FURTHER TESTS OF THE SCHMIDT-HUNTER BAYESIAN VALIDITY GENERALIZATION PROCEDURE1

Using an improved version of the Bayesian validity generalization model presented in Schmidt and Hunter (1977), this study showed that most of the between-study variation in observed validity coefficients of various aptitude and ability tests for two types of clerical work and for the job of first-line supervisor is artifactual in nature. These results cast additional doubt on the traditional belief that employment test validities are situationally specific. In addition, the results showed that generalization of validities to new settings was justified even where the hypothesis of situational specificity could not be rejected under the standards used in this study. Implications for the use of aptitude and ability tests in selection and for theory development in industrial-organizational psychology are discussed.     

Ethics and Marginal Cases: the rights of the mentally handicapped

ABSTRACT  Some beings, including children, animals and the mentally handicapped, seem to deserve moral consideration, despite the fact that they are not rational or moral agents. These so-called marginal cases create a problem for theories that heavily stress the role of moral and/or rational agency in ethics: the latter seem unable to account for the former's moral status. This paper discusses the recent and original attempt of Loren Lomasky to solve this problem. It is argued that Lomasky's arguments are self-defeating because they can only succeed by relying on common-sense morality and, thus, by giving up the heavy stress on the role of rational agency in ethics.     

A META-ANALYSIS OF TEAMWORK PROCESSES: TESTS OF A MULTIDIMENSIONAL MODEL AND RELATIONSHIPS WITH TEAM EFFECTIVENESS CRITERIA

Drawing from Marks, Mathieu, and Zaccaro (2001) , we proposed that narrowly focused teamwork processes load onto 3 higher-order teamwork process dimensions, which in turn load onto a general teamwork process factor. Results of model testing using meta-analyses of relationships among narrow teamwork processes provided support for the structure of this multidimensional theory of teamwork process. Meta-analytic results also indicated that teamwork processes have positive relationships with team performance and member satisfaction, and that the relationships are similar across the teamwork dimensions and levels of process specificity. Supplemental analyses revealed that the 3 intermediate-level teamwork processes are positively and strongly related to cohesion and potency. Results of moderator analyses suggested that relationships among teamwork processes and team performance are somewhat dependent on task interdependence and team size.