THISpaper is concerned with âsomethings old, somethings new,â a n d their interactions. The old things deal primarily with the study of individual differences in an applied setting. T h e new things deal primarily with organizational variables. You will see, however, that there are some old points to make concerning organizational variables and some new ones concerning individual differences. The interaction of the old and the new are presented within the framework of the history of the development and validation of a selection instrument for life insurance agents, the Aptitude Index. That development and validation has been in progress since 1922, is still in process in 1977, and will continue, I suspect, as long as any of us is around. Within this historical context, I will touch upon, at one time or another, the impact of: (a) societal changes upon validity and upon criteria; (b) organizational practices upon validity a n d upon criteria; (c) industry practices upon validity and upon criteria; ( d ) managerial behaviors upon validity and upon criteria. I will also touch on: (e) the statistical problems that one encounters in doing research in an industrial setting and (f) the fact that age
Personnel Psychology – Wiley
Published: Dec 1, 1977
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