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FURTHER EVIDENCE ON THE DYNAMIC CHARACTER OF CRITERIA

FURTHER EVIDENCE ON THE DYNAMIC CHARACTER OF CRITERIA THE recent article on criterion dynamics by Ghiselli and Haire (1960) prompted a reexamination of some heretofore unpublished matrices of intercorrelated repeated appraisals. Performance criteria were collected semi-annually over a 48-month period for the same 99 salesmen in the employ of a national distributor of food products during this entire period. The constant sample of 99 was restricted in range of its predictor measurements as well as in its criterion appraisals because those low in predictive scores were less likely to be hired and never entered the sample, while those low in criterion scores were much more likely to turnover by request or otherwise and failed to remain in the final sample. Further restriction in range was imposed by those consistently high in the criterion being promoted out of the sample. Nevertheless, positive validities remained, as shall be seen, whose fluctuations became the subject of interest of this report. The Criterion In the Spring and Fall of each year since 1955, the food products salesmen are rated by their district supervisors using alternating forms of the discriminate binary check list described in an earlier report in this journal (Bass, 1956). A typical item is: Concentrates on big accounts http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Personnel Psychology Wiley

FURTHER EVIDENCE ON THE DYNAMIC CHARACTER OF CRITERIA

Personnel Psychology , Volume 15 (1) – Mar 1, 1962

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Publisher
Wiley
Copyright
Copyright © 1962 Wiley Subscription Services, Inc., A Wiley Company
ISSN
0031-5826
eISSN
1744-6570
DOI
10.1111/j.1744-6570.1962.tb01850.x
Publisher site
See Article on Publisher Site

Abstract

THE recent article on criterion dynamics by Ghiselli and Haire (1960) prompted a reexamination of some heretofore unpublished matrices of intercorrelated repeated appraisals. Performance criteria were collected semi-annually over a 48-month period for the same 99 salesmen in the employ of a national distributor of food products during this entire period. The constant sample of 99 was restricted in range of its predictor measurements as well as in its criterion appraisals because those low in predictive scores were less likely to be hired and never entered the sample, while those low in criterion scores were much more likely to turnover by request or otherwise and failed to remain in the final sample. Further restriction in range was imposed by those consistently high in the criterion being promoted out of the sample. Nevertheless, positive validities remained, as shall be seen, whose fluctuations became the subject of interest of this report. The Criterion In the Spring and Fall of each year since 1955, the food products salesmen are rated by their district supervisors using alternating forms of the discriminate binary check list described in an earlier report in this journal (Bass, 1956). A typical item is: Concentrates on big accounts

Journal

Personnel PsychologyWiley

Published: Mar 1, 1962

References

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