Refinements in validity generalization methods: implications for the situational specificity hypothesis

Article Abstract:

Using a large database, this study examined three refinements of validity generalization procedures: (a) a more accurate procedure for correcting the residual SD for range restriction to estimate SD(sub)p, (b) use of r(bar) instead of study-observed rs in the formula for sampling error variance, and (c) removal of non-Pearson rs. The first procedure does not affect the amount of variance accounted for by artifacts. The addition of the second and third procedures increased the mean percentage of validity variance accounted for by artifacts from 70% to 82%, a 17% increase. The cumulative addition of all three procedures decreased the mean SD(sub)p estimate from .150 to .106, a 29% decrease. Six additional variance-producing artifacts were identified that could not be corrcted for. In light of these, we concluded that the obtained estimates of mean SD(sub)p and mean validity variance accounted for were consistent with the hypothesis that the true mean SD(sub)p value is close to zero. These findings provide further evidence against the situational specificity hypothesis. (Reprinted by permission of the publisher.)

Methods, Examinations, Test validity, Statistics, Statistics (Data), Analysis of variance, Psychometrics

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Problems and pitfalls in using capital budgeting and financial accounting techniques in assessing the utility of personnel programs

Article Abstract:

In recent years, it has been advocated that capital budgeting and financial accounting techniques be used in evaluating the utility of human resources programs such as selection, training, and performance appraisal (Cronshaw & Alexander, 1985; Boudreau, 1983a, 1983b). We have demonstrated that many of these methods are often conceptually and logically inappropriate. We also showed that even in cases in which these techniques are logically applicable, their use many have unintended negative consequences. Finally, we discussed the question of the appropriate conceptual definition of utility. We conclude that different conceptual definitions of utility are useful under different circumstances; there is no single "correct" definition of utility. (Reprinted by permission of the publisher.)

Accounting and auditing, Human resource management, Employee training

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Interrater reliability coefficients cannot be computed when only one stimulus is rated

Article Abstract:

The practice in the literature of computing purported interrater reliability coefficients when only one stimulus (person or object) is rated is examined. This article demonstrates that such coefficients are without logical foundation in standard measurement theory. The methods advanced by James, Demaree, and Wolf (1984) for computing interrater reliability coefficients when only one stimulus is rated are considered and shown to be inconsistent with standard measurement principles and assumptions. Methods consistent with measurement theory are presented for indexing interrater agreement when only one stimulus is rated. These methods are based on the standard deviation of ratings across raters and the standard error of the mean rating. (Reprinted by permission of the publisher.)

Analysis, Reliability, Reliability (Trustworthiness), Psychological research

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