James E. Campion

Structured interviewing: A note on incremental validity and alternative question types.

The study assess whether a structured interview can have incremental validity in the prediction of job performance beyond a battery of cognitive ability tests and whether future-oriented (e.g., situational) or past-oriented (e.g., behavior description) questions have higher validity. A 30-item structured interview, with 15 future and 15 past questions, and a battery of nine test were correlated with job performance in a sample of 70 pulp mill employees. All measures exhibited high variance and high reliability. The validity for past questions was higher (but not significantly) than for future questions

Employment Interview on Trial: Linking Interview Structure With Litigation Outcomes

The authors linked interview structure and litigation outcomes conceptually and empirically. Using legal and psychological literatures, they established a conceptual link based on reduced opportunities for differential treatment through standardization, reduced potential for bias through increased objectivity, and increased job relatedness. Analyzing decisions regarding 84 disparate-treatment claims and 46 disparate-impact claims in federal court cases, they established an empirical link between interview structure and how judges explained their verdicts. The 17 aspects of interview structure were scored in these cases. They collapsed into 3 composites: objective-job related, standardized administration, and multiple interviewers. Most items and composites were significantly related to favorable verdicts for defendants in both types of claims. The objective-job related composite was most highly related, followed by standardized administration. It is concluded that structure enhances interview reliability and validity, and it is also linked to litigation outcomes.

Factors relating to relocation decisions of research and development employees

Abstract The present study investigated factors related to relocation decisions of employees of a research and development laboratory who, faced with a facility relocation, either relocated from the northeast to the southwest or lost their current jobs. We extended earlier research by including a wider range of variables than earlier studies and by measuring actual relocation decisions rather than willingness to relocate. Results indicated that employees who had lived a shorter time in the community and had more positive perceptions of the new jobs attributes were more likely to relocate. Contrary to expectations, employees with high school age children living at home were more likely to relocate than families without high school age children. The results were compared with findings from earlier studies, and areas for future research were discussed.

The impact of four missing data techniques on validity estimates in human resource management

While missing data are a commo problem in field settings, there is relatively little information in human Resource Management to guide researchers when they conduct analyses with incomplete data. This article discusses four techniques to deal wih missing data. The implications of using listwise deletion, pariwise deletion, mean substitution, and regression estimation are demonstrated in an applied selection situation. The importance of the manner in which data were missing is analyzed and discussed.

Hindsight bias in an application of the Angoff method for setting cutoff scores

This study used the hindsight bias literature to examine the effects of providing test item answers on the level and predictive accuracy of Angoff cutoff score judgments. Subjects, randomly assigned to either an answers or a no-answers group, made Angoff judgments on items testing knowledge of driving law and vehicle operation. Items were catagorized into subtests based on empirical difficulty. Results indicated that providing answers interacted with subtest difficulty to influence the level of Angoff judgments. On the easiest subtest, those in the answer group made higher judgments than did those in the no-answers groups; the reverse effect was observed on the most difficult subtest.

Effects of a Motivational Inducement on the Psychometric Properties of a Cognitive Ability Test

College students are often used in the development stages of cognitive ability tests that are designed to be used in business settings. One criticism of this strategy is that there are important motivational differences between these two settings that may limit generalization from one setting to the other. Research has not investigated the degree to which motivational inducements may enhance the psychometric properties of the tests with this population. In the present study, a 162-item cognitive ability test was administered to 320 undergraduate students, 160 of whom were given experimental credit for their participation (control group) and 160 of whom were given experimental credit but were also told that the top 25% of scorers each would receive

The Employment Interview: A Summary and Review of Recent Research.

20 (experimental group). Results of differential item functioning and confirmatory analytic analyses suggested that the cognitive ability test was essentially equivalent across the two groups. Implications for cognitive ability test development and future research are discussed.