Michael A. McDaniel

Religion and spirituality

Many clients highly value religious and spiritual (R/S) commitments, and many psychotherapists have accommodated secular treatments to R/S perspectives. We meta-analyzed 51 samples from 46 studies (N = 3,290) that examined the outcomes of religious accommodative therapies and nonreligious spirituality therapies. Comparisons on psychological and spiritual outcomes were made to a control condition, an alternate treatment, or a subset of those studies that used a dismantling design (similar in theory and duration of treatment, but including religious contents). Patients in R/S psychotherapies showed greater improvement than those in alternate secular psychotherapies both on psychological (d =.26) and on spiritual (d = .41) outcomes. Religiously accommodated treatments outperformed dismantling-design alternative treatments on spiritual (d = .33) but not on psychological outcomes. Clinical examples are provided and therapeutic practices are recommended.

A meta-analysis of the Dark Triad and work behavior: a social exchange perspective.

We reviewed studies of the Dark Triad (DT) personality traits--Machiavellianism, narcissism, and psychopathy-and meta-analytically examined their implications for job performance and counterproductive work behavior (CWB). Relations among the DT traits and behaviors were extracted from original reports published between 1951 and 2011 of 245 independent samples (N = 43,907). We found that reductions in the quality of job performance were consistently associated with increases in Machiavellianism and psychopathy and that CWB was associated with increases in all 3 components of the DT, but that these associations were moderated by such contextual factors as authority and culture. Multivariate analyses demonstrated that the DT explains moderate amounts of the variance in counterproductivity, but not job performance. The results showed that the 3 traits are positively related to one another but are sufficiently distinctive to warrant theoretical and empirical partitioning.

Use of situational judgment tests to predict job performance: a clarification of the literature.

Although situational judgment tests have a long history in the psychological assessment literature and continue to be frequently used in employment contexts, there has been virtually no summarization of this literature. The purpose of this article is to review the history of such tests and present the results of a meta-analysis on criterion-related and construct validity. On the basis of 102 coefficients and 10,640 people, situational judgment tests showed useful levels of validity (rho = .34) that were generalizable. A review of 79 correlations between situational judgment tests and general cognitive ability involving 16,984 people indicated that situational judgment tests typically evidence relationships with cognitive ability (rho = .46). On the basis of the literature review and meta-analytic findings, implications for the continued use of situational judgment tests are discussed, particularly in terms of recent investigations into tacit knowledge.

Job experience correlates of job performance.

Although measures of job experience are frequently-used screening devices in the selection of employees, personnel psychologists have devoted little attention to their usefulness. This article quantitatively summarizes data on the relation between job experience and job performance from a total sample of 16,058. The correlation between job experience and job performance was found to be moderated by two variables: length of experience and job complexity. The highest correlations were obtained in populations with low mean levels of job experience and for jobs that place low levels of cognitive demands on employees. Results appear to be consistent with the causal model of job performance proposed by Schmidt, Hunter, and Outerbridge (1986).

A meta-analysis of the antecedents and consequences of pay level satisfaction.

This study reports results from a meta-analysis of 28 correlates of pay level satisfaction involving 240 samples from 203 studies conducted over the past 35 years. Results are presented in 4 categories: primary determinants, antecedents, correlates, and outcomes of pay satisfaction. The authors controlled for pay in examining relations between correlates and pay level satisfaction, as suggested by theory and when primary studies were available to do so. The authors found support for many of the relations suggested by a theoretical model and also note some limitations in the research that has tested this model. The authors recommend changes and additions to the model and suggest additional primary research in specific areas.

Age and Work Performance in Nonmanagerial Jobs: The Effects of Experience and Occupational Type

This study examined the relative explanatory powers of age and total years of experience in an occupation for predicting supervisory ratings of work performance. As predicted, results indicated that experience was a better predictor of performance than age. A breakdown of jobs into five occupational groupings revealed a moderating effect for occupational type. Findings also showed that age and experience exhibit nonlinear relationships with performance.

A meta-analytic investigation of cognitive ability in employment interview evaluations: Moderating characteristics and implications for incremental validity.

The purpose of this investigation was to explore the extent to which employment interview evaluations reflect cognitive ability. A meta-analysis of 49 studies found a corrected mean correlation of .40 between interview ratings and ability test scores, suggesting that on average about 16% of the variance in interview constructs represents cognitive ability. Analysis of several design characteristics that could moderate the relationship between interview scores and ability suggested that (a) the correlation with ability tends to decrease as the level of structure increases; (b) the type of questions asked can have considerable influence on the magnitude of the correlation with ability; (c) the reflection of ability in the ratings tends to increase when ability test scores are made available to interviewers; and (d) the correlation with ability generally is higher for low-complexity jobs. Moreover, results suggest that interview ratings that correlate higher with cognitive ability tend to be better predictors of job performance. Implications for incremental validity are discussed, and recommendations for selection strategies are outlined. Understanding of the validity of the employment interview has increased considerably in recent years. In particular, a series of meta-analyses has affirmed that the interview is generally a much better predictor of performance than previously thought and is comparable with many other selection techniques (Huffcutt & Arthur, 1994; Marchese & Muchinsky, 1993; McDaniel, Whetzel, Schmidt, & Maurer, 1994; Wiesner & Cronshaw, 1988; Wright, Lichtenfels, & Pursell, 1989). Moreover, these studies have identified several key design characteristics that can improve substantially the validity of the interview (e.g., structure).

The generation effect: A meta-analytic review

Thegeneration effect refers to the finding that subjects who generate information (e.g., produce synonyms) remember the information better than they do material that they simply read. Meta-analytic techniques were used to summarize 445 effect sizes over 86 studies, thereby assessing the magnitude and 11 potential moderators of the generation effect. The size of the generation effect across the 86 studies was .40—a benefit of almost half a standard deviation of generation over reading. The variability of the effect size due to moderator type was substantial, and we attempted to use this information to clarify several theories that have been proposed to explain the generation effect.

Publication Bias in the Organizational Sciences

Publication bias poses multiple threats to the accuracy of meta-analytically derived effect sizes and related statistics. Unfortunately, a review of the literature indicates that unlike meta-analytic reviews in medicine, research in the organizational sciences tends to pay little attention to this issue. In this article, the authors introduce advances in meta-analytic techniques from the medical and related sciences for a comprehensive assessment and evaluation of publication bias. The authors illustrate their use on a data set on employment interview validities. Using multiple methods, including contour-enhanced funnel plots, trim and fill, Egger’s test of the intercept, Begg and Mazumdar’s rank correlation, meta-regression, cumulative meta-analysis, and selection models, the authors find limited evidence of publication bias in the studied data.

Does job-related training performance decline with age ?

The meta-analytic review presents the findings of a project investigating the relationship between age and job-related training outcomes. The analysis is based on 83 effect sizes derived from 6,610 individuals. Results showed poorer training performance for older adults. In general, older adults, relative to younger adults, showed less mastery of training material (r = -.26), completed the final training task more slowly (r = .28), and took longer to complete the training program (r = .42). Field samples generally showed smaller age effects than laboratory samples. Estimated training performance for average individuals at various ages is provided.