The economic benefits of predicting job performance: 1 Selection utility
Gespeichert in:
| Hauptverfasser: | , |
|---|---|
| Format: | Buch |
| Sprache: | English |
| Veröffentlicht: |
New York u.a.
Praeger
1991
|
| Ausgabe: | 1. publ. |
| Online-Zugang: | Inhaltsverzeichnis |
| Beschreibung: | XXXIII, 273 S. |
| ISBN: | 0275937852 |
Internformat
MARC
| LEADER | 00000nam a2200000 cc4500 | ||
|---|---|---|---|
| 001 | BV005633154 | ||
| 003 | DE-604 | ||
| 005 | 19930209 | ||
| 007 | t | ||
| 008 | 921029s1991 |||| 00||| eng d | ||
| 020 | |a 0275937852 |9 0-275-93785-2 | ||
| 035 | |a (OCoLC)165313652 | ||
| 035 | |a (DE-599)BVBBV005633154 | ||
| 040 | |a DE-604 |b ger |e rakddb | ||
| 041 | 0 | |a eng | |
| 049 | |a DE-384 |a DE-12 |a DE-188 | ||
| 100 | 1 | |a Zeidner, Joseph |e Verfasser |4 aut | |
| 245 | 1 | 0 | |a The economic benefits of predicting job performance |n 1 |p Selection utility |c Joseph Zeidner