Utility Analysis for Multiple Selection Devices and Multiple Outcomes

Traditional utility analysis only calculates the value of a given selection procedure over random selection. This assumption is not only an inaccurate representation of staffing policy but leads to overestimates of a device\u27s value. This paper generates a new utility model that accounts for multiple selection devices and multiple criteria. The model is illustrated using previous utility analysis work and an actual case of secretarial employees with eight predictors and nine criteria. A final example also is provided which includes these advancements as well as other researchers\u27 advances in a combined utility model. Results reveal that accounting for multiple criteria and outcomes dramatically reduces the utility estimates of implementing new selection devices

Cognitive Ability and Career Attainment: The Moderating Effects of Early Career Success

Three explanations regarding the prediction that early career success will moderate the relationship between cognitive ability and career attainment are presented along with an empirical examination of this issue. Using longitudinal data provided for 156 managerial, professional, and technical employees, significant moderating effects for an age-graded index of early career success were observed. The relationships between two measures of cognitive ability and later career job level were stronger for individuals identified as below average with respect to early career success than for their above average counterparts. These results agree with the proposition that the acquisition of knowledge, skills, and information is particularly dependent upon cognitive ability for inhviduals competing without the advantages associated with early career signals of high potential

A consideration of the Thurstone Temperament Schedule as a predictor of job tenure in a textile company : an item analysis

Empirical investigations have demonstrated that employment tenure can be predicted by systematically analyzing the biographical information of job applicants. Similarly, long- and short-tenure industrial workers can be differentiated with various measures of interest. The present study examined the responses of two groups of employees, long- and short-tenure personnel, on a personality inventory, the Thurstone Temperament Schedule. Two hundred-ninety male employees were selected from the production population of a textile company. Of this number, 174 men constituted a long-tenure criterion group: they had been employed by the company for six consecutive months or longer. The short-tenure group, consisting of 116 men, had terminated their employment voluntarily before completing three consecutive months of work. One-third of both of these primary groups was selected at random to provide a holdout sample for a cross-validation analysis. While there were no consistent significant differences between the long- and short-tenure employees in terms of biographical information (age, education, and marital status), the long-tenure personnel, on two statistical analyses, scored significantly higher on a mental ability te.st than did the short-tenure workers

Subjective Employment Practices: Does the Discriminatory Impact Analysis Apply

In this Article, Mr. Rose addresses the conflict amongst the federal courts of appeals regarding the issue of whether a system committing decisionmaking in hiring, promotion, or pay to the discretion of other subjective judgments of supervisors is unlawful under federal equal employment opportunity law when it is not valid or necessary and has a discriminatory impact against minorities or women, or whether it is lawful in the absence of purposeful discrimination. The author analyzes the this issue in light of section 703 of the title VII of the Civil Rights Act of 1964 and applicable U.S. Supreme Court decisions in the area. Specifically, the author focuses his attention on Watson v. Fort Worth Bank & Trust, a case in which Supreme Court granted certiorari to resolve the conflict. The Article reviews the nature of subjective or discretionary decisionmaking, the treatment of the issue in the legislative history and the regulations and guidelines of the agencies having enforcement responsibilities, the arguments before the Court in Watson, and the possible consequences of the Court\u27s decision on employer practices

The prognostic value of a battery of tests with respect to student achievement in naval pre-flight school, N.A.B., Pensacola, Florida

Thesis (Ed.M.)--Boston Universit

For Our Information, July & August 1950, Vol. III, no. 1-2

An official publication of the ILR School, Cornell University, “for the information of all faculty, staff and students.

Situational judgment tests: A review of recent research

Purpose - The purpose of this paper is to give an empirically-based review of the strengths and weaknesses of situational judgment tests (SJTs). Design/methodology/approach - The features, history, and development of SJTs are discussed. Next, a computerized search (from 1990-2007) is conducted to retrieve empirical studies related to SJTs. The effectiveness of SJTs is discussed in terms of reliability, criterion-related validity, incremental validity, construct-related validity, utility, adverse impact, applicant perceptions, fakability, and susceptibility to practice and coaching effects. Findings - Strengths of SJTs are that they show criterion-related validity and incremental validity above cognitive ability and personality tests. SJTs have also less adverse impact towards minorities (especially if the cognitive loading of the SJT is low). Furthermore, applicant reactions towards SJTs are positive and SJTs enable to test large applicant groups at once (through the Internet). In terms of weaknesses, SJTs might be prone to faking, practice, and coaching effects. There is also debate about what constructs are measured by SJTs. Research limitations/implications - Five avenues for future research are discussed: construct-related validity of SJTs, utility of SJTs vis-a-vis other predictors, impact of SJT features on validity and adverse impact, examination of alternative stimulus and response formats, and cross-cultural transportability of SJTs. Practical implications - Practitioners receive evidence-based information about the features, development, and strengths and weaknesses of SJTs. Originality/value - Apart from the USA, SJTs have not made strong inroads in selection practice in Europe and other parts of the world. This evidence-based paper might highlight the value of SJTs

Consolidated bibliography of military and civilian studies in personnel retention and job turnover

Working Paper Serieshttp://archive.org/details/consolidatedbibl35reecNAN