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

Stability, reliability and cross-mode correlations of tests in a recommended 8-minute performance assessment battery

A need exists for an automated performance test system to study drugs, agents, treatments, and stresses of interest to the aviation, space, and environmental medical community. The purpose of this present study is to evaluate tests for inclusion in the NASA-sponsored Automated Performance Test System (APTS). Twenty-one subjects were tested over 10 replications with tests previously identified as good candidates for repeated-measure research. The tests were concurrently administered in paper-and-pencil and microcomputer modes. Performance scores for the two modes were compared. Data from trials 1 to 10 were examined for indications of test stability and reliability. Nine of the ten APT system tests achieved stability. Reliabilities were generally high. Cross-correlation of microbased tests with traditional paper-and-pencil versions revealed similarity of content within tests in the different modes, and implied at least three cognition and two motor factors. This protable, inexpensive, rugged, computerized battery of tests is recommended for use in repeated-measures studies of environmental and drug effects on performance. Identification of other tests compatible with microcomputer testing and potentially capable of tapping previously unidentified factors is recommended. Documentation of APTS sensitivity to environmental agents is available for more than a dozen facilities and is reported briefly. Continuation of such validation remains critical in establishing the efficacy of APTS tests

Experiential Learning in Industrial/Organizational Psychology: A Case Study

Experiential learning is considered a powerful tool for learning in college. Community-based research is one type of experiential learning that has been used to learn research skills in a variety of social science disciplines. The current case study was conducted as an experiential learning research project. A team of six students and a professor from a small Midwestern college conducted community-based research with a large agribusiness company headquartered near the college. The goal of the project was to create an effective employee-selection process for this firm and to provide an effective learning experience for students. This included development of a situational judgment test, cognitive ability testing, and personality assessment. The article focuses on steps taken to organize a community- based research project, the steps required to develop an effective selection process, and an evaluation of the experience from students, the community partners, and faculty

Pitch ability as an aptitude for tone learning

Tone languages such as Mandarin use voice pitch to signal lexical contrasts, presenting a challenge for second/foreign language (L2) learners whose native languages do not use pitch in this manner. The present study examined components of an aptitude for mastering L2 lexical tone. Native English speakers with no previous tone language experience completed a Mandarin word learning task, as well as tests of pitch ability, musicality, L2 aptitude, and general cognitive ability. Pitch ability measures improved predictions of learning performance beyond musicality, L2 aptitude, and general cognitive ability and also predicted transfer of learning to new talkers. In sum, although certain nontonal measures help predict successful tone learning, the central components of tonal aptitude are pitch-specific perceptual measures

Microcomputer-based tests for repeated-measures: Metric properties and predictive validities

A menu of psychomotor and mental acuity tests were refined. Field applications of such a battery are, for example, a study of the effects of toxic agents or exotic environments on performance readiness, or the determination of fitness for duty. The key requirement of these tasks is that they be suitable for repeated-measures applications, and so questions of stability and reliability are a continuing, central focus of this work. After the initial (practice) session, seven replications of 14 microcomputer-based performance tests (32 measures) were completed by 37 subjects. Each test in the battery had previously been shown to stabilize in less than five 90-second administrations and to possess retest reliabilities greater than r = 0.707 for three minutes of testing. However, all the tests had never been administered together as a battery and they had never been self-administered. In order to provide predictive validity for intelligence measurement, the Wechsler Adult Intelligence Scale-Revised and the Wonderlic Personnel Test were obtained on the same subjects

The impact of active workstations on workplace productivity and performance: a systematic review

