Does pre-employment drug use predict on-the-job suitability?

McDaniel, Michael A.

doi:10.1037/e471862004-001

Cited by 5 publications

(4 citation statements)

References 12 publications

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“…Thus, this measure taps many of the content domains found in background investigations yet uses close-ended items and thus resembles a biodata inventory. Of the several studies that have examined this data set (Laurence, 1986;McDaniel, 1988;Means & Heisey, 1986;Means & Laurence, 1986;Means, Laurence, & Walters, 1984;Means & Perelman, 1984), the work of Steinhouse (1988) is the most similar to the present investigation. The purpose of the Steinhouse study was to evaluate the relationship between EBIS variables and military attrition.…”

supporting

confidence: 59%

Biographical constructs for predicting employee suitability.

McDaniel¹

1989

Journal of Applied Psychology

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The use of background investigation data in personnel screening is reviewed. Background investigations are routinely conducted on persons seeking positions of trust in law enforcement, the nuclear power industry, and military and civilian occupations requiring government-issued security clearances. The application of background investigation information in personnel screening differs in many important ways from biodata applications developed by psychologists. In this article, these differences are reviewed, and the construct and criterion-related validity of a survey-based measure are examined. This measure taps content domains typically explored in background investigations. Seven background factors were identified. The background scales showed acceptable reliability, informative interscale relationships, and useful levels of criterion-related validity.Using background data as a predictor of human performance has a long history in psychology (Owens, 1976). Use of background data is based on the premise that an individual's past behavior and experiences are useful predictors of future behavior and experiences. The results of hundreds of studies have shown background data to be an effective predictor for a variety of human performance domains (for reviews, see Asher, 1972;Owens, 1976;Reilly & Chao, 1982). Although data from background investigations are routinely used for screening applicants for positions of trust, background investigation data have received little attention from personnel psychologists (Lipman, 1988;Overman, 1988). In this paper I review the differences between background investigations and the type of biodata applications (hereafter called biodata inventories) that are more familiar to personnel psychologists. Then, using a survey instrument that measures content domains typically explored in background investigations, I evaluate the construct and criterion-related validity of the background domains.The first difference between biodata inventories and background investigations is the type of occupation for which screening is conducted. Biodata inventories have been used to screen applicants for a diverse set of occupations, including taxicab drivers, secretaries, airplane pilots, and managers. In contrast, background investigation data are primarily used when screening personnel for positions of trust in which integ-The opinions expressed in this article are mine and do not necessarily reflect those of my present or past employers. This article has benefited from comments received from Douglas Rosenthal, Bruce Barge, Frank Schmidt, Hannah Rothstein, Richard Arvey, Janice Laurence, the editor, and an anonymous reviewer. I am particularly indebted to Stephen D. Steinhouse for sharing his knowledge and experience with this data base. Correspondence concerning this article should be addressed to Michael A. McDaniel, Booz, Allen and Hamilton Inc., 4330 East-West Highway, Bethesda, Maryland 20814-4455. rity and positive psychological adjustment are particularly desirable. Such occupations include law...

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supporting

confidence: 59%

Biographical constructs for predicting employee suitability.

McDaniel¹

1989

Journal of Applied Psychology

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“…DeSimone (2002) subsequently confirmed this relationship among males using the 1984 cohort of the National Longitudinal Survey of Youth. Alternatively, McDaniel (1988) investigated this relationship from an employer perspective and found that a greater frequency of cannabis use and earlier first reported age of use was positively related to employer classification as an unsuitable hire.…”

Section: Empirical Examination Of the Link Between Cannabis Use And Ementioning

confidence: 99%

Economic Effects of Adolescent to Adult Patterns of Cannabis Use: Full-Time Employment and Employment Stability

Augustyn

Loughran

Larroulet

et al. 2020

Journal of Drug Issues

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Research has yet to examine stability in employment as a function of cannabis use once an individual transitions into full-time work. Using data from the Rochester Youth Development Study, trajectories of cannabis use spanning ages 14 to 30 were identified among a sample of predominantly minorities (>80%; 68% African American). After hard-classifying individuals by patterns of cannabis use, probabilities of full-time employment and conditional probabilities of full-time employment were calculated and compared across patterns of use. Abstention or rare cannabis use was associated with a higher likelihood of full-time employment compared with other cannabis use patterns. Full-time employment stability was high for each pattern of cannabis use (>89%) and differences decreased with age and prior periods of employment. The results indicate that patterns of cannabis use spanning adolescence to adulthood have limited impact on the ability to retain full-time employment once employed and are interpreted in light of growing legalization of cannabis use.

