSMENT PROCESSPersonnel Psychology, 15
J. Boyd (1961)
Interests of engineers related to turnover, selection, and management.Journal of Applied Psychology, 45
L. Goodstein, W. Schrader (1963)
An empirically-derived managerial key for the California Psychological Inventory.Journal of Applied Psychology, 47
C. Cuadra, C. Reed (1957)
Prediction of psychiatric aide performance.Journal of Applied Psychology, 41
Wagner Wagner (1960)
Predicting Success for Young Executives from Objective Test Scores and Personal DataPersonnel Psychology, XIII
Bromer Bromer, Johnson Johnson, Sevransky Sevransky (1962)
Validity Information Exchange, No. 15–02Personnel Psychology, XV
E. Ghiselli, R. Barthol (1953)
The validity of personality inventories in the selection of employees.Journal of Applied Psychology, 37
M. Dunnette, W. Kirchner (1960)
Psychological test differences between industrial salesmen and retail salesmen.Journal of Applied Psychology, 44
J. Hughes, W. Dodd (1961)
VALIDITY VERSUS STEREOTYPE: PREDICTING SALES PERFORMANCE BY IPSATIVE SCORING OF A PERSONALITY TESTPersonnel Psychology, 14
W. Kirchner, M. Dunnette (1957)
Applying the weighted application blank technique to a variety of office jobs.Journal of Applied Psychology, 41
R. Hedberg, B. Baxter (1957)
A Second Look at Personality Test ValidationPersonnel Psychology, 10
D. Sterne (1960)
Use of the Kuder Preference Record, Personal, with police officers.Journal of Applied Psychology, 44
J. Guilford (1952)
Temperament traits of executives and supervisors measured by the Guilford Personality Inventories.Journal of Applied Psychology, 36
W. Smith, L. Albright, J. Glennon (1961)
The prediction of research competence and creativity from personal history.Journal of Applied Psychology, 45
Carter Carter (1952)
Measurement of Supervisory BehaviorJournal of Applied Psychology, XXXVI
J. Mosel (1952)
Prediction of department store sales performance from personal data.Journal of Applied Psychology, 36
Dunnette Dunnette (1962)
Personnel ManagementAnnual Review of Psychology, XIII
J. Wilson (1959)
Evaluating a Four Year Sales Selection ProgramPersonnel Psychology, 12
G. Worbois, L. Kanous (1954)
The Validity of the Worthington Personal History for a Sales JobPersonnel Psychology, 7
T. Harrell (1960)
The Relation of Test Scores To Sales CriteriaPersonnel Psychology, 13
J. Hughes, W. Mcnamara (1958)
Limitations on the use of Strong sales keys for selection and counseling.Journal of Applied Psychology, 42
P. Kriedt, M. Gadel (1953)
Prediction of turnover among clerical workers.Journal of Applied Psychology, 37
P. Kriedt, R. Dawson (1961)
Response set and the prediction of clerical job performance.Journal of Applied Psychology, 45
W. James, J. Parker (1953)
Psychological and personal history data related to accident records of commercial truck drivers.Journal of Applied Psychology, 37
M. Dunnette, J. Maetzold (1955)
Use of a weighted application blank in hiring seasonal employees.Journal of Applied Psychology, 39
G. Spencer, Richard Worthington (1952)
Validity of a Projective Technique in Predicting Sales EffectivenessPersonnel Psychology, 5
Andrew Hilton, S. Bolin, W. Jr.ParkerJames, E. Taylor, W. Walker (1955)
The validity of personnel assessments by professional psychologists.Journal of Applied Psychology, 39
Miner Miner (1960)
The Kuder Preference Record in Management AppraisalPersonnel Psychology, XIII
A. Davids, J. Mahoney (1957)
Personality Dynamics and Accident Proneness in an Industrial SettingJournal of Applied Psychology, 41
G. Carter (1952)
Measurement of supervisory ability.Journal of Applied Psychology, 36
W. Mcnamara, J. Hughes (1961)
A REVIEW OF RESEARCH ON THE SELECTION OF COMPUTER PROGRAMMERSPersonnel Psychology, 14
E. Butterfield, S. Warren (1963)
Prediction of attendant tenure.Journal of Applied Psychology, 47
A. Comrey, W. High (1955)
Validity of some ability and interest scores.Journal of Applied Psychology, 39
