VALIDITY GENERALIZATION RESULTS FOR LAW ENFORCEMENT OCCUPATIONS

The Schmidt-Hunter interactive validity generalization procedure was applied to validity data for cognitive abilities tests for law enforcement occupations. Both assumed artifact distributions, and distributions of artifacts constructed from information contained in the current sample of studies were used to test the hypothesis of situational specificity and to estimate validity generalizability. Results for studies using a criterion of performance in training programs showed that validities ranged from .41 to .71, and for four test types the hypothesis of situational specificity could be rejected using the 75% decision rule. For the remaining test types, validity was generalizable, based on 90% credibility values ranging from .37 to .71. Results for studies using a criterion of performance on the job indicated that the hypothesis of situational specificity was not tenable for three test types, which had validities between .17 and .31. For the remaining test types, estimated mean true validities ranged from .10 to .26 and were generalizable to a majority of situations. Results for both groups of studies were essentially identical for the two types of artifact distribution. Possible reasons for the apparently lower validities and lesser generalizability for job performance criteria are discussed, including possible low validity of the criterion (due to lack of opportunity by supervisors to observe behavior) and the potential role of noncognitive factors in the determination of law enforcement job success. Suggestions for specifically targeted additional research are made.     

CORRECTING THE 16PF FOR FAKING: EFFECTS ON CRITERION-RELATED VALIDITY AND INDIVIDUAL HIRING DECISIONS

The effects of correcting a personality measure for faking were evaluated within an organizational context. Two possible repercussions of score correction were studied using the 16PF personality inventory: the effect on criterion-related validity and the effect on individual hiring decisions (i.e., which applicants would or would not be hired). Results indicated that correction for faking had little effect on criterion-related validity. However, depending on the selection ratio, correction of scores would have resulted in different hiring decisions than those that would have been made on the basis of uncorrected scores. Implications for organizations using personality measures for selection and recommendations regarding the use of faking corrections are discussed.     

LEADERSHIP IN ACTION TEAMS: TEAM LEADER AND MEMBERS’ AUTHENTICITY,AUTHENTICITY STRENGTH,AND TEAM OUTCOMES

A field study was conducted with 47 Army action teams spanning 9 weeks to assess the influence of team leader authenticity on team authenticity and team outcomes. Results showed that team leader authenticity at Time 1 predicted teamwork behavior and team productivity at Time 3, with these relationships mediated by team authenticity at Time 2. We further explored the moderating role of authenticity strength in the team authenticity–teamwork behavior relationship. Team authenticity interacted with authenticity strength such that the team authenticity–teamwork behavior relationship was stronger when authenticity strength was higher rather than lower. Implications of these findings for theories of shared leadership, team leadership, and authentic leadership are discussed.     

Adolescents' understandings of infidelity

This study explored younger adolescents' (aged 14–17 years; N = 204; 50% girls) understandings of infidelity and whether these understandings differed for girls and boys. Analyses revealed that younger adolescents' understandings of infidelity included an array of physical, affective, cognitive, and verbal behaviors with an extradyadic partner. No gender differences were found. In addition, younger adolescents' understandings of infidelity were compared to older adolescents' (aged 17–21 years; N = 214; 50% girls) understandings. Results showed that younger adolescents' salient understandings of infidelity more often included light, affectionate behaviors such as hugging and kissing an extradyadic partner, whereas older adolescents' salient understandings more often included heavy physical behaviors, including sexual intercourse and oral sex. Gender comparisons with older adolescents revealed that boys' salient understandings of infidelity included higher numbers of heavy physical behaviors, whereas girls' salient understandings included higher numbers of light, affectionate behaviors. Results demonstrate that infidelity is a complex and multifaceted construct for adolescent girls and boys and suggest that developmental researchers should examine understandings of infidelity beyond sexual extradyadic experiences. Implications for adolescent development and psychosocial health are discussed.     

