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REALISTIC WORK SAMPLE TESTS: A REVIEW

REALISTIC WORK SAMPLE TESTS: A REVIEW 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 “simple” 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 http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Personnel Psychology Wiley

REALISTIC WORK SAMPLE TESTS: A REVIEW

Personnel Psychology , Volume 27 (4) – Dec 1, 1974

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Publisher
Wiley
Copyright
Copyright © 1974 Wiley Subscription Services, Inc., A Wiley Company
ISSN
0031-5826
eISSN
1744-6570
DOI
10.1111/j.1744-6570.1974.tb01173.x
Publisher site
See Article on Publisher Site

Abstract

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 “simple” 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

Journal

Personnel PsychologyWiley

Published: Dec 1, 1974

References

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