- The Oxford Handbook of Personnel Psychology
- List of Figures
- List of Tables
- About the Editors
- List of Contributors
- Intelligence and Cognitive Abilities at Work
- Emotional Intelligence: Rhetoric or Reality?
- Modeling the Influence of Personality on Individuals at Work: A Review and Research Agenda
- Leadership: Current Assessment and Future Needs
- A Personality Approach to Entrepreneurship
- Job Analysis and Competency Modeling
- Validity of Selection Procedures
- The Effective Interview
- Current Theory and Practice of Assessment Centers: The Importance of Trait Activation
- The Advantages and Disadvantages of On‐line Testing
- Models and Methods for Evaluating Reliability and Validity
- Advances in Training Evaluation Research
- Job Performance Measurement: The Elusive Relationship Between Job Performance and Job Satisfaction
- Cross‐cultural Differences in Personnel Psychology
- Selection and Training for Work Adjustment and Adaptability
- The Influence of Organizational Politics on Performance Appraisal
- Flexible Working Arrangements: From Work–Life to Gender Equity Policies
- Sex and Race Discrimination in Personnel Decisions
- Bullying and Harassment at work
- Labor Relations
- Fairness in Selection and Recruitment: A Stigma Theory Perspective
- The Boundaryless Career
- The Challenge of Remote Working
- Motivation and Job Design in the New World of Work
- Name Index
- Subject Index
Abstract and Keywords
This article addresses two major issues: How psychologists conceptualize the validity of the procedures they develop and use to select employees; and what reasonable estimates of the validity of those procedures are. Changes in the way one conceptualizes validity are obvious in the American Psychological Association Guidelines, the Society for Industrial and Organizational Psychology Principles, as well as recent textbook treatments of validity. At the same time that these changes in the ideas about measure validity have occurred, the use of meta-analysis has radically changed the discipline's thinking regarding the magnitude of the validity and utility of selection procedures, as well as their generalizability. Procedures developed to assess the extent of validity generalization have prompted a focus on true validity.
Neal Schmitt is Professor and Chairperson of the Department of Psychology at Michigan State University. He researches in the areas of personnel testing and selection, job placement, and performance appraisal and his books include Organizational Staffing (Lawrence Erlbaum & Associates) with Robert Ployhart and Benjamin Schneider.
Jessica Fandre, Department of Psychology, Michigan State University, East Lansing, MI 48824–1116, USA
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