IMPLICATIONS OF THE MULTIDIMENSIONAL NATURE OF JOB PERFORMANCE FOR THE VALIDITY OF SELECTION TESTS: MULTIVARIATE FRAMEWORKS FOR STUDYING TEST VALIDITY

IMPLICATIONS OF THE MULTIDIMENSIONAL NATURE OF JOB PERFORMANCE FOR THE VALIDITY OF SELECTION... Although most studies of criterion‐related validity focus on univariate relationships, the complex and multidimensional nature of the performance construct and the widespread use of multiple selection devices argue in favor of multivariate frameworks for evaluating validity. Using a Monte Carlo simulation we estimated the validity of general cognitive ability tests and personality tests in predicting “job performance,” where performance is conceptualized as a composite of multiple performance measures (i.e., individual job task performance and organizational citizenship behaviors). The validity of a selection battery varies substantially as a function of the relative weight given to both predictors and criteria; the 95% confidence interval for validities ranged from .20 to .78. The effective weights given to performance dimensions accounted for 34% of the variance in selection battery validities; depending on precisely how “performance” is defined, the same test battery can have relatively high or relatively low levels of validity. Our model suggests that the way an organization defines job performance is a source of true and important variability in validities, and that the validity of selection tests for predicting complex performance criteria may show considerably less generalizability that current metaanalysis of univariate validities would suggest. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Personnel Psychology Wiley

IMPLICATIONS OF THE MULTIDIMENSIONAL NATURE OF JOB PERFORMANCE FOR THE VALIDITY OF SELECTION TESTS: MULTIVARIATE FRAMEWORKS FOR STUDYING TEST VALIDITY

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Publisher
Wiley
Copyright
Copyright © 1997 Wiley Subscription Services, Inc., A Wiley Company
ISSN
0031-5826
eISSN
1744-6570
DOI
10.1111/j.1744-6570.1997.tb01484.x
Publisher site
See Article on Publisher Site

Abstract

Although most studies of criterion‐related validity focus on univariate relationships, the complex and multidimensional nature of the performance construct and the widespread use of multiple selection devices argue in favor of multivariate frameworks for evaluating validity. Using a Monte Carlo simulation we estimated the validity of general cognitive ability tests and personality tests in predicting “job performance,” where performance is conceptualized as a composite of multiple performance measures (i.e., individual job task performance and organizational citizenship behaviors). The validity of a selection battery varies substantially as a function of the relative weight given to both predictors and criteria; the 95% confidence interval for validities ranged from .20 to .78. The effective weights given to performance dimensions accounted for 34% of the variance in selection battery validities; depending on precisely how “performance” is defined, the same test battery can have relatively high or relatively low levels of validity. Our model suggests that the way an organization defines job performance is a source of true and important variability in validities, and that the validity of selection tests for predicting complex performance criteria may show considerably less generalizability that current metaanalysis of univariate validities would suggest.

Journal

Personnel PsychologyWiley

Published: Dec 1, 1997

References

  • The Big Five personality dimensions and job performance: A meta‐analysis
    Barrick, Barrick; Mount, Mount
  • Antecedents of involuntary turnover due to a reduction in force
    Barrick, Barrick; Mount, Mount; Strauss, Strauss
  • Personality and job performance: Evidence of incremental validity
    Day, Day; Silverman, Silverman
  • Personnel selection and placement
    Landy, Landy; Shankster, Shankster; Kohler, Kohler
  • Project A validity results: The relationship between predictor and criterion domains
    McHenry, McHenry; Hough, Hough; Tbquam, Tbquam; Hanson, Hanson; Ashworth, Ashworth
  • A meta‐analytic review of attitudinal and dispositional predictors of organizational citizenship behavior
    Organ, Organ; Ryan, Ryan
  • Personality measures as predictors of job performance: A meta‐analytic review
    Tett, Tett; Jackson, Jackson; Rothstein, Rothstein

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