Access the full text.
Sign up today, get DeepDyve free for 14 days.
E. Fleishman (1953)
Testing for psychomotor abilities by means of apparatus tests.Psychological bulletin, 50 4
S. Webb (1956)
The Prediction of Achievement for First Year Dental StudentsEducational and Psychological Measurement, 16
N. Warren, A. Canfield (1948)
An Optometric Aptitude TestEducational and Psychological Measurement, 8
Bridgman Bridgman, Spaethe Spaethe, Dignan Dignan (1958)
Validity information exchange No. 11–21Personnel Psychology, 11
G. Hollenbeck, W. Mcnamara (1965)
Cucpat and Programming AptitudePersonnel Psychology, 18
W. Long, C. Lawshe (1947)
The effective use of manipulative tests in industry.Psychological bulletin, 44 2
G. Inskeep (1971)
THE USE OF PSYCHOMOTOR TESTS TO SELECT SEWING MACHINE OPERATORS—SOME NEGATIVE FINDINGSPersonnel Psychology, 24
E. Ghiselli, R. Barthol (1953)
The validity of personality inventories in the selection of employees.Journal of Applied Psychology, 37
L. Gordon (1967)
Clinical, psychometric, and work-sample approaches in the prediction of success in Peace Corps training.The Journal of applied psychology, 51 2
A. Grigg (1948)
A Farm Knowledge test.Journal of Applied Psychology, 32
J. Hinrichs (1969)
Comparison of "real life" assessments of management potential with situational exercises, paper-and-pencil ability tests, and personality inventories.The Journal of applied psychology, 53 5
Anderson Anderson, Friedman Friedman (1952)
Prediction of performance in a Navy Dental Prosthetic Technician Training Course (Abstract)American Psychologist, 7
Skula Skula, Spillane Spillane (1954)
Validity information exchange No. 7–016Personnel Psychology, 7
R. Seashore (1939)
Work methods: an often neglected factor underlying individual differences.Psychological Review, 46
Saunders Saunders, Seil Seil, Rosensteel Rosensteel (1956)
Validity information exchange No. 9–34Personnel Psychology, 9
W. Gleason (1957)
Predicting army leadership ability by modified leaderless group discussion.Journal of Applied Psychology, 41
F. Uhlmann (1962)
A SELECTION TEST FOR PRODUCTION MACHINE OPERATORSPersonnel Psychology, 15
R. Thorndike, E. Hagen (1955)
VALIDATION OF THE ELECTRONICS TECHNICIAN SELECTION TEST AT SELECTED CLASS ' 'A' ' SCHOOLS
Williamson Sb, Leavitt Hj (1947)
Prediction of success in learning Japanese.Journal of Applied Psychology, 31
D. Grant, D. Bray (1970)
Validation of employment tests for telephone company installation and repair occupations.Journal of Applied Psychology, 54
A. Poruben (1950)
A test battery for actuarial clerks.The Journal of applied psychology, 34 3
Robert Jones, W. Michael (1961)
The Validity of a Battery of Tests in Communication Skills for Foreign Students Attending an American UniversityEducational and Psychological Measurement, 21
Robert Weislogel (1954)
Situational Performance Tests (A Symposium)Personnel Psychology, 7
Castle Castle, Garforth Garforth (1951)
Selection, training, and status of supervisors: I. SelectionOccupational Psychology, 25
J. Tiffin, R. Greenly (1939)
Experiments in the operation of a punch press.Journal of Applied Psychology, 23
Weiss Weiss (1952)
Prediction of achievement success in dental schoolJournal of Applied Psychology, 36
Breslow Breslow (1957)
The predictive efficiency of the Law School Admission Test at the New York University School of LawPsychology Newsletter, 9
W. Harrell (1937)
The Validity of Certain Mechanical Ability Tests for Selecting Cotton Mill Machine FixersJournal of Social Psychology, 8
D. Drewes (1961)
Development and validation of synthetic dexterity tests based on elemental motion analysis.Journal of Applied Psychology, 45
Bray Bray, Grant Grant (1966)
The assessment center in the measurement of potential for business managementPsychological Monographs, 80
E. Fleishman (1955)
