Applications of Job Component/Synthetic Validity to Construct Validity

The origin and history of job component validity (JCV) and its relationship to construct validity are presented, followed by a summarization of how the methodology has been accomplished in research using the Position Analysis Questionnaire (PAQ). Data are presented that document the capability of both PAQ-based attribute profiles and predictions of aptitude data from PAQ job dimensions to establish job requirements. Finally, two practical ap- plications of JCV are described that illustrate the unique capability of the methodology to develop selection systems to screen individuals for jobs un- dergoing design or occurring in difficult-to-study environments.     

The Validity of Job Knowledge Measures

The validity of written job knowledge tests as predictors of job performance and training success was examined. Based on a sample of 363,528 persons and 502 coefficients, meta-analyses were performed to investigate the extent of validity generalization and the effects of two hypothesized moderator variables: content similarity and job complexity. Corrected mean validities were 0.45 for studies predicting job performance and 0.47 for studies of training success. Support was found for both moderators since validities were higher for high complexity jobs and when job-test content similarity was high. The implications of this study for personnel selection and research in the area of work performance are discussed.     

Methodology for Identifying Abilities for Job Classification: An Application of Job Analysis

There has been a resurgence of interest in using cognitive and personality factors to improve prediction of job performance. Small gains in prediction efficiency can have enormous benefits for organizations that make many employee placements. It is prohibitively expensive to conduct empirical validity studies for every newly proposed factor for every job. A cost-effective alternative is the method of expert judgments in which subject matter experts (SMEs) rate the importance of various abilities for task components. This rational specification technique was applied to four Air Force enlisted and four officer occupations using the survey mail-out method to obtain SME ratings of the importance of various abilities for successful job performance. Tasks (e.g., calculate serial dilutions, evacuate refrigerant subsystems) were grouped by verbs to define activity modules. Reliable and reasonable ratings of the importance of abilities were obtained by the survey mail-out method.     

From Job to Job

Between the ages of 25 and 64, American adults work for an average of eight employers. Occupational change is less frequent; major changes in career direction are rare.     

Generalizability Theory as Construct-Related Evidence of the Validity of Job Performance Ratings

Investigations of the construct-related evidence of the validity of performance ratings have been rare, perhaps because researchers are dissuaded by the con- siderable amount of evidence needed to show construct validity (Landy, 1986). It is argued that generalizability (G) theory (Cronbach, Gleser, Nanda, & Rajaratnam, 1972) is well-suited to investigations of construct-related evi- dence of validity because a single generalizability investigation may provide multiple inferences of validity. G theory permits the researcher to partition observed score variance into universe (true) score variance and multiple, distinct estimates of error variance. G theory was illustrated through the anal- ysis of proficiency ratings of 256 Air Force jet engine mechanics. Mechanics were rated on three different rating forms by themselves, peers, and supervi- sors. Interpretation of G study variance components revealed suitable evi- dence of construct validity. Ratings within sources were reliable. Proficiency ratings showed strong convergence over rating forms, though not over rating sources. Raters showed adequate discriminant validity across rating dimen- sions. The expectation of convergence over sources was further questioned.     

Incremental Validity of Situational Judgment Tests for Task and Contextual Job Performance

This paper has three goals. First, it responds to calls for additional research on subgroup differences in situational judgment tests. Second, it expands the cumulative knowledge on the incremental validity of situational judgment tests beyond cognitive ability and personality. Third, it examines the validity and incremental validity of various predictors for both task and contextual performance.     

Measuring the Importance of Teamwork: The Reliability and Validity of Job/Task Analysis Indices for Team-Training Design

Training interventions designed to improve coordination and communication in the cockpit increasingly emphasize the teaching of specific coordination skills. However, there is little guidance in the literature regarding the manner by which these skills should be selected. This investigation compared a variety of task- importance indices used previously with individual tasks in predicting the overall importance of team tasks. All of the indices demonstrated relatively poor reliability. Composite indices, including one newly derived index, demon- strated greater validity. The results are discussed in terms of implications for future research and for team-training design.     

Statement Validity Analysis

Summary

All information regarding 103 Dutch sexual abuse cases was analyzed using the Validity Checklist, the second part of the Statement Validity Analysis procedure. The fulfillment of the VC items was compared for four different age groups. Only two VC items differed significantly between the age groups. The systematic summarization of content analysis and validity checks revealed only a weak relationship between the fulfillment of the CBCA criteria and the VC items together and the outcome of the cases. The results suggest that SVA cannot yet be used as a scientifically validated instrument for judging the truthfulness of allegations of child sexual abuse.     

