Moving Forward Indirectly: Reanalyzing the validity of employment interviews with indirect range restriction methodology |
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Authors: | Allen I. Huffcutt Satoris S. Culbertson William S. Weyhrauch |
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Affiliation: | 1. Department of Psychology, Bradley University, , Peoria, IL, 61625 USA;2. Management Department, Kansas State University, , Manhattan, KS, 66506 USA;3. Department of Psychology, Kansas State University, , Manhattan, KS, 66506 USA |
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Abstract: | This study provides updated estimates of the criterion‐related validity of employment interviews, incorporating indirect range restriction methodology. Using a final dataset of 92 coefficients (N = 7,389), we found corrected estimates by structural level of .20 (Level 1), .46 (Level 2), .71 (Level 3), and .70 (Level 4). The latter values are noticeably higher than in previous interview meta‐analyses where the assumption was made that all restriction was direct. These results highlight the importance of considering indirect range restriction in selection. However, we found a number of studies involving both indirect and direct restriction, which calls into question the viability of assuming all restriction is now indirect. We found preliminary empirical support for correction of one of these multiple restriction patterns, indirect then direct. |
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