The Predictability of Various Kinds of Criteria

The Predictability of Various Kinds of Criteria 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 Jones’ 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 “easy to obtain” measure of performance for a “hard to get” 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) “Ready-made” non-personatity tests appeared to be neither better nor poorer on the average for predicting job 1 The author http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Personnel Psychology Wiley

The Predictability of Various Kinds of Criteria

Personnel Psychology, Volume 5 (2) – Jun 1, 1952

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Publisher
Wiley
Copyright
Copyright © 1952 Wiley Subscription Services, Inc., A Wiley Company
ISSN
0031-5826
eISSN
1744-6570
DOI
10.1111/j.1744-6570.1952.tb01002.x
Publisher site
See Article on Publisher Site

Abstract

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 Jones’ 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 “easy to obtain” measure of performance for a “hard to get” 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) “Ready-made” non-personatity tests appeared to be neither better nor poorer on the average for predicting job 1 The author

Journal

Personnel PsychologyWiley

Published: Jun 1, 1952

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