META-ANALYSIS OF PERSONALITY-JOB PERFORMANCE RELATIONS: A REPLY TO ONES, MOUNT, BARRICK, AND HUNTER (1994)

Tett, Jackson, and Rothstein's (1991) meta-analysis identified higher average correlations for personality in predicting job proficiency than did Barrick and Mount's (1991). Ones et al. suggest that discrepancies between the two studies involving the Big Five personality dimensions are due to certain procedural differences. In this reply, we show that their arguments do not adequately explain the noted discrepancies. We also show that, because personality traits correlate significantly with job performance both positively and negatively beyond chance levels, use of absolute values, contrary to Ones et al., is important in meta-analyses involving personality. Addressing all of Ones et al.3 statistical concerns, re-analysis of Tett et al.k main data set results in slightly lower mean validities (e.g., .24 vs.29 for fully corrected values based on confirmatory estimates), and renders non-significant the job analysis/no job analysis distinction found to be significant in the original study. Tett et al.'s main conclusions, however, remain unchanged. We suggest that Barrick and Mount's lower mean validities may be due to their averaging signed correlations, pooling exploratory and confirmatory findings, and to the use of different inclusion criteria for selecting source studies.     

PERSONALITY MEASURES AS PREDICTORS OF JOB PERFORMANCE: A META-ANALYTIC REVIEW

The purpose of this study was to investigate conflicting findings in previous research on personality and job performance. Meta-analysis was used to (a) assess the overall validity of personality measures as predictors of job performance, (b) investigate the moderating effects of several study characteristics on personality scale validity, and (c) appraise the predictability of job performance as a function of eight distinct categories of personality content, including the "Big Five" personality factors. Based on review of 494 studies, usable results were identified for 97 independent samples (total N = 13,521). Consistent with predictions, studies using confirmatory research strategies produced a corrected mean personality scale validity (.29) that was more than twice as high as that based on studies adopting exploratory strategies (.12). An even higher mean validity (.38) was obtained based on studies using job analysis explicitly in the selection of personality measures. Validities were also found to be higher in longer tenured samples and in published articles versus dissertations. Corrected mean validities for the "Big Five" factors ranged from .16 for Extroversion to .33 for Agreeableness. Weaknesses in the reporting of validation study characteristics are noted, and recommendations for future research in this area are provided. Contrary to conclusions of certain past reviews, the present findings provide some grounds for optimism concerning the use of personality measures in employee selection.     

PUBLICATION BIAS: A CASE STUDY OF FOUR TEST VENDORS

This article has 2 goals. First, we discuss publication bias and explain why it presents a potential problem for industrial and organizational psychology. After reviewing the traditional failsafe N, or file drawer analysis, we introduce a more sophisticated method of publication bias analysis (trim and fill), which has been developed in the medical literature but is largely unfamiliar to industrial and organizational psychology researchers. Second, we demonstrate trim and fill by applying it to validity information reported in the technical manuals of 4 test vendors. In doing so, we assess the likelihood that criterion-related validity information provided by test publishers may overestimate test validity. In our analysis of 18 validity distributions, we found evidence of either no or minimal bias for 2 of the vendors' distributions and evidence of moderate-to-severe bias in at least 1 distribution from each of the other 2 vendors. In both cases in which publication bias was found, we noted instances in which the publishers tended to report only statistically significant correlations and that this practice was detected using publication bias methodology.     

Art beyond Morality and Metaphysics: Late Joseon Korean Aesthetics

In the history of Chinese philosophy, Mozi calls music a “waste of resources,” considering it an aristocratic extravagance that does not benefit the everyday people. In its defense, Confucians highlight music's moral and metaphysical qualities, arguing that music aids in moral cultivation and that music's form mimics the structure of reality. The aim of this article is to show that Korean philosophers provide yet another reason to think music is important. Music, and art in general, was used to express a national identity at a time Korean philosophers were beginning to develop their own aesthetic consciousness in the seventeenth and eighteenth centuries. A cultural movement called Joseonpoong (???), “Joseon wind,” marked a shift away from Sinocentrism and toward Korea's own unique values and practices. The new attempt to justify art's value apart from its relationship to morality or metaphysics set Joseon thinkers apart from their Chinese predecessors. Using art for identity expression allowed the Koreans to reconceive art's value while Sinocentric cosmological and cultural views were being challenged with the introduction of Western knowledge. Art also became a tool for reversing hermeneutic injustice as new artistic practices and standards allowed the Koreans to meaningfully engage with previously neglected aspects of their lived lives.