Olga F. Voskuijl

Determinants of Interrater Reliability of Job Analysis: A Meta-analysis

Summary: This paper presents a meta-analysis of published job analysis interrater reliability data in order to predict the expected levels of interrater reliability within specific combinations of moderators, such as rater source, experience of the rater, and type of job descriptive information. The overall mean interrater reliability of 91 reliability coefficients reported in the literature was .59. The results of experienced professionals (job analysts) showed the highest reliability coefficients (.76). The method of data collection (job contact versus job description) only affected the results of experienced job analysts. For this group higher interrater reliability coefficients were obtained for analyses based on job contact (.87) than for those based on job descriptions (.71). For other rater categories (e.g., students, organization members) neither the method of data collection nor training had a significant effect on the interrater reliability. Analyses based on scales with defined levels resulted ...

A person-environment fit approach to volunteerism: Volunteer personality-fit and culture-fit as predictors of affective outcomes

This study employed a person-environment (P-E) fit approach to explaining volunteer satisfaction, affective commitment, and turnover intentions. It was hypothesized that personality fit would explain additional variance in volunteer affective outcomes above and beyond motives to volunteer. This hypothesis was supported. Personality fit but not culture fit was related to satisfaction and affective commitment. Volunteer turnover intentions were predicted by gender and by social and values motives. The implications of the results are discussed with respect to the two literature domains that were combined in this study: the functional approach to volunteerism and P-E fit theory. Functional approaches to volunteerism and paid work should be more strongly linked to each other in future research. Moreover, P-E fit theory should be extended by including conditional determinants that moderate P-E fit effects.

Practice and Coaching on IQ Tests: Quite a Lot of g

In the present research two studies are used to investigate the relation between g loading of tests and practice (test-retest) and coaching (active teaching) effects. The data on practice do not support the hypothesis that the higher a test’s g loading, the less susceptible it is to preparation, but the data on coaching support the hypothesis. There is evidence that practice and coaching reduce the g-loadedness of a collection of tests. The implications of these results for predictive validity, practical usability of the tests, the relevance of traditional intelligence taxonomies, and for future research are discussed.

The use of student data in job analysis research

Summary: The use of student data in research in industrial and organizational psychology has been questioned several times (e. g., Gordon, Slade, & Schmitt, 1986; Cornelius, DeNisi, & Blencoe, 1984; DeNisi, Cornelius, & Blencoe, 1987). In this paper we discuss the problems surrounding the use and comparability of student data as opposed to expert data, and illustrate these with a study conducted in The Netherlands. This study examined the differences between first-year psychology students, students of industrial and organizational (I/O) psychology, and professionals (psychologists) in the field of personnel psychology. Subjects rated a detailed job description on the importance of 20 attributes for successful job performance. Results showed, as expected, that neither student group can be considered equivalent to professionals, but that I/O students are more similar to professionals than freshmen. For specific research questions, specific student samples, such as I/O students, can provide results that can ...