INCREMENTAL VALIDITY OF PERCEPTUAL SPEED AND ACCURACY OVER GENERAL MENTAL ABILITY

This study extends previous research by examining the incremental validity of a specific aptitude, perceptual speed and accuracy (PS), when it is operationalized as both the number correct (NC) and the number wrong (NW). We test the hypotheses that the NC on the PS test predicts the criterion of task performance and the NW predicts (negatively) rules compliance (RC). Based on the responses of 133 warehouse workers, hierarchical regression analyses supported both hypotheses. After controlling for respondents' demographic characteristics (race, gender, and age) and general mental ability (GMA), the NC on the PS test accounted for incremental validity in prediction of task performance (Δ R = .06, 15% increase), and the NW on the PS test accounted for substantial incremental validity in prediction of (lack of) RC (Δ R = .16, 73% increase). In addition, after controlling for demographic characteristics and both GMA and the specific ability, Conscientiousness accounted for unique validity in prediction of both task performance (Δ R = .07, 15% increase) and RC (Δ R = .06, 16% increase). Practical and theoretical implications for selection practices and models of job performance are discussed.     

AN EMPIRICAL EXAMINATION OF POSTTRAINING ON-THE-JOB SUPPLEMENTS FOR ENHANCING THE EFFECTIVENESS OF INTERPERSONAL SKILLS TRAINING

This study examined the impact of 2 posttraining on-the-job supplements to a training program focused on interpersonal skill development for newly hired managers—self-coaching and upward feedback. Utilizing a sample of 87 trainees from 75 units of a national restaurant chain, the impact of these supplements was assessed by examining posttraining performance across 4 training conditions in a quasi-experimental framework: (1) classroom training only, (2) classroom training with self-coaching, (3) classroom training with upward feedback, and (4) classroom training with self-coaching and upward feedback. The results demonstrated that both supplements are useful extensions to formal classroom training for enhancing trainees' interpersonal performance. These findings are discussed along with directions for future training effectiveness research.     

Errors in Creative Thought? Cognitive Biases in a Complex Processing Activity

The generation of new ideas is a complex demanding activity involving multiple processing operations. As is the case in other forms of complex cognition, biases in process execution can induce errors that limit peoples' ability to generate viable new ideas. In the present effort, the nature of these biases, and their impact on creative thought, are examined. It is noted that these biases arise from multiple sources including knowledge, limitations in processing capacity, patterns of information use, and the strategies applied in process execution. The implications of these observations for enhancing creative performance are discussed along with potential strategies for error remediation.     

Let's be friends: Relational self‐construal and the development of intimacy

Two studies examined the role of relational self‐construal in the development and maintenance of intimacy in roommate relationships. In Study 1, 98 roommate pairs completed questionnaires assessing attitudes toward their relationship. Results showed that high relationals disclosed more personal information than lows, which was then associated with their roommates’ perceptions of relationship quality. In Study 2, 142 roommate pairs followed the Study 1 procedure with a 1‐month follow‐up session for the participants (86% returned). Results replicated the findings of Study 1 and showed reciprocated disclosure from the roommates, followed by increased disclosure by the participants at Time 2. These findings support the H. T. Reis and P. Shaver (1988) intimacy model and indicate the importance of the self‐construal in this interpersonal process.     

ARE WE GETTING FOOLED AGAIN? COMING TO TERMS WITH LIMITATIONS IN THE USE OF PERSONALITY TESTS FOR PERSONNEL SELECTION

We recently published an article in which we highlighted a number of issues associated with the use of self-report personality tests in personnel selection contexts ( Morgeson et al., 2007 ). Both Ones, Dilchert, Viswesvaran, and Judge (2007) and Tett and Christiansen (2007) have written responses to this article. In our response to these articles we address many of the issues raised by Ones et al. and Tett and Christiansen. In addition to a detailed response, we make the following 4 key points: (1) Our criticisms of personality testing apply only to the selection context, not to all research on personality; (2) the observed validities of personality tests predicting job performance criteria are low and have not changed much over time; (3) when evaluating the usefulness of using personality tests to select applicants, one must not ignore the observed, uncorrected validity; and (4) when discussing the value of personality tests for selection contexts, the most important criteria are those that reflect job performance. Implications for personality testing research and practice are discussed.