A Phonological Existential Analysis to the Book of Job

This current article “A Phonological Existential Analysis to the Book of Job” explores the various ways that Job’s friends attempted to help him deal with his grief. Dr. Johnson is able to identify the various stages of grief that Job goes through and correlate each stage and the response from the friends in current psychological terms. It becomes clear that various practices of modern psychotherapy can be seen in each response from Job’s friends. It is reasonable to conclude that the responses from Job’s friends were part of the therapeutic process that moved Job to a state of rationality and wholeness. While the article approaches the Book of Job from a psychotherapeutic standpoint, it does not distract for the spiritual teachings found in the document. Fred Johnson is licensed as a counseling psychologist and is certified as a school psychologist. Dr. Johnson has worked many over 15 years as a private practicing family therapist and behavior specialist. Dr. Johnson completed his doctorate in counseling psychologist at the University of Louisville and attended Southern Baptist Theological Seminary obtaining a degree in pastoral psychology. He currently owns Educational Resource Services, a company that is dedicated to providing seminars in classroom behavior management throughout the United States and Canada. Dr. Johnson has published two books, Effective Discipline for the Difficult Child and From Chaos to Control: Managing Disruptive Classroom Behavior. He has also published several research studies, including ones dealing with the role of the ministers and a pastoral approach to divorce.     

Explaining Counterproductive Work Behaviors Among Police Officers: The Indirect Effects of Job Demands Are Mediated by Job Burnout and Moderated by Job Control and Social Support

The present study applied two theoretical frameworks (the demands–control–support model and the conservation of resources model) to investigate associations between job demands, job burnout, and counterproductive work behaviors (CWB) in the context of social support and job control. Data were collected among 625 police officers. Moderated mediation analysis showed that high job demands were indirectly related to high CWB, with job burnout acting as the mediator. These indirect effects were moderated by work-related resources (social support and job control). Job demands were associated with higher job burnout when social support was low. High job burnout was related to more frequent CWB when support was low and control was high. Finally, the job demands–CWB association was significant when support was low and control was high.     

The Influence of Work Personality on Job Satisfaction: Incremental Validity and Mediation Effects

ABSTRACT Drawing from recent developments regarding the contextual nature of personality (e.g., D. Wood & B. W. Roberts, 2006 ), we conducted 2 studies (1 cross-sectional and 1 longitudinal over 1 year) to examine the validity of work personality in predicting job satisfaction and its mediation of the effect of global personality on job satisfaction. Study 1 showed that (a) individuals vary systematically in their personality between roles— they were significantly more conscientious and open to experience and less extraverted at work compared to at home; (b) work personality was a better predictor of job satisfaction than both global personality and home personality; and (c) work personality demonstrated incremental validity above and beyond the other two personality measures. Study 2 further showed that each of the work personality dimensions fully mediated the association between its corresponding global personality trait and job satisfaction. Evidence for the discriminant validity of the findings is also presented.     

Relationship of Job Performance to Job Perceptions of Salespersons

Abstract

Comparative perceptions of salespersons and sales managers with respect to dimensions of the formers' job were examined. It was shown that the two groups have similar perceptions regarding several dimensions, but that these perceptions relate only somewhat to subordinates' job performance and not at all to supervisors' performance.     

The Moderating Effect of Raters’ Opportunities to Observe Ratees' Job Performance on the Validity of an Assessment Centre

Previous research has suggested that the quality of judgmental validation criteria may improve depending on the increase of opportunity for the rater to observe ratees’ job performances. This study investigated whether the validity of an assessment centre increases with opportunity to observe. Subjects were engineers and applied scientists from the Research and Development (R&D) units of seven German high-technology companies. A total of 6 personality scales, 10 cognitive ability tests and 9 work samples was administered to 155 subjects. Performance appraisals were collected from their supervisors. Assessors were trained organizational psychologists who were not members of the participating organizations. A total score (‘assessment centre score’) was computed by averaging the 25 predictors after standardization of each predictor. The (uncorrected) validity of this assessment centre was r = 0.37. In addition, opportunity to observe (i.e. amount of time the performance rater was the ratee’s supervisor) emerged as a moderator: for example validities were r = 0.09 (opportunity to observe ≤ 2 years) and r = 0.50 (opportunity to observe> 2 years).     

Effects of Nonlinearity and Heteroscedasticity on the Validity of Conscientiousness in Predicting Overall Job Performance

Most research on the relationship between personality and overall job performance assumes linearity and homoscedasticity. This study investigated the prevalence and nature of nonlinearities and heteroscedasticies in relationships between conscientiousness and supervisory ratings of overall job performance across five independent samples using both concurrent (k = 4) and predictive (k = 1) designs. Hierarchical polynomial regression analyses found evidence of robust linear effects but no evidence of statistically significant quadratic or cubic effects. A statistically and practically significant heteroscedastic effect was found in only one sample such that lower errors of prediction were evidenced in the ends in comparison to the middle of the bivariate distribution. Implications for the use of conscientiousness in personnel selection are suggested. Limitations of the current study and directions for future research are noted.     

Examining the Incremental Validity and Adverse Impact of Cognitive Ability and Conscientiousness on Job Performance

Using archival data from a large home improvement organization, the current study examined the incremental validity of conscientiousness over cognitive ability in predicting different performance criteria. Also, the study examined the effects of conscientiousness and cognitive ability on adverse impact. Results indicated that conscientiousness provided incremental validity over cognitive ability in the prediction of several performance criteria. Specifically, conscientiousness had the highest increases in validity over cognitive ability in the prediction of contextual performance factors (e.g., contextual performance, customer service orientation, dealing with others). However, the addition of conscientiousness failed to ameliorate the adverse impact associated with cognitive ability. In addition, limitations of the study and future directions of research are addressed.