Validation of Externally Developed Assessment Procedures for Identification of Supervisory Potential

Worbois, G. M.

doi:10.1109/emr.1981.4306905

Cited by 3 publications

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“…Another paper (225) reported relatively high assessment validities when a "salary growth" criterion measure was obtained long after rather than shortly after assessment. A fo urth validity study demonstrated the portability of an assessment center for managers (320). A center was developed as a multi-company assessment tool and its concurrent valid ity in one company was fo und to be reasonably high.…”

Section: Multiple Assessment Proceduresmentioning

confidence: 99%

Personnel Selection and Classification Systems

Dunnette¹,

Borman²

1979

Annu. Rev. Psychol.

164

136

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Section: Multiple Assessment Proceduresmentioning

confidence: 99%

Personnel Selection and Classification Systems

Dunnette¹,

Borman²

1979

Annu. Rev. Psychol.

164

136

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“…Their approach has been to analyze the job, identify the major ability dimensions, and then select assessment techniques to measure these requirements. Worbois (1975) has demonstrated that such an approach has merit; the median predictive validity for 12 assessment variables and supervisory ratings of performance in his study was .39. The selection fairness of the assessment center method for minority and female applicants has likewise been documented (Huck, 1974;Huck & Bray, 1976;Moses, 1973;Moses & Wall, 1975).…”

mentioning

confidence: 97%

Utility of the assessment center as a selection device.

Cascio¹,

Silbey²

1979

Journal of Applied Psychology

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Psychometric evaluations of the assessment center method have consistently shown positive results. However, this "classical validity" approach ignores certain external parameters of the situation (e.g., selection ratio, cost of the procedure) that largely determine the overall utility of a selection device. Moreover, the classical validity approach ignores the systemic nature of the selection process. Utility theory attempts to overcome these deficiencies by placing primary emphasis on the outcomes of prediction rather than on measurement and prediction per se. The utility of the assessment center was evaluated by means of the Brogden-Cronbach-Gleser continuous variable utility model. After specifying several cost assumptions, six parameters were varied systematically: the validity and cost of the assessment center, the validity of the ordinary selection procedure, the selection ratio, the standard deviation of the criterion, and the number of assessment centers. The largest impacts on assessment center payoffs were exerted by the size of the criterion standard deviation, the selection ratio, and the difference in validity between the assessment center and the ordinary selection procedure. Even assessment centers with validities as low as .10 showed positive gains in utility over random selection.

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“…Written and oral communication skills are two of the most important skills for success as a manager (Warbois, 1975). Yet, sex differences based on folk-linguistics, which has been defined as common beliefs about a language (Hoenigswald, 1966), suggest that stereotypically women demonstrate ineffective communication characteristics such as verbosity, constrained vocabulary, and indirect requests (Thorne and Henley, 1975).…”

Section: Women Who Are Seeking Managerial Positions In Organizationsmentioning

confidence: 99%

Gender Differences in Managerial Communication: Fact or Folk-linguistics?

Smeltzer

Werbel

1986

Journal of Business Communication

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The literature on gender differences in managerial communications is strongly influenced by folk-linguistics. This study used written managerial communications to test the quality and stylistic differences purported to exist between genders . The gender of the sender and the receiver did not have a significant effect on the style or quality of written communications. Differences in communication styles between men and women may be limited to verbal and nonverbal communication. WOMEN WHO ARE SEEKING MANAGERIAL POSITIONS in organizationshave encountered difficulties in being promoted and in gaining the acceptance of other employees (Stead, 1978;Henning and Jardin, 1976). to the difficulty which women as managers encounter.Communication presents a special difficulty for women. Written and oral communication skills are two of the most important skills for success as a manager (Warbois, 1975). Yet, sex differences based on folk-linguistics, which has been defined as common beliefs about a language (Hoenigswald, 1966), suggest that stereotypically women demonstrate ineffective communication characteristics such as verbosity, constrained vocabulary, and indirect requests (Thorne and Henley, 1975). The research reported here questions the validity of the stereotypes of women as communicators in regard to writing style and quality.A review of the literature on women's communications provides a foundation for understanding the problem. Lakoff (1973) asserted that women are discriminated against both in the language they are taught to use and the way general language use treats them. This contention spawned a flurry of research purporting to ask and answer questions about women's language. Thorne and Henley (1975) characterized interest in language and sex as &dquo;spreading like wildflowers,&dquo; but &dquo;numerous speculations, untested hypotheses, and anecdotal observations evident in the emerging literature&dquo; must be checked by careful research. Concurrently, Kramer (1974a) was expressing the same concern about the extensive use of anecdotal reports and unsupported speculation about women's communication rather than empirical research.In an early literature review, Eakins and Eakins (1978) conclude that communication differences between sexes exist, but the research is at The University of Iowa Libraries on July 11, 2015 job.sagepub.com Downloaded from 42 principally anecdotal. Furthermore, empirical studies which report gender differences in communication do so as adjunct findings in studies primarily designed to investigate other variables (Talley and Richmond, 1980). Two recent books, Spender's Man Made Language (1980) and Kramarae's Women and Men Speaking (1981), indicate that there is some evidence for the existence of sex differences in human communication. However, Bradley (1981) indicates many of the conclusions are based on opinion, speculation, introspection, and personal experience. Barryman (1980) states that the research on sex-based language distinctions is characterized by some unsupported, some t...

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Validation of Externally Developed Assessment Procedures for Identification of Supervisory Potential

Cited by 3 publications

References 0 publications

Personnel Selection and Classification Systems

Personnel Selection and Classification Systems

Utility of the assessment center as a selection device.

Gender Differences in Managerial Communication: Fact or Folk-linguistics?

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