FURTHER TESTS OF THE SCHMIDT‐HUNTER BAYESIAN VALIDITY GENERALIZATION PROCEDURE

FURTHER TESTS OF THE SCHMIDT‐HUNTER BAYESIAN VALIDITY GENERALIZATION PROCEDURE Using an improved version of the Bayesian validity generalization model presented in Schmidt and Hunter (1977), this study showed that most of the between‐study variation in observed validity coefficients of various aptitude and ability tests for two types of clerical work and for the job of first‐line supervisor is artifactual in nature. These results cast additional doubt on the traditional belief that employment test validities are situationally specific. In addition, the results showed that generalization of validities to new settings was justified even where the hypothesis of situational specificity could not be rejected under the standards used in this study. Implications for the use of aptitude and ability tests in selection and for theory development in industrial‐organizational psychology are discussed. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Personnel Psychology Wiley

FURTHER TESTS OF THE SCHMIDT‐HUNTER BAYESIAN VALIDITY GENERALIZATION PROCEDURE

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Publisher
Wiley
Copyright
Copyright © 1979 Wiley Subscription Services, Inc., A Wiley Company
ISSN
0031-5826
eISSN
1744-6570
DOI
10.1111/j.1744-6570.1979.tb02134.x
Publisher site
See Article on Publisher Site

Abstract

Using an improved version of the Bayesian validity generalization model presented in Schmidt and Hunter (1977), this study showed that most of the between‐study variation in observed validity coefficients of various aptitude and ability tests for two types of clerical work and for the job of first‐line supervisor is artifactual in nature. These results cast additional doubt on the traditional belief that employment test validities are situationally specific. In addition, the results showed that generalization of validities to new settings was justified even where the hypothesis of situational specificity could not be rejected under the standards used in this study. Implications for the use of aptitude and ability tests in selection and for theory development in industrial‐organizational psychology are discussed.

Journal

Personnel PsychologyWiley

Published: Jun 1, 1979

References

  • Personnel selection and classification systems
    Dunnette, Dunnette; Borman, Borman
  • Predictors, criteria, and significant results
    Lent, Lent; Aurbach, Aurbach; Levin, Levin
  • Moderator research and the law of small numbers
    Schmidt, Schmidt; Hunter, Hunter

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