INTERVIEW VALIDITY FOR SELECTING SALES CLERKS

Interviewer judgments, gender, and age data were collected for job applicants interviewing for seasonal retail sales clerk positions in two separate years. Job performance data were matched with interviewer judgments for 312 employees in Year One and for 205 employees in Year Two. The correlation between interview judgments and job performance was .34 in Year One; after correction for criterion attenuation and restriction of range, the correlation was estimated at .42. The second year results yielded a correlation of .51, which, after corrections, was estimated at .61. Analyses of the data for differential prediction as a function of sex and age for both years revealed that females and older applicants received higher average interview evaluations, but regression lines did not differ significantly among the age and gender subgroups.     

CHANGING VIEWS FOR PERSONNEL SELECTION RESEARCH

Changes in views of personnel selection research include changing opinions about choosing predictors and criteria, methods of data collection, and methods of evaluating selection procedures. In particular, distinctions are (or can be) made between job-relatedness, inferred in part from validity coefficients based on job-related criteria, and the valid measurement of a trait (attribute), inferred in part from research using construct-related criteria. The major change identified is a reduction in the sanctity with which a single correlation is viewed for either purpose.     

LOG-LINEAR MODELING IN PERSONNEL RESEARCH

Log-linear modeling is a discrete multivariate statistical technique that is designed specifically for analyzing data when both the independent and dependent variables are categorical or nominal. The purpose of this paper is to demonstrate the utility of this technique in personnel research. The paper (a) discusses behavioral areas of application, (b) compares log-linear modeling with chi-square and regression analysis, (c) presents the basic principles and hypotheses of log-linear modeling, and (d) shows how the technique is used.     

STATISTICAL AND PSYCHOMETRIC INFERENCE IN PRINCIPAL COMPONENTS ANALYSIS

Statistical inference applied to principal components analysis deals with estimating the parameters of the correlation matrix, R, found in the population, from the characteristics of the sample matrix, R*. On the other hand, psychometric inference refers to estimating the internal consistency of the components themselves, so that the decisions about retaining a component for further analysis can be based upon psychometric criteria. A slightly modified approach to statistical inference, which focuses upon the variance of the Components in the population, has been suggested. This viewpoint can be extended to estimating the true score variance and the reliabilities of the components in the population of subjects. Psychometric tests of significance can then be made statistical in nature.     

INTEGRITY TESTING FOR PERSONNEL SELECTION: AN UPDATE

Sackett and M. M. Harris (1984) reviewed published and unpublished literature on the use of commercially available paper-and-pencil integrity tests for employee selection. This paper reviews recent developments in this area. Legal issues related to the use of the polygraph, and integrity tests are discussed. Empirical research on the reliability, criterion-related validity, construct validity, fakability, and adverse impact of integrity tests is reviewed. Major changes since the previous review include (1) the emergence of two distinct types of tests, labeled overt integrity tests and personality-oriented measures, (2) a broadening of the criteria used for test validation to include global performance, absence, turnover, and forms of counterproductivity other than theft, and (3) an increase in the use of external criteria (e.g., detected theft, turnover) rather than self-report criteria (e.g., admissions of theft) in validation research. Difficulties in interpreting research findings and practical constraints on the use of integrity tests are discussed.     

DESIGN OF LIVING ENVIRONMENTS FOR NURSING-HOME RESIDENTS: INCREASING PARTICIPATION IN RECREATION ACTIVITIES1

Nursing-home residents have frequently been characterized as unoccupied and disengaged. At the outset of the present study, most residents were to be found in their own rooms, not exhibiting gross motor behavior or social interaction, and not participating in appropriate activities. To modify residents' levels of participation with the environment, a manipulative area was provided in the lounge. Participation in the lounge averaged 20% on days when the activity was not available, but increased to a mean of 74% on days when equipment and materials were given and residents were prompted to participate. When prompts were withdrawn and materials were available only by request, mean participation fell to 25%. The findings demonstrate that manipulative activities can support a high level of participation with the environment, if residents are prompted to use equipment and materials.