R. Peck, John Parsons (1956)
Personality Factors in Work Output: Four Studies of Factory WorkersPersonnel Psychology, 9
E. Butterfield, S. Warren (1962)
The use of the MMPI in the selection of hospital aides.Journal of Applied Psychology, 46
J. Hicks, Joics Stone (1962)
The identification of traits related to managerial success.Journal of Applied Psychology, 46
P. Wernimont (1962)
Reevaluation of a weighted application blank for office personnel.Journal of Applied Psychology, 46
Spriegel Spriegel, Dale Dale (1953)
Trends in Personnel Selection and InductionPersonnel, XXX
Regis Walther (1961)
Self-description as a predictor of success or failure in foreign service clerical jobs.Journal of Applied Psychology, 45
J. Kennedy (1958)
A general device versus more specific devices for selecting car salesmen.Journal of Applied Psychology, 42
E. Locke, C. Hulin (1962)
A REVIEW AND EVALUATION OF THE VALIDITY STUDIES OF ACTIVITY VECTOR ANALYSISPersonnel Psychology, 15
J. Naylor, N. Vincent (1959)
Predicting Female AbsenteeismPersonnel Psychology, 12
J. Tiffin, R. Phelan (1953)
Use of the Kuder Preference Record to Predict Turnover in an Industrial PlantPersonnel Psychology, 6
Regis Walther (1962)
Self-description as a predictor of rate of promotion of junior Foreign Service Officers.Journal of Applied Psychology, 46
R. Soar (1956)
Personal history data as a predictor of success in service station management.Journal of Applied Psychology, 40
M. Perrine (1955)
The selection of drafting trainees.Journal of Applied Psychology, 39
J. Miner (1962)
Personality and ability factors in sales performance.Journal of Applied Psychology, 46
C. Brown, E. Ghiselli (1953)
The prediction of proficiency of taxicab drivers.Journal of Applied Psychology, 37
Gerald Shott, L. Albright, J. Glennon (1963)
PREDICTING TURNOVER IN AN AUTOMATED OFFICE SITUATIONPersonnel Psychology, 16
R. Scollay (1956)
Validation of Personal History Items Against a Salary Increase CriterionPersonnel Psychology, 9
A. Brayfield, M. Marsh (1957)
Aptitudes, interests, and personality characteristics of farmers.Journal of Applied Psychology, 41
M. Gadel, P. Kriedt (1952)
Relationships of Aptitude, Interest, Performance, and Job Satisfaction of IBM OperatorsPersonnel Psychology, 5
Joel Campbell, E. Prien, Lester Brailey (1960)
PREDICTING PERFORMANCE EVALUATIONSPersonnel Psychology, 13
M. Wright, G. Sisler, Joanne Chylinski (1963)
Personality factors in the selection of civilians for isolated northern stations.Journal of Applied Psychology, 47
and RICHARD F. GOTTIER Findlay CoUege WHENGhiselli and Barthol (1953) surveyed the validities of personality tests for industrial use, they noted that such measures did less well in occupational groups where traits of temperament seemed especially important than in occupational groups where, intuitively, such traits seemed less important. In all, that survey suggested many reasons for caution in the use of such tests in any occupational group; even where average validities seemed substantial, numerous cases of low and even negative validities were uncovered. There was, of course, the distinct possibility that the wide variation in validities could be attributed to differences in the tests used; that is, some tests might be quite valid within an occupational group, and other tests decidedly invalid. An average could hardly be expected to be impressive. With such an argument, it was quite simple to ignore many of the implications of the Ghiselli and Barthol survey while looking for the âideal test.â The past decade or two has seen such a bewildering proliferation of new personality meaaures that Dunnette (1962) was moved to urge a moratorium on construction of new tests until those already available are better utilieed. There have been factorial inventories,
Personnel Psychology – Wiley
Published: Jun 1, 1965
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