Active workstations have been recommended for reducing sedentary behavior in the workplace. It is important to understand if the use of these workstations has an impact on worker productivity. The aim of this systematic review was to examine the effect of active workstations on workplace productivity and performance. A total of 3303 articles were initially identified by a systematic search and seven articles met eligibility criteria for inclusion. A quality appraisal was conducted to assess risk of bias, confounding, internal and external validity, and reporting. Most of the studies reported cognitive performance as opposed to productivity. Five studies assessed cognitive performance during use of an active workstation, usually in a single session. Sit-stand desks had no detrimental effect on performance, however, some studies with treadmill and cycling workstations identified potential decreases in performance. Many of the studies lacked the power required to achieve statistical significance. Three studies assessed workplace productivity after prolonged use of an active workstation for between 12 and 52 weeks. These studies reported no significant effect on productivity. Active workstations do not appear to decrease workplace performance

Economic and Hypothetical Dictator Game Experiments: Incentive Effects at the Individual Level

The paper compares behavior in economic dictator game experiments played with actual money (amounts given by "dictator" subjects) with behavior in hypothetical dictator game experiments where subjects indicate what they would give, although no money is actually exchanged. The average amounts transferred in the two experiments are remarkably similar. Moreover, we uncover meaningful individual differences in real and hypothetical allocations and demonstrate the importance of two personality traits - agreeableness and extraversion - in reconciling them. We conclude that extraverts are "all talk;" agreeable subjects are "for real."Dictator Game, Incentives, Individual Differences, Personality

What are the Best Practices for Measuring Learning Agility, Cognitive Ability, and Personal Inventory and How are Companies Currently Using Them?

[Excerpt] Research shows that the careful use of talent assessments can result in increased productivity, cost savings and better retention of top employees. As a result, nearly two-thirds of recruiting executives are considering their organizations’ assessment and selection capabilities as one of their top three near-term priorities and are increasing their budgets by an average of 15%. Unfortunately, many HR professionals are unaware of the value of formal assessments and the types of assessments that have proven to be most effective

A validity study of the Wonderlic personnel test

Business and Industry is turning more and more to the use of standardized psychological tests as an aid in the selection and placement of personnel. Many concerns want to have, along with all other pertinent information, a measure of a potential employee\u27s general intelligence. Therefore, some sort of intelligence test is found in their test batteries. Management, in most cases, prefers these various tests to be as simple as possible in their administration and evaluation, thus avoiding unnecessary time am expense. There are a number of short intelligence tests which meet the above requirement One of these, the Wonderlic Personnel Test, is used widely in business and industry. The Wonderlic Personnel Test is a restandardized abridgment of the Otis Self-administering Test of Mental Ability, Higher Form. It is particularly adapted to the needs of business and industry in that it is practically self-administering and can be given an:l scored b7 a trained clerk. The Wonderlic is called a personnel test,rather than an intelligence test, in order to lessen the hesitancy and fear that is often created in persons taking mental ability tests. The purpose of thisttudy was to compare the Wonderlic Personnel Test with the Wechsler Adult Intelligence Scale, or the WAIS as it is communally called. The WAIS is the most carefully standardized test of general intelligence available, and its validity has been proven in numerous studies. The Wonderlic Personnel Test al.so purport.a to measure general intelligence, but it lacks the research and study that has been given to the WAIS. Considering the wide use or the Wonderlic as a test of mental ability, a validity study with the well-standardized WAIS as a criterion seems desirable

Passing on Success? Productivity Outcomes for Quarterbacks Chosen in the 1999-2004 National Football League Player Entry Drafts

Seventy quarterbacks were selected during six NFL drafts held 1999-2004. This paper analyzes information available prior to the draft (college, college passing statistics, NFL Combine data) and draft outcomes (overall number picked and signing bonus). Also analyzed for these players are measures of NFL playing opportunity (games played, games started, pass attempts) and measures of productivity (Pro Bowls made, passer rating, DVOA, and DPAR) for up to the first seven years of each drafted player’s NFL career. We find that more highly-drafted QBs get significantly more opportunity to play in the NFL. However, we find no evidence that more highly-drafted QBs become more productive passers than lower-drafted QBs that see substantial playing time. Furthermore, QBs with more pass attempts in their final year of more highly-ranked college programs exhibit lower NFL passing productivity.Sports, NFL, Draft, Quarterback, Productivity