Trainability assessments and work samples : a field study and a meta-analysis : a thesis presented in partial fulfillment of the requirements for the degree of Master of Arts in Psychology at Massey University

This study compared a work sample test with a trainability test for the prediction of typing students grades. A meta-analysis of the work sample literature was also carried out. Participants in the work sample trainability test comparison were 89 female first year Polytechnic typing students. Students were randomly assigned to either the work sample group or the trainability test group. Tutors then administered the relevant predictor and data was collected. Scores on the predictors were later correlated with the students grade in their second terms test. All the obtained correlations were found to be highly significant although the results unexpectedly revealed that the error score on the work sample was the best predictor overall. It was suggested that the tutors inexperience in administering trainability tests, their greater familarity with work samples and certain deficiencies in the criterion may have contributed to the unexpected trend in the data. Meta-analysis was used to cumulate and average results from many different studies which examined work samples. Studies which utilised training criteria were analysed seperately from those which employed job proficiency criteria. Results from the analysis showed substantial remaining variance following correction for statistical artifacts. The studies were then grouped according to Robertson and Kandola's (1982) classification of work samples in order to identify potential moderator effects. Meta-analysis of subgroups revealed that for all categories, with the exception of group discussion/decision making, considerable variance still remained following correction for statistical artifacts. It is suggested in the discussion that further research on work samples is required, particularly the development of a classificatory system which can accurately and reliably distinguish between types of work samples. Possibilities for future research on trainability tests are also explored

Reference reports : a meta-analytic review of predictive validity and an experimental study of rating accuracy : a thesis presented in partial fulfilment of the requirements for the degree of Doctor of Philosophy in Psychology at Massey University

Reference reports are a commonly used selection method in New Zealand and overseas. Although popular with practitioners, they have attracted little attention from researchers. To ascertain the predictive validity of reference reports a meta-analytic review was conducted. Results of the preliminary analysis provided a bare-bones estimated mean validity of 0.15, and a fully corrected estimated mean validity of 0.32. Substantial variance remained unaccounted for following corrections for sampling error. Subsequent moderated meta-analyses, based on degree of structure and psychometric soundness of the reference reports, was found to account for much of the variation in observed validity coefficients. Highly structured reports were found to be consistently superior to unstructured reports. Improvements in the validity of highly structured reports can be attributed to the control of leniency in ratings. However, no studies to date have evaluated the accuracy of referees' ratings. Drawing on the performance rating literature, an experimental study examining the influence of scale format, ratee characteristics, rating purpose, and rater affect on the accuracy of ratings was implemented. Asymmetrical, positively toned scales were found to reduce leniency in ratings compared to unstructured and Likert-type rating forms. Raters who expressed liking for the ratee were more lenient in their ratings compared to raters who expressed neutral or antagonistic feelings toward the ratee. No significant effects for rating purpose and ratee characteristics were apparent. Overall, the investigation points to deficiencies in the way reference reports are presently employed, and highlights the need for a more rigorous approach in their development and application

Corporate-Sponsored Volunteering: A Work Design Perspective

corporate social responsibility, employee volunteering, job crafting, prosocial motives, task design, volunteering task attributes,

Formal development opportunities and withdrawal behaviors by employees in small and medium-sized enterprises

This study explores direct and indirect relationships between involvement in formal training and development events, employee attitudes and withdrawal responses including turnover intentions and neglectful behavior for those employed in small and medium-sized enterprises (SMEs). Questionnaire data were obtained from 185 staff employed in a diverse range of SMEs. Our results suggest that employees that participate in more training and development events are less likely to be considering leaving their employer and less likely to engage in neglectful behavior. However, the analysis revealed that the effects of participation in formal training and development are fully mediated by perceptions of organizational support and job satisfaction. In contrast to results from studies in large organizations, affective commitment was not found to be an influential determinant of employee exit intentions or neglect