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.     

The New Focus for Career Development Programs in Business and Industry

The continuing need to deal with technological change and increased economic uncertainty has had an impact on carer development programs in business and industry. The focus of existing career development programs has changed from a shared vision of meeting both individual and organizational goals to an emphasis on fulfilling organizational needs. Although the rationale for implementing these career development programs was to promote both career planning and career management for the individual and the organization, the current programs reflect a new trend. The research on the current economic factors that affect business and industry indicates that the current career development programs tend to stress career management for the organization. This focus on organizational goals leaves the individual employee with a greater responsibility for his or her own career planning. A review of the research results also provides new information and strategies that can assist employees in their career planning.