Criterion-related validities of personality constructs and the effect of response distortion on those validities

Article Abstract:

A review of criterion-related validities of personality constructs indicated that six constructs are useful predictors of important job-related criteria. An inventory was developed to measure the 6 constructs. In addition, 4 response validity scales were developed to measure accuracy of self-description. These scales were administered in three contexts: a concurrent criterion-related validity study, a faking experiment, and an applicant setting. Sample sizes were 9, 188, 245, and 125, respectively. Results showed that (a) validities were in the .20s (uncorrected for unreliability or restriction in range) against targeted criterion constructs, (b) respondents successfully distorted their self-descriptions when instructed to do so, (c) response validity scales were responsive to different types of distortion, (d) applicants' responses did not reflect evidence of distortion, and (e) validities remained stable regardless of possible distortion by respondents in either unusually positive or negative directions. (Reprinted by permission of the publisher.)

Evaluation, Testing, Temperament, Self-evaluation, Self evaluation

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Estimation of Employment Test Validities by Expert Judgement

Article Abstract:

A comparison of the accuracy of two techniques of figuring employment test validity is highlighted. Expert judgement and small sample criterion-related validation studies were investigated. Data obtained from the United States Navy, over nine jobs with three thousand examples each, has validity results for six tests per job. Twenty psychologists figured the validity for fifty-four test job deals. Random and systematic error is measured. Accuracy was matched across a four-judge average. Findings show that expert judgement can yield greater estimate accuracy for cognitive test validity than local criterion-based validation techniques. A table of related data is included.

Psychological aspects, Human resource management, Military aspects

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Broadsided by broad traits: how to sink science in five dimensions or less

Article Abstract:

Ones and Viswesvaran (1996) erroneously argued that broadly defined personality measures are preferable over narrowly defined measures for personnel selection and theoretical explanation purposes. Although they are correct to assume that there should be a match between predictors and criteria in terms of specificity, the best criterion-related validities can be achieved if researchers employ a construct-oriented strategy to match particular traits to those specific job performance dimensions discovered to be job-relevant. Researchers should concentrate on developing job performance theories that include specific and meaningful constructs.

Analysis, Employee selection

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