Modification of the Minnesota Clerical Test to predict performance on video display terminals

Article Abstract:

Because of the increased use of video display terminals (VDTs) by clerical workers, the Minnesota Clerical Test (MCT) might need to be modified if it is to predict accurately the performance of clerical workers who use word processors, and new norms might be required for a VDT version of the test. The MCT was administered to 34 subjects in three different forms: paper, VDT, and paper and VDT combined. No alternate forms of the MCT correlated significantly higher than the standard paper and pencil MCT with an interactive word processor task. Also, scores on the MCT administered on a VDT or on a paper and VDT combination failed to explain significantly more variance in performance on the interactive task than did the standard paper MCT alone when these scores were used as predictors in a regression equation. Results suggest that the standard MCT does not require revision; however, the difference in mean performance among the three media suggest that new norms would need to be developed if the MCT were to be administered in whole or in part on a VDT. (Reprinted by permission of the publisher.)

Office automation, Video monitors

---

Studies of the structured behavior interview

Article Abstract:

Recruiters from 8 telecommunications companies interviewed applicants or incumbents in four studies of the psychometric properties of structured behavioral interviews for management and marketing positions. Results yielded an interrater reliability estimate of .64 (n=37), a mean criterion-related validity estimate of .22 (n is approximately 500), evidence of convergent and discriminant validity, and small race and sex differences. In a fifth study, 3 doctoral students rated audiotapes and written summaries of 146 interviews conducted by recruiters. Results show that valid judgments are possible from information about interviewees' past behavior even without access to nonverbal cues in the interview itself and that judgmental accuracy is related to amount of relevant behavioral information, which, in turn, is related to interviewers' questioning skills. (Reprinted by permission of the publisher.)

Employment interviewing, Interviews

---

The consequences of halo 'error' in performance ratings: a field study of the moderating effect of halo on test validation results

Article Abstract:

Performance ratings of 294 clerical workers in a validation study of clerical ability tests indicated that halo, measured as the standard deviation across dimensions, consistently moderated the relationships between dimension ratings and scores on valid tests. Greater halo resulted in higher validity coefficients, and also was related to higher performance ratings. In an additional analysis, statistically controlling for the effect of the overall rating on dimension ratings resulted in poorer validation results, with dimension ratings rarely adding additional variance to that of overall ratings. The results of this study contradicted the traditionally held view of halo as a rating 'error,' and are consistent with recent laboratory studies that have found accuracy and halo positively related. (Reprinted by permission of the publisher.)

Employee performance appraisals, Performance appraisals, Occupational aptitude tests

Similar abstracts:

• Abstracts: An examination of the effects of organizational district and team contexts on team processes and performance: a meso-mediational model
• Abstracts: Activation theory and task design: an empirical test of several new predictions. The dimensionality of job characteristics: some neglected issues
• Abstracts: A review of applications of the sociotechnical systems approach to health care organizations. Implementing participative management: transition issues from the field
• Abstracts: Effects of raters' stress on the dispersion and favorability of performance ratings. part 2 Job-related stress, social support, and burnout among classroom teachers
• Abstracts: Within-task intercorrelations of skilled performance: implications for predicting individual differences?

This website is not affiliated with document authors or copyright owners. This page is provided for informational purposes only. Unintentional errors are possible.