A theory of the validity of predictors in selection

Smith, Mike

doi:10.1111/j.2044-8325.1994.tb00546.x

Cited by 40 publications

(45 citation statements)

References 31 publications

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“…Although some authors (e.g. Smith, 1994;Van Vianen, 2000;Vandenberghe, 1999) argue that fit measures are very suitable in the field personnel selection, our results suggest that these measures should be used with care for career starters.…”

Section: Limitations and Future Research Directionscontrasting

confidence: 56%

Met expectations and supplies–values fit of Dutch young adults as determinants of work outcomes

Taris¹,

Feij²,

Vianen³

2005

The International Journal of Human Resource Management

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Many studies have shown that work outcomes, such as job satisfaction and turnover intentions, are affected by met expectations and the fit between the work values of an employee and the supplies offered by the organization. However, research that investigates their simultaneous effects on work outcomes is absent in the literature. This study examined the concurrent effects of met expectations and supplies-values (S-V) fit of Dutch young adults on job satisfaction and intention to leave. It was hypothesized that met expectations as an outcome of a cognitive evaluation process would explain variance in affective work outcomes beyond and above that predicted by measures of S-V fit and main effects of job supplies and work values. Results supported this hypothesis. Theoretical and practical implications of these results directions for future research are discussed.

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Section: Limitations and Future Research Directionscontrasting

confidence: 56%

Met expectations and supplies–values fit of Dutch young adults as determinants of work outcomes

Taris¹,

Feij²,

Vianen³

2005

The International Journal of Human Resource Management

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“…Later reviews confirm these basic findings: work samples are among the most valid predictors of job performance, having mean validities in the 40s to .50s (Hunter & Hunter, 1984;Robertson & Kandola, 1982;Schmidt & Hunter, 1998;Schmitt, Gooding, Noe, & Kirsch, 1984). M. Smith's (1994) theory, the high validity of work samples is seen to arise from the objective assessment of representative job duties that are required for successful job performance in specific jobs.…”

Section: Charles E Lancementioning

confidence: 89%

Summer Research Program - 1998 Summer Research Extension Program Volume 1 Armstrong Laboratory

Moore¹

1998

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PubSc report™ bunlen for this collection of information is estimated to average 1 hour per response, including the time for reviewing, instructions, searcl the collection of information. Send comments regarding this burden estimate or any other aspect of this collection of information^incWng sugg« AUTHOR(S)Gary Moore PERFORMING ORGANIZATION NAME(S) AND ADDRESS(ES)Research & Development Laboratories (RDL) 5800 Uplander Way Culver City, CA 90230-6608 The United States Air Force Summer Research Program (SRP) is designed to introduce university, college, and technical institute faculty members to Air Force research. This is accomplished by the faculty members, graduate students, and high school students being selected on a nationally advertised competitive basis during the summer intersession period to perforn research at Air Force Research Laboratory (AFRL) Technical Directorates and Air Force Air Logistics Centers (ALC). AFOSR also offers its research associates (faculty only) an opportunity, under the Summer Research Extension Program (SREP), to continue their AFOSR-sponsored research at their home institutions through the award of research grants. This volume consists of the SREP program background, management information, statistics, a listing of the participants, and the technical report for each participant of the SREP working at the AF Armstrong Laboratory. SPONSORING/MONITORING AGENCY NAME(S) AND ADDRESS(ES)Air SUBJECT TERMS J GENERAL INSTRUCTIONS FOR COMPLETING SF 298The Report Documentation Page (RDP) is used in announcing and cataloging reports. It is important that this information be consistent with the rest of the report, particularly the cover and title page. Instructions for filling in each block of the form follow. It is important to stay within the fines to meet optical scanning requirements. Block 1. Agency Use Only (Leave blank).Block 2. Report Date. Full publication date including day, month, and year, if available (e.g. 1 Jan 88). Must cite at least the year.Block 3. Type of Report and Dates Covered. State whether report is interim, final, etc. If applicable, enter inclusive report dates (e.g. 10Jun87-30Jun88).Block 4. Title and Subtitle. A title is taken from the part of the report that provides the most meaningful and complete information. When a report is prepared in more than one volume, repeat the primary title, add volume number, and include subtitle for the specific volume. On classified documents enter the title classification in parentheses.Block 5. Funding Numbers. To include contract and grant numbers; may include program element number(s), project number(s), task number(s), and work unit number(s). Use the following labels:C -Contract G -Grant PE-Program ElementPR -Project TA ■ Task WU -Work Unit Accession No.Block 6. Author(s). Name(s) of person(s) responsible for writing the report, performing the research, or credited with the content of the report. If editor or compiler, this should follow the name(s). Block 7.Performing Organization Name(s) and Address(es). Self-explanatory.B...

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“…First, the practice of examining isolated, individual personality variables ignores configural interpretation (Smith 1994;Hogan, Hogan and Roberts 1996;Murphy and Davidshofer 1998). Configural interpretation recognizes that the way in which each trait operates depends, in part, on the pattern of other traits.…”

Section: Personality Testsmentioning

confidence: 99%

Psychological testing for selection purposes: a guide to evidence-based practice for human resource professionals

Carless

2009

The International Journal of Human Resource Management

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A theory of the validity of predictors in selection

Cited by 40 publications

References 31 publications

Met expectations and supplies–values fit of Dutch young adults as determinants of work outcomes

Met expectations and supplies–values fit of Dutch young adults as determinants of work outcomes

Summer Research Program - 1998 Summer Research Extension Program Volume 1 Armstrong Laboratory

Psychological testing for selection purposes: a guide to evidence-based practice for human resource professionals

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