Coping with Disillusionment,Abstract Images,and Uncertainty in Career Decision Making

The author examines sources of disillusionment and uncertainty in college students' career thinking.     

ASSESSING THE ECONOMIC IMPACT OF PERSONNEL PROGRAMS ON WORKFORCE PRODUCTIVITY

This article describes and illustrates the adaptation of the linear-regression-based decision-theoretic equations used to estimate the dollar impact of valid selection procedures on workforce productivity to the evaluation of intervention programs designed to improve job performance. The appropriate equations are derived and explained, methods for estimating equation parameters are discussed, and the use of these equations is illustrated by means of a hypothetical example. It is concluded that in the future these methods and equations will allow psychologists to make more accurate assessments of the impact of intervention programs on workforce productivity than has heretofore been the case.     

FURTHER WITHIN-SETTING EMPIRICAL TESTS OF THE SITUATIONAL SPECIFICITY HYPOTHESIS IN PERSONNEL SELECTION

The situational specificity hypothesis in personnel selection holds that variation in observed validity coefficients across studies for the same test and job is due to subtle variations from setting to setting in what constitutes job performance. This hypothesis therefore predicts that, if the setting does not vary, validity will not vary. Using data from a single large-sample validity study ( N = 1,455), this research generated numerous small-sample studies for which the setting (organization, job, test, criterion measure, applicant pool, time period, and sample size) was held constant. It was found that even under these circumstances there was substantial variability across studies in (a) observed validity coefficients, (b) significance levels, and (c) (using traditional data analytic methods) conclusions about the presence or absence of validity. These findings disconfirm the situational specificity hypothesis and argue strongly against traditional data-analytic procedures and the practice of reliance on single small-sample studies. In contrast to the erroneous conclusions produced by traditional data-analytic procedures, meta-analytic methods correctly estimated the population observed validity at .22 and correctly indicated that all between-study variance in observed validities was due to sampling error alone.     

Formal thinking about correlation

Twenty-five adults were administered two tasks involving the data of 12,2X2 matrices. In the first, subjects were invited to make decisions on the basis of data which was presented as involving causal, one-way relationships. Four groups of subjects were distinguished in the level of their operational thinking. In task 2 the subjects were invited to make judgements on identical data, but presented as involving two-way noncausal relationships. Results showed changes in the level of thought: subjects employing concrete operations in task 1 regressed to lower levels of thought; subjects employing transitional formal thought in task 1 advanced to fully formal thought in task 2. It was concluded that the first task imposed a ceiling effect on the thought levels of the latter subjects. Results showed that the level of thought employed was a function of the frequency of the data in the cells of the matrices and that the emergence of illogical thought was related to task difficulty.     

ANALYZING UTTERANCES AS THE OBSERVATIONAL UNIT

If utterances are the observational unit of analysis and there are no sequential patterns to the interaction, two alternative statistical models may be applied. A hierarchical design in which utterances are nested within subjects and subjects are nested within treatment condition is considered. One method of analysis pools utterances within treatment condition; the other method collapses across utterances to obtain subject means. Inappropriate application of the pooling model instead of the subject means model can lead to Type I errors, decreased generalizability, and inflated variance estimates that attenuate univariate and multivariate correlations. The effect of utterance reliability on the apparent unidimensionality and parallelism of multiple indicators is also discussed.     

The Importance of Written,Verbal, and Nonverbal Communication Factors in Employment Interview Decisions

This study explored dimensions of influential factors in employment interviewing from the recruiter's (N = 423) perspective in hiring new college graduates for an entry-level position. A factor analysis of 28 communication items was conducted. Study results suggest that there are six dimensions of influential communication factors in employment interviews.     

JOB SAMPLE VS. PAPER-AND-PENCIL TRADES AND TECHNICAL TESTS: ADVERSE IMPACT AND EXAMINEE ATTITUDES1

The adverse impact of a content-valid job sample test of metal trades skills was compared to that of a well-constructed content-valid written achievement test for the same technical area. The adverse impact of the former was considerably less. In addition, both minority and majority examinees saw the job sample tests as significantly fairer, clearer, and more appropriate in difficulty level. These differences were not only statistically significant but also quite large. These were no significant differences between minority and majority attitudes toward either test. In light of these results, it is suggested that industrial psychologists should explore more fully the potential of performance testing.