SUMMARY THIS investigation was undertaken in an attempt to generalize regarding (1) the relationships of several measures of job performance for the same people, and (2) the usefulness of several kinds of tests for predicting job performance. This was accomplished by utilizing correlation coefficients from the following five sources: a) Dorcus and Jonesâ Handbook of Employee Selection, b) the Army Air Force, c) the Navy, d) the Personnel Research Section, Department of the Army, and e) articles which have appeared in the literature since the publication of Dorcus and Jones (1950). Some of the generalizations that seem warranted are as follows : (I) Various job performance scores correlated very low (median correlation of .28) with other measures of performance of the same job by the same people. This finding emphasizes the danger in substituting an âeasy to obtainâ measure of performance for a âhard to getâ measure without knowing their degree of equivalence. (2) Non-personality tests such as intelligence, performance, and achievement gave higher correlations (median of .33) than personality tests (median of .15) for predicting job performance. (3) âReady-madeâ non-personatity tests appeared to be neither better nor poorer on the average for predicting job 1 The author
Personnel Psychology – Wiley
Published: Jun 1, 1952
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