Get 20M+ Full-Text Papers For Less Than $1.50/day. Start a 14-Day Trial for You and Your Team.

Learn More →

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

ASHER, JAMES J.; SCIARRINO, JAMES A.
Personnel Psychology , Volume 27 (4) – Dec 1, 1974
Download PDF
15 pages
Read Article

Loading next page...
 
/lp/wiley/realistic-work-sample-tests-a-review-VLHI1Hko0j
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 Psychology – Wiley

Published: Dec 1, 1974

References

  • A test battery for selecting technical magazine editors
    Abt, Abt
  • Prediction of scholastic success in colleges of law: I. The experimental edition of the Iowa Legal Aptitude Test
    Adams, Adams
  • Prediction of performance in a Navy Dental Prosthetic Technician Training Course (Abstract)
    Anderson, Anderson; Friedman, Friedman
  • Validity information exchange No. 7–094
  • Contribution of two group discussion techniques to a validated test battery
    Arbous, Arbous; Maree, Maree
  • Validity information exchange No. 13–07
    Ash, Ash
  • The biographical item: Can it be improved
    Asher, Asher
  • Tests and performance in a sales organization
    Baier, Baier; Dugan, Dugan
  • The leaderless group discussion as a leadership evaluation instrument
    Bass, Bass
  • Validity information exchange No. 7–082
    Bass, Bass; Coates, Coates
  • Validation studies involving successive classes of trainee stenographer
    Bender, Bender; Loveless, Loveless
  • Mechanical comprehension and dexterity
    Bennett, Bennett; Fear, Fear
  • Selection of sewing machine operators
    Blum, Blum
  • Selection of salesmen by means of an assessment center
    Bray, Bray; Campbell, Campbell
  • The assessment center in the measurement of potential for business management
    Bray, Bray; Grant, Grant
  • The predictive efficiency of the Law School Admission Test at the New York University School of Law
    Breslow, Breslow
  • Validity information exchange No. 11–21
    Bridgman, Bridgman; Spaethe, Spaethe; Dignan, Dignan
  • Work sampling for personnel selection
    Campion, Campion
  • The development of a sound motion picture proficiency test
    Carpenter, Carpenter; Greenhill, Greenhill; Hittinger, Hittinger; McCoy, McCoy; McIntyre, McIntyre; Murnin, Murnin; Watkins, Watkins
  • Selection, training, and status of supervisors: I. Selection
    Castle, Castle; Garforth, Garforth
  • Prediction of clothing construction achievement, of high school girls
    Croft, Croft
  • Development and validation of synthetic dexterity tests based on elemental motion analysis
    Drewes, Drewes
  • The selection of patrolmen
    DuBois, DuBois; Watson, Watson
  • Validity information exchange No. 14–03
    Durrett, Durrett
  • A study in tool usage
    Ekberg, Ekberg
  • Testing for psychomotor abilities by means of apparatus tests
    Fleishman, Fleishman
  • Predicting code proficiency of radio telegraphers by means of aural tests
    Fleishman, Fleishman
  • Psychomotor selection tests: Research and application in the U. S. Air Force
    Fleishman, Fleishman
  • A factor analysis of dexterity tests
    Fleishman, Fleishman; Hempel, Hempel
  • The Administrative Judgement Test as related to descriptions of executive judgement behaviors
    Forehand, Forehand; Guetzkow, Guetzkow
  • Employment test validation for minority and non‐minority telephone company service representatives
    Gael, Gael; Grant, Grant
  • The validity of personality inventories in the selection of employees
    Ghiselli, Ghiselli; Barthol, Barthol
  • A tested method for the selection of office personnel
    Giese, Giese
  • A grade test for power sewing machine operators
    Glanz, Glanz
  • The contribution of interview and situational performance procedures to the selection of supervisory personnel
    Glaser, Glaser; Schwarz, Schwarz; Flanagan, Flanagan
  • Predicting Army leadership ability, by modified leaderless group discussion
    Gleason, Gleason
  • The naval knowledge test
    Glickman, Glickman
  • Clinical, psychometric, and work sample approaches in the prediction of success in Peace Corps training
    Gordon, Gordon
  • Validation of employment tests for telephone company installation and repair occupations
    Grant, Grant; Bray, Bray
  • A farm knowledge test
    Grigg, Grigg
  • Four years later: A follow‐up of an experiment in selecting supervisors
    Handyside, Handyside; Duncan, Duncan
  • The validity of certain mechanical ability tests for selecting cotton mill machine fixers
    Harrell, Harrell
  • Development and validation of an aptitude test for inspectors of electronic equipment
    Harris, Harris
  • Comparison of “real life” assessments of management potential with situational exercises, paper‐and‐pencil ability tests, and personality inventories
    Hinrichs, Hinrichs
  • CUCPAT and programming aptitude
