The authors conducted a 30-year review (1969-1998) of the size of moderating effects of categorical variables as assessed using multiple regression. The median observed effect size (f(2)) is only .002, but 72% of the moderator tests reviewed had power of .80 or greater to detect a targeted effect conventionally defined as small. Results suggest the need to minimize the influence of artifacts that produce a downward bias in the observed effect size and put into question the use of conventional definitions of moderating effect sizes. As long as an effect has a meaningful impact, the authors advise researchers to conduct a power analysis and plan future research designs on the basis of smaller and more realistic targeted effect sizes.

As the Internet has become more accessible to individuals and organizations, the use of computerized testing has become more feasible. Computerized testing has brought with it a demand for unproctored testing that allows test takers to take employment tests at times and places convenient to them. However despite the advantages of costs and convenience, unproctored Internet testing (UIT) introduces a number of issues, many of which have not yet been resolved. These problems range from hardware and software issues to concerns about the security of the test content, the identity of candidates, and cheating. This article explores the pros and cons of unproctored, Internet testing. Six panelists share their opinions and experiences regarding issues around UIT and offer suggestions for appropriate use and future research.

No abstract

No abstract

This series of studies examined the construct and criterion-related validity of polychronicity (i.e., preferences and attitudes associated with multitasking) in managerial and nonmanagerial jobs. A person-situation approach was taken to understand the individual differences and job demand characteristics that help explain the relationship between polychronicity and job performance. Hypotheses were tested with two samples of employees in different organizations (N = 222 and 168, respectively). Results provide support for polychronicity as a predictor of job performance and a correlate of other individual differences measures (e.g., personality, job-relevant skills). In addition, polychronicity accounted for variance in job performance beyond personality, biodata, and ability. Results are discussed in the context of future research and applications for identifying contexts in which polychronicity is a salient predictor.

As the usage of unproctored Internet testing (UIT) increases in selection settings, concerns about the validity of such practices must be addressed. While recent examinations of the issue have focused primarily on the practicality, ethics, and potential legal ramifications of UIT, this paper provides an examination of the criterion-related validity of unproctored assessments. Using a database of validity evidence, we examine the predictive validity of several noncognitive assessments (i.e., personality and biodata) with respect to a number of subjective and objective job performance metrics. Results generally indicate that assessments administered in proctored and unproctored settings have similar validities. Limitations of this research and implications for practice are discussed.

The purpose of this article is to introduce virtual reality technology as a potential tool for personnel selection in organizations. We describe virtual reality technology, its hardware and software requirements, and some current applications. Then we propose specific types of job knowledge, skills, abilities, and other characteristics (KSAOs) particularly suitable to being assessed using virtual reality technology. We emphasize KSAOs that hold the greatest promise in terms of yielding greater validity than more commonly used selection techniques. We hope the present article will stimulate and guide future empirical research on the potential of virtual reality technology as a personnel selection tool.

No abstract