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(1998)
Prediction of overall assessment center evaluations from ability, personality, and motivation measures: A meta-analysis
- 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 Bulletin – American Psychological Association
Published: Sep 1, 1998