    Hollenbeck, Hollenbeck; McNamara, McNamara
  • The use of psychomotor tests to select sewing machine operators—some negative findings
    Inskeep, Inskeep
  • The validity of a battery of tests in communication skills for foreign students attending an American university
    Jones, Jones; Michael, Michael
  • A selection battery for bake shop managers
    Knauft, Knauft
  • Validity information exchange No. 7–070
    Knauft, Knauft
  • Validation of a correspondence aptitude test
    Kriedt, Kriedt
  • Comparison of group paper‐and‐pencil tests with certain psychophysical tests for measuring driving aptitude of Army personnel
    Lauer, Lauer
  • Predicting success in dental school
    Layton, Layton
  • The effective use of manipulative tests in industry
    Long, Long; Lawshe, Lawshe
  • The selection of foreman
    Mandell, Mandell
  • The Administrative Judgment Test
    Mandell, Mandell
  • Scientific selection of engineers
    Mandell, Mandell
  • Selecting chemists for the Federal Government
    Mandell, Mandell
  • Validation of group oral performance test
    Mandell, Mandell
  • Validity information exchange, No. 9–2
    Mandell, Mandell
  • Selection of physical scientists
    Mandell, Mandell; Adams, Adams
  • A review of research on the selection of computer programmers
    McNamara, McNamara; Hughes, Hughes
  • Navy petty officer promotion examinations as predictors of on‐the‐job performance
    Merenda, Merenda
  • The validity of the in‐basket test as a measure of managerial performance
    Meyer, Meyer
  • Predicting aptitude for dentistry
    Moore, Moore; Peel, Peel
  • Aptitude tests for air traffic control officers
    Naylor, Naylor
  • The Adjutant General's Office, Department of the Army. Validity information exchange No. 10–41
  • The Adjutant General's Office, Department of the Army. Validity information exchange No. 10–42
  • The Adjutant General's Office, Department of the Army. Validity information exchange No. 11–18
  • A test battery for actuarial clerks
    Poruben, Poruben
  • Predicting academic success: A follow‐up study
    Rubenowitz, Rubenowitz
  • Validity information exchange No. 9–34
    Saunders, Saunders; Seil, Seil; Rosensteel, Rosensteel
  • Work methods: An often neglected factor underlying individual differences
    Seashore, Seashore
  • Validity information exchange No. 8–09
    Shultz, Shultz
  • Validity information exchange No. 7–016
    Skula, Skula; Spillane, Spillane
  • Validity information exchange No. 8–14
    Snyder, Snyder
  • Validity information exchange No. 10–5
    Speer, Speer
  • Ability to follow instructions as a predictor of success in recruit training
    Stern, Stern; Gordon, Gordon
  • Experiments in the operation of a punch press
    Tiffin, Tiffin; Greenly, Greenly
  • A selection test for production machine operators
    Uhlmann, Uhlmann
  • An optometric aptitude test
    Warren, Warren; Canfield, Canfield
  • The prediction of achievement for first year dental students
    Webb, Webb
  • Development of situational tests for military personnel
    Weislogel, Weislogel
  • Prediction of achievement success in dental school
    Weiss, Weiss
  • Evaluation of typewriting proficiency: preliminary test development
    West, West; Bolanovich, Bolanovich
  • Prediction of success in learning Japanese
    Williams, Williams; Leavitt, Leavitt
  • Relationship of the components of an assessment center to management success
    Wollowick, Wollowick; McNamara, McNamara

You’re reading a free preview. Subscribe to read the entire article.

Try 2 weeks free now

DeepDyve is your
personal research library

It’s your single place to instantly
discover and read the research
that matters to you.

Enjoy affordable access to
over 18 million articles from more than
15,000 peer-reviewed journals.

All for just $49/month

Explore the DeepDyve Library

or browse the journals available

Search

Query the DeepDyve database, plus search all of PubMed and Google Scholar seamlessly

Organize

Save any article or search result from DeepDyve, PubMed, and Google Scholar... all in one place.

Access

Get unlimited, online access to over 18 million full-text articles from more than 15,000 scientific journals.

Your journals are on DeepDyve

Read from thousands of the leading scholarly journals from SpringerNature, Wiley-Blackwell, Oxford University Press and more.

All the latest content is available, no embargo periods.

See the journals in your area

DeepDyve

Freelancer

DeepDyve

Pro

Price

FREE

$49/month
$499/year

Save searches from
Google Scholar,
PubMed

Create folders to
organize your research

Export folders, citations

Read DeepDyve articles

Abstract access only

Unlimited access to over
18 million full-text articles

Print

20 pages / month

Sign up
for free
Start 14 day
Free Trial