Predicting code efficiency of radiotelegraphers by means of aural tests.Journal of Applied Psychology, 39
Personnel Psychology, 10
Rubenowitz Rubenowitz (1958)
Predicting academic success: A follow‐up studyOccupational Psychology, 32
L. West, D. Bolanovich (1963)
Evaluation of typewriting proficiency training: Preliminary test development.Journal of Applied Psychology, 47
M. Mandell (1950)
Selecting Chemists for the Federal GovernmentPersonnel Psychology, 3
D. Baier, R. Dugan (1956)
Tests and performance in a sales organization.Personnel Psychology, 9
M. Mandell (1950)
Validation of Group Oral Performance TestPersonnel Psychology, 3
E. Knauft (1949)
A selection battery for bake shop managers.Journal of Applied Psychology, 33
M. Mandell (1947)
The Selection of Foremen1Educational and Psychological Measurement, 7
Elizabeth Croft (1959)
Prediction of Clothing Construction Achievement of High School GirlsEducational and Psychological Measurement, 19
James Campion (1972)
Work Sampling for Personnel Selection.Journal of Applied Psychology, 56
Harris Harris (1964)
Development and validation of an aptitude test for inspectors of electronic equipmentJournal of Industrial Psychology, 2
P. Dubois, R. Watson (1950)
The selection of patrolmen.The Journal of applied psychology, 34 2
H. Meyer (1970)
THE VALIDITY OF THE IN‐BASKET TEST AS A MEASURE OF MANAGERIAL PERFORMANCEPersonnel Psychology, 23
Mandell Mandell (1950)
Scientific selection of engineersPersonnel, 26
W. Mcnamara, J. Hughes (1961)
A REVIEW OF RESEARCH ON THE SELECTION OF COMPUTER PROGRAMMERSPersonnel Psychology, 14
E. Fleishman (1956)
Psychomotor Selection Tests: Research and Application in the United States Air ForcePersonnel Psychology, 9
F. Stern, L. Gordon (1961)
Ability to follow instructions as a predictor of success in recruit training.Journal of Applied Psychology, 45
Fleishman Fleishman (1956)
Psychomotor selection tests: Research and application in the U. S. Air ForcePersonnel Psychology, 9
E. Fleishman, W. Hempel (1954)
A factor analysis of dexterity tests.Personnel Psychology, 7
P. Kriedt (1952)
Validation of a correspondence aptitude test.Journal of Applied Psychology, 36
W. Bender, H. Loveless (1958)
Validation Studies Involving Successive Classes of Trainee StenographersPersonnel Psychology, 11
A. Glickman (1956)
The Naval Knowledge Test.Journal of Applied Psychology, 40
Handyside Handyside, Duncan Duncan (1954)
Four years later: A follow‐up of an experiment in selecting supervisorsOccupational Psychology, 28
Naylor Naylor (1954)
Aptitude tests for air traffic control officersOccupational Psychology, 28
R. Glaser, P. Schwarz, J. Flanagan (1958)
The contribution of interview and situational performance procedures to the selection of supervisory personnel.Journal of Applied Psychology, 42
W. Layton (1953)
Predicting success in dental school.Journal of Applied Psychology, 37
Weislogel Weislogel (1954)
Development of situational tests for military personnelPersonnel Psychology, 7
Moore Moore, Peel Peel (1951)
Predicting aptitude for dentistryOccupational Psychology, 25
J. Asher (1972)
The Biographical Item: Can It Be Improved.Personnel Psychology, 25
West West, Bolanovich Bolanovich (1963)
Evaluation of typewriting proficiency: preliminary test developmentJournal of Applied Psychology, 47
D. Ekberg (1947)
A Study in Tool UsageEducational and Psychological Measurement, 7
Arbous Arbous, Maree Maree (1951)
Contribution of two group discussion techniques to a validated test batteryOccupational Psychology, 25
M. Blum (1943)
Selection of sewing machine operators.Journal of Applied Psychology, 27
W. Adams (1943)
Prediction of Scholastic Success in Col Leges of Law: I. the Experimental Edition of the Iowa Legal Aptitude Test 1Educational and Psychological Measurement, 3
Sidney Gael, D. Grant (1972)
Employment test validation for minority and nonminority telephone company service representatives.Journal of Applied Psychology, 56
