AN EMPIRICAL TEST OF A TRAIT-ORIENTED JOB ANALYSIS TECHNIQUE

A trait-oriented job analysis technique based on a checklist of 33 a priori carefully defined traits that encompass elements of the physical, mental, learned, motivational and social domains of the work world is described. The analysis identifies the relevant traits, their levels and weights, in relation to overall job performance. Results of discriminability tests were supportive of the job analysis technique and indicated that incumbents of jobs requiring a particular trait scored higher on measures (predictors) of that trait than incumbents of jobs not requiring that trait. Implications of the results for personnel selection and placement are discussed.     

DEVELOPMENT OF A JOB ANALYSIS-BASED PROCEDURE FOR WEIGHTING AND COMBINING CONTENT RELATED TESTS INTO A SINGLE TEST BATTERY SCORE

By definition, content-related approaches to test validation do not rely on criterion data. As a consequence, regression and other statistical procedures for weighting and generating a composite score from a test battery are not applicable when a content-related validation strategy is used. This paper presents a procedure for determining the component weights for a test battery that has been developed on the basis of a content-related validity strategy. The Relative Content Contribution (RCC) weighting procedure is a logical extension of the conceptual basis underlying the rational developmental process used to demonstrate the validity of content-related tests. Results from field implementations of the procedure in the development of two promotional test batteries (fire and police) and an entry-level test battery (police) in two large metropolitan cities are presented to illustrate the procedure.     

Idea-Generation Techniques: A Formulary of Active Ingredients

The profusion of creativity techniques that have been proposed and used is based on a much smaller set of active ingredients, devices that promote idea generation. This paper reports the results of a study that identified these active ingredients through an analysis of 172 idea-generation methods. Fifty idea-generation devices of three types — strategies, tactics, and enablers — were identified and organized in a formulary. Research results facilitate the evaluation of idea-generation methods and the selection of methods suited to particular idea-generation tasks.     

THE IMPLICATIONS FOR PERSONNEL SELECTION OF APPARENT DECLINES IN PREDICTIVE VALIDITIES OVER TIME: A CRITIQUE OF HULIN, HENRY, AND NOON

Hulin, Henry, and Noon (1990) reviewed evidence from a number of studies which supported, in their view, the position that predictive validities decreased over time. If correct, their results would have significant implications for personnel selection practice and research. However, further analysis of their evidence suggested that their results may have only limited generalizability. More specifically, few of the studies they used to support their claim of decreasing predictive validities were field studies of prediction-criterion pairs. Furthermore^ reported data on lagged intercorrelations were of limited relevance to the question of decreasing validities. Finally, a large body of data relevant to the issue of time-lagged validities in a personnel selection context were omitted because the data did not meet Hulin et al.'s restrictive criteria.     

MULTIPLE-CHOICE AND CONSTRUCTED RESPONSE TESTS OF ABILITY: RACE-BASED SUBGROUP PERFORMANCE DIFFERENCES ON ALTERNATIVE PAPER-AND-PENCIL TEST FORMATS

We present an example of an innovative constructed response test format–a write-in/mark-in paper-and-pencil test–as an alternative to the traditional multiple-choice paper-and-pencil test, with the potential for reducing subgroup differences. We present subgroup differences data on these 2 paper-and-pencil test formats on an operational promotional exam in a sample of African American and White firefighters. The tests were designed to measure the same content domain. Using within-subjects data that compared the performance of 13 African American and 14 White fire captains, and between-subjects data that compared the performance of 21 African American and 49 White fire captains, several results were in the predicted direction such that subgroup differences were reduced on the constructed response test. However, these results did not reach statistical significance. Therefore, the study points to the need for additional research to further evaluate the promise of the constructed response test format.     

Assessing cognitive impairment in Indigenous Australians: Re‐evaluation of the Kimberley Indigenous Cognitive Assessment in Western Australia and the Northern Territory

The Kimberley Indigenous Cognitive Assessment (KICA) was initially developed and validated as a culturally appropriate dementia screening tool for older Indigenous people living in the Kimberley. This paper describes the re‐evaluation of the psychometric properties of the cognitive section (KICA‐Cog) of this tool in two different populations, including a Northern Territory sample, and a larger population‐based cohort from the Kimberley. In both populations, participants were evaluated on the KICA‐Cog tool, and independently assessed by expert clinical raters blinded to the KICA scores, to determine validity and reliability of dementia diagnosis for both groups. Community consultation, feedback and education were integral parts of the research. for the Northern Territory sample, 52 participants were selected primarily through health services. Sensitivity was 82.4% and specificity was 87.5% for diagnosis of dementia, with area under the curve (AUC) of .95, based on a cut‐off score of 31/32 of a possible 39. for the Kimberley sample, 363 participants from multiple communities formed part of a prevalence study of dementia. Sensitivity was 93.3% and specificity was 98.4% for a cut‐off score of 33/34, with AUC = .98 (95% confidence interval: 0.97–0.99). There was no education bias found. The KICA‐Cog appears to be most reliable at a cut‐off of 33/39.     

TEST OF A MULTISTAGE MODEL OF DISTAL AND PROXIMAL ANTECEDENTS OF LEADER PERFORMANCE

The authors developed and tested a multistage model of distal and proximal predictors of leader performance in an effort to shed greater light on the intermediate linkages between broad leader traits and performance. Predictor and criterion data were obtained from 471 noncommissioned officers in the U.S. Army. A model with cognitive ability and 3 of the Big 5 personality factors as distal antecedents, leadership experiences and motivation to lead as semidistal antecedents, and the knowledge, skills, and ability (KSAs) to lead as proximal antecedents of leader performance provided a good fit to the data. More specifically, the effects of the distal and semidistal antecedents on leader performance were partially mediated by more proximal variables, whereas leader KSAs demonstrated a relatively strong, direct influence on performance. The 1 exception was that Conscientiousness—a hypothesized distal antecedent—had a notable direct effect on leader performance. The implications of these findings for leadership research and practice are discussed.