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“…Schwenk and Rhodes provide short introductions to four different research paradigms to studying marijuana and work; each followed by one or two example reprints from the research literature. Thus the editors have reprinted six manuscripts from four very different streams of research on marijuana and work behaviors: (a) controlled experiments (Kagel, Battalio, & Miles, 1980), (b) survey research (Kaestner, 1994a;1994b), (c) preemployment drug testing (McDaniel, 1988;Normand, Salyards, & Mahoney, 1990), and (d) ethnographic field research (Dreher, 1982). These articles reflect diverse approaches from psychology, economics, and anthropology.…”

Section: Cessmentioning

confidence: 99%

Book Review Section

2000

Personnel Psychology

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Book reviews in this article: Edgar H. Schein. The Corporate Culture Survival Guide. Laurence D. Ackerman. Identity is Destiny: Leadership and the Roots of Value Creation. Howard Aldrich. Organizations Evolving. Michael R. Lisack and Hugh P. Gunz (Editors). Managing Complexity in Organizations: A View in Many Directions. Robert E. Quinn, Regina M. O'Neill, and Lynda St. Clair (Editors). Pressing Problems in Modern Organizations (That Keep Us Up at Night): Pansforming Agendas for Research and Practice. Roger Lewin and Birute Regine. The Soul at Work Listen…Respond…Let Go: Embracing Complexity Science for Business Success. Manuel London. Principled Leadership and Business Diplomacy: Value‐Based Strategies for Management Development. Sandi Mann. Hiding What We Feel, Faking What We Don't. Margaret Brindle and Lisa A. Mainiero. Managing Power Through Lateral Networking. Stephen M. Dent. Partnering Intelligence: Creating Value for Your Business by Building Strong Alliances. David Giber, Louis Carter, and Marshall Goldsmith (Editors). Linkage Inc.'s Best Practices in Leadership Development Handbook Case Studies, Instruments, Waining. William J. Rothwell and H. C. Kazanas. Building In‐House Leadership and Management Development Programs: Their Creation, Management, and Continuous Improvement. Theresa Mine. Remaking Teams: The Revolutionary Research‐Based Guide That Puts Theory Into Practice. Ferdinand Tesoro and Jack Tootson. Implementing Global Performance Measurement Systems: A Cookbook Approach. Todd Lapidus. High Impact Training: Getting Results and Respect. Pat Joynt and Bob Morton (Editors). The Global HR Manager: Creating the Seamless Organization. Jerard E Kehoe (Editor). Managing Selection in Changing Organizations. Gerald R. Ferris (Editor). Research in Personnel and Human Resource Management, Volume 17. Charles R. Schwenk and Susan L. Rhodes (Editors). Marijuana and the Workplace: Interpreting Research on Complex Social Issues. Linda L. Murphy, James C. Impara, Barbara S. Plake (Editors). Tests in Print V, Volumes 1 and 2. Donald T Campbell and David A. Kenny. A Primer on Regression Artifacts. Ronald H. Heck and Scott L. Thomas. An Introduction to Multilevel Modeling Techniques. Roderick P. McDonald. Test Theory: A Unified Approach. Susan E. Embretson and Scott L. Hershberger (Editors). The New Rules of Measurement: What Every Psychologist and Educator Should Know. BOOKS AND MATERIALS RECEIVED

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Does pre-employment drug use predict on-the-job suitability?

Cited by 5 publications

References 12 publications

Biographical constructs for predicting employee suitability.

Biographical constructs for predicting employee suitability.

Economic Effects of Adolescent to Adult Patterns of Cannabis Use: Full-Time Employment and Employment Stability

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