Bennett Bennett, Fear Fear (1943)
Mechanical comprehension and dexterityPersonnel Journal, 22
L. Abt (1949)
A Test Battery for Selecting Technical Magazine EditorsPersonnel Psychology, 2
A. Lauer (1955)
Comparison of group paper-and-pencil tests with certain psychophysical tests for measuring driving aptitude of Army personnel.Journal of Applied Psychology, 39
P. Merenda (1959)
Navy Petty Officer Promotion Examinations as Predictors of on-the-Job PerformanceEducational and Psychological Measurement, 19
Mandel Mm (1950)
The administrative judgment test.Journal of Applied Psychology, 34
D. Bray, R. Campbell (1968)
Selection of salesmen by means of an assessment center.The Journal of applied psychology, 52 1
I. Weiss (1952)
Prediction of academic success in dental school.Journal of Applied Psychology, 36
Mandell Mandell (1947)
The selection of foremanEducational and Psychological Measurement, 7
C. Carpenter, L. Greenhill, W. Hittinger, E. McCoy, C. Mcintyre, J. Murnin, R. Watkins (1954)
The Development of a Sound Motion Picture Proficiency TestPersonnel Psychology, 7
H. Wollowick, W. Mcnamara (1969)
Relationship of the components of an assessment center to management success.Journal of Applied Psychology, 53
W. Giese (1959)
A Tested Method for the Selection of Office Personnel1Personnel Psychology, 2
M. Mandell, S. Adams (1948)
Selection of Physical Scientists1Educational and Psychological Measurement, 8
G. Forehand, H. Guetzkow (1961)
The administrative judgment test as related to descriptions of executive judgment behaviors.Journal of Applied Psychology, 45
B. Bass (1954)
The leaderless group discussion as a leadership evaluation instrument.Personnel Psychology
E. Glanz (1949)
A trade test for power sewing machine operators.Journal of Applied Psychology, 33
San JosC State University INFORMATION highest validity seems to have a pobnt-towith the point correspondence with the criterion. For instance, in a review article of the scorable application blank, Asher (1972) concluded that biographical information showed substantially higher predictive validity when job proficiency was the criterion, than other predictors including tests of intelligence, personality, interest, perception, motor skill, and mechanical ability. The generalization seemed t o be that factual and verifiable historical information about applicants was the best predictor of future performance in specific positions. This implication was based on comparisons with tests designed t o measure âsimpleâ dimensions. Simple in this context means a pure or single dimension of behavior. If there is merit in a theory about predictive power in a pointto-point connection between the predictor and criterion space, then tests of single dimensions should be less powerful predictors than more complex tests such as work sample tests designed to be a miniature replica of the criterion task. The intention was not to include in this review ready-made standardized tests, but only work samples especially created for specific criterion tasks. In a search of the literature, work sample tests were classified into the categories of either
Personnel Psychology – Wiley
Published: Dec 1, 1974
Read and print from thousands of top scholarly journals.
Already have an account? Log in
Bookmark this article. You can see your Bookmarks on your DeepDyve Library.
To save an article, log in first, or sign up for a DeepDyve account if you don’t already have one.
Copy and paste the desired citation format or use the link below to download a file formatted for EndNote
Access the full text.
Sign up today, get DeepDyve free for 14 days.
All DeepDyve websites use cookies to improve your online experience. They were placed on your computer when you launched this website. You can change your cookie settings through your browser.