The Validity and Utility of Selection Methods in Personnel Psychology: Practical and Theoretical Implications of 85 Years of Research Findings
This article summarizes the practical and theoretical implications of 85 years of research in personnel selection. On the basis of meta-analytic findings, this article presents the validity of 19 selection procedures for predicting job performance and training performance and the validity of paired...
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Veröffentlicht in: | Psychological bulletin 1998-09, Vol.124 (2), p.262-274 |
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Format: | Artikel |
Sprache: | eng |
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Zusammenfassung: | This article summarizes the practical and theoretical implications of 85 years of research
in personnel selection. On the basis of meta-analytic findings, this article presents the
validity of 19 selection procedures for predicting job performance and training performance and
the validity of paired combinations of general mental ability (GMA) and the 18 other selection
procedures. Overall, the 3 combinations with the highest multivariate validity and utility for
job performance were GMA plus a work sample test (mean validity of .63), GMA plus an integrity
test (mean validity of .65), and GMA plus a structured interview (mean validity of .63). A
further advantage of the latter 2 combinations is that they can be used for both entry level
selection and selection of experienced employees. The practical utility implications of these
summary findings are substantial. The implications of these research findings for the
development of theories of job performance are discussed. |
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ISSN: | 0033-2909 1939-1455 |
DOI: | 10.1037/0033-2909.124.2.262 |