Predictors Used for Personnel Selection: An Overview of Constructs, Methods and Techniques

Salgado, Jesús; Viswesvaran, Chockalingam; Ones, Deniz S.

doi:10.4135/9781848608320.n10

Cited by 119 publications

(144 citation statements)

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“…From the point of view of Salgado et al (2001, p. 180) "this is probably one of the largest amounts of incremental validity shown by a personnel selection method". The positive applicant reactions (Hausknecht, Day, & Thomas, 2004) and the resulting lower levels of adverse impact on ethnic groups, compared to paper-and-pencil tests of cognitive ability, constitute other remarkable positive characteristics of this method (Callinan & Robertson, 2000;Salgado, Ones, & Viswesvaran, 2001). With respect to the low level of adverse impact of work samples, it should be noted that this is related to the specific constructs that can be assessed by the work sample (Hough, Oswald, & Ployhart, 2001).…”

Section: Other Advantages and Some Disadvantages Of Work Sample Testsmentioning

confidence: 99%

“…Work sample tests have been widely used as a selection method since the beginning of the 20 th Century (Callinan & Robertson, 2000;Salgado, Ones, & Viswesvaran, 2001). A number of additional favorable arguments that go beyond their predictive validity justify their frequent utilization for selection purposes.…”

Section: Other Advantages and Some Disadvantages Of Work Sample Testsmentioning

confidence: 99%

“…However, the research questions concerning the underlying constructs measured by a work sample remain unsatisfactorily answered (Salgado et al, 2001). Actually, due to the fact that work sample tests are developed in order to replicate the nature of the job, instead of focusing on a specific and well-defined construct, investigation of the constructs measured on a work sample constitutes a complex matter (Roth et al, 2008).…”

Section: Relationships Of Work Samples With Other Constructs: What Domentioning

confidence: 99%

“…Schmitt, Gooding, Noe, and Kirsh (1984) conducted another relevant study using primary studies published between 1964 and 1984 in the Journal of Applied Psychology and the Journal of Personnel Psychology and found an uncorrected validity of .32 (K=7, N=382) when the criteria was job performance ratings. Some additional non-corrected coefficients were calculated for achievement/grades (r=.31, K=3, n=95) and wages (r=.44, K=4, n=1191) criteria (Salgado et al, 2001). A decade later, Russel and Dean (1994) extended the scope of Schmitt et al's (1984) previous study with subsequent published research, and the observed validity estimate was .37 (K=20, N = 3894) for validity of work samples in job performance in a variety of jobs.…”

Section: Validity Of Work Sample Testsmentioning

confidence: 99%

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Work Sample Tests: Their Relationship with Job Performance and Job Experience

Rodrigues

Rebelo

2009

Rev. trabajo y las organizaciones

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Resumen. Este artículo examina la relación entre los tests de muestras de trabajo (TMT) y la experiencia laboral (EL) con el desempeño de tarea y el desempeño contextual. En hipótesis, los TMT y la EL están relacionados con el desempeño de tarea, porque ambas medidas está relacionadas con las tareas y otras elementos técnicos intrínsecos del trabajo. Sin embargo, esperamos una relación no significativa entre el desempeño contextual y los TMT y la EL. Usando una muestra de 60 trabajadores de ensamblaje, los resultados sugieren que las muestras de trabajo son predictores válidos del desempeño de tarea, pero que no predicen el desempeño contextual. Con respecto a la experiencia laboral, los resultados indican una correlación moderada con as dos dimensiones de desempeño. Además, se encontró una correlación elevada entre los dos predictores. Finalmente, se discuten las implicaciones de estos resultados en relación con los dos predictores. Palabras clave: validez predictiva, tests de muestras de trabajo, experiencia laboral, desempeño de tarea, desempeño contextual.Abstract. This article examines the relationship between a work sample test (WST) and a measure of job experience (JE) with task and contextual performance. Hypothetically, WST and JE are related to task performance, because both are connected with working on tasks and other intrinsic technical elements of the job. Nevertheless, a non-significant relationship between contextual performance with WST and JE is to be expected. Using a sample of 60 assembly workers, the results suggest that work samples are indeed valid predictors of task performance but they do not predict contextual performance. With respect to job experience, the results reveal a moderate correlation with both dimensions of performance. Furthermore, a large correlation between both predictors was found. Implications of these results concerning the two predictors under study are discussed.

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Section: Other Advantages and Some Disadvantages Of Work Sample Testsmentioning

confidence: 99%

Section: Other Advantages and Some Disadvantages Of Work Sample Testsmentioning

confidence: 99%

Section: Relationships Of Work Samples With Other Constructs: What Domentioning

confidence: 99%

Section: Validity Of Work Sample Testsmentioning

confidence: 99%

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Work Sample Tests: Their Relationship with Job Performance and Job Experience

Rodrigues

Rebelo

2009

Rev. trabajo y las organizaciones

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“…SJTs are a type ofjob knowledge test (Legree, Psotka, Tremble, & Bourne, 2005;McDaniel & Nguyen, 2001;Salgado, Viswesvaran, & Ones, 2001;Schmidt & Hunter, 1993), and should be effective in measuring knowledge relevant to the performance dimensions in this research. A challenge in using SJTs to measure knowledge relevant to specific constructs is that SJTs are typically characterized by low internal consistency and multidimensionality, even when attempts are made to measure a specific construct (Gillespie, Oswald, Schmitt, Manheim, and Kim, 2002).…”

Section: Situational Judgment Testmentioning

confidence: 99%

Modeling the Direct and Indirect Determinants of Different Types of Individual Job Performance

Johnson¹,

Duehr²,

Hezlett³

et al. 2008

PsycEXTRA Dataset

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Employee Selection in Times of Change

Viswesvaran

Ones

2010

International Review of Industrial and Organizational Psychology 2010 Volume 25

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We write this chapter at a time when individuals, organizations, nations, and our world are faced with monumental challenges. Economies around the world are in the throes of a global recession: financial and employment markets are the worst since the Great Depression. Our planet is under assault from human activities, and its resources to sustain life are being irreversibly taxed. Resources that have traditionally fueled economic development are being depleted with reverberating economic and geopolitical repercussions. Against these calamities, humanity is being exalted to new heights through scientific and technological advances, but especially through increased communication and data storage, management, and utilization capabilities. Many of these advances, unprecedented in their reach, have rendered our world a truly global village. Organizations and employees of today must adapt and function against this backdrop. Challenges of environmental and economic sustainability, transformational forces of technological and demographic change, and concomitant globalization of markets and the workplace, are already having a dramatic impact on research and practice of personnel selection. For the science of personnel selection to retain its relevance to organizational and societal needs, the monumental changes of our times need to be incorporated into our models.

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Predictors Used for Personnel Selection: An Overview of Constructs, Methods and Techniques

Cited by 119 publications

References 0 publications

Work Sample Tests: Their Relationship with Job Performance and Job Experience

Work Sample Tests: Their Relationship with Job Performance and Job Experience

Modeling the Direct and Indirect Determinants of Different Types of Individual Job Performance

Employee Selection in Times of Change

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