Silvia Moscoso

A meta-analytic study of general mental ability validity for different occupations in the European Community

A comprehensive meta-analysis of the validity of general mental ability (GMA) measures across 12 occupational categories in the European Community (EC) is presented. GMA measures showed that there is validity generalization and large operational validities for job performance and training success in 11 occupational groups. Results also showed that job complexity moderated the magnitude of the operational validity of GMA tests across three levels of job complexity: low, medium, and high. In general, results were similar to those found in the United States, although the European findings showed a slightly larger magnitude of operational validity in some cases. Theoretical and practical implications of these findings for personnel selection are discussed. ((c) 2003 APA, all rights reserved)

Comprehensive meta-analysis of the construct validity of the employment interview

This article presents a series of meta-analyses carried out, exploring the construct validity of personnel selection interviews. Accordingly, the interviews were divided into two different groups: conventional interviews and behavior interviews. Conventional interviews are typically composed of questions directed at checking credentials, description of experience, and self-evaluative information. Behavior interviews mainly include questions concerning job knowledge, job experience, and behavior descriptions. The results showed that conventional interviews assessed general mental ability, job experience, the Big Five personality dimensions, and social skills, whereas behavior interviews mainly assessed job knowledge, job experience, situational judgment, and social skills. According to these findings, conventional and behavior interviews seem to be different interviews.

Internet‐based Personality Testing: Equivalence of Measures and Assesses' Perceptions and Reactions

New information technology (e.g., Internet) allows some personnel selection procedures to be adapted to or developed with this new framework. However, the process of adaptation or development of new procedures produces new questions for research. This paper has three main objectives. First, to examine whether the paper-and-pencil version of a Big Five personality questionnaire can be translated to an Internet-based version without loss of psychometric properties. Second, to explore the perception and reactions of the examinees to the new version of the questionnaire. Third, to analyze the relationship among the individuals personality characteristics and the perceptions and reactions to the Internet-based version of the questionnaire. Two studies investigated these objectives. Study 1 showed that both versions were completely equivalent in terms of distributions, reliability, and factor structure. Study 2 showed that the examinees perceived the Internet-based version as more comfortable, less intimidating, and they prefer the Internet-based version. This study also showed that there are no relevant relationships among the individuals personality characteristics and their perceptions and reactions. The implications for research and practice are discussed.

Selection Interview: A Review of Validity Evidence, Adverse Impact and Applicant Reactions

This article is focused on the evidence related to the criterion and construct validity of interview, its adverse impact on minority groups and the applicant reactions. Based on the content of the questions included in personnel interview, two types of interview made by found: conventional structured interview and behavioural structured interview. With regard to criterion validity, evidence shows that, in general, interviews may be used to predict job performance and, specifically, behavioural structured interviews show the highest validity coefficients. Although construct validity was less well investigated, there is currently a number of studies carried out in order to clarify what constructs are assessed by interviews. It was shown that conventional structured interviews and behavioural structured interviews clearly measure different constructs. With regard to group differences, interviews show only a small adverse impact, but this impact decreases if behavioural structured interviews are used. In connection with applicant reactions, more negative applicant reactions appear with behavioural structured interviews than conventional structured interviews. Practical implications and future lines of research are suggested.

Conscientiousness, Its Facets, and the Prediction of Job Performance Ratings: Evidence against the narrow measures

This study empirically tested the predictions of the three basic perspectives on the bandwidth debate about the relationship between personality and job performance, regarding the validity of conscientiousness and its facets. The sample consisted of 226 police officers. Conscientiousness and three facets (order, industriousness, and self‐control) were correlated with three performance criteria (overall job performance, task performance, and orderliness). A Schmid–Leiman transformation made it possible to residualize the variance of the facets and to isolate their unique contribution to the prediction of performance measures. The results showed that conscientiousness predicted the three criteria (true validities of.25,.28 and.37, respectively) and that the facets neither predicted job performance nor showed incremental validity over conscientiousness. Finally, the implications of the findings for theory and practice are commented on, and future research is suggested.

Evidence of cross-cultural invariance of the big five personality dimensions in work settings

This article explores the cross‐cultural invariance (construct validity) of two work‐related personality inventories based upon the Five Factor Model (the HPI and the IP/5F). The results show a good convergent and discriminant validity between scales that measure the Big Five personality dimensions. A factor analysis indicates that all personality scales load on the hypothesized Big Five dimensions. Some implications of these findings for the research and practice of personality measurement in personnel selection are discussed. Copyright

Reactions to the Fairness of Promotion Methods: Procedural justice and job satisfaction

Fairness in promotions is a core issue for organizations as it is directly related to some of the most important organizational outcomes. However, the majority of the existing research about this question has been focused on entry-level selection, and there is a gap in knowledge in the context of promotions. This paper focuses on how workers’ perceptions of promotion systems affect organizational justice and job satisfaction. In the present study, 213 employees and supervisors from 31 different private sector organizations complete a survey regarding procedural justice (PJ), job satisfaction, transparency, promotion systems, and some demographic variables. The results show that participants who perceived organizational promotion methods as transparent reported a high level of perceived PJ, and that the methods they see as fairer are those based on assessment of performance. In addition, transparency is considered as an important antecedent of PJ. Moreover, the interaction between organizational rank and gender moderates the relationship between transparency and promotion systems with PJ. Finally, organizational justice is strongly related with job satisfaction.

META-ANALYSIS OF INTERRATER RELIABILITY OF JOB PERFORMANCE RATINGS IN VALIDITY STUDIES OF PERSONNEL SELECTION

Rating scales are most frequently used to assess the criterion in studies of validity in personnel selection. However, only a few articles report the interrater reliability for these scales. This paper presents four meta-analyses in which the inter-rater reliability was estimated for Civil Composite Criterion, Military Composite Criterion, Total Composite Criterion, and Single Civil Criterion. Mean reliabilities were .64, .53, .62, and .40, respectively. The implications of these findings for single and meta-analytic studies are discussed.

Validity of the five-factor model and their facets: The impact of performance measure and facet residualization on the bandwidth-fidelity dilemma

Four primary studies, including samples of police officers, graduate and undergraduate students, were conducted on the bandwidth-fidelity dilemma (BFD) concerning the relationship between personality and performance. Ten independent criteria were used, including both narrow and broad measures of performance. Three hypotheses of the impact of the different combinations of personality and performance measures on validity were tested. A Schmid–Leiman transformation permitted the residualization of the variance of the five-factor model (FFM) facets and the identification of their unique contribution to the prediction of job and academic performance. The results indicated that global factors predicted broad and narrow performance. Residualized facets of the FFM did not predict broad and narrow performance, and they did not show incremental validity over the global factors. Implications for the BFD are discussed.

Psychometric Properties of a Structured Behavioral Interview to Hire Private Security Personnel

This paper reports on a study about the reliability and validity of a structured behavioral interview to assess private security personnel. Reliability was estimated using interrater coefficients. Two independent interviewers were used to rate each interviewee. Results show a reliability coefficient of .81 (N = 43) and .89 with Spearman-Brown correction for two raters. Validity was estimated using a content validation approach. This strategy was suggested by Lawshe (1975) to estimate the content validity of selection tests. So far, only two studies carried out by Schmitt and Ostroff (1986) and Carrier et al. (1990) have used Lawshes strategy in the structured behavioral interview case. The interview consisted of seven questions and each was rated by 11 experts in the job. Results show a significant content validity ratio (CVR) for majority of the questions in the interview and a content validity index (CVI) of .89. Implications of these findings for the practice of the structured behavioral interview are discussed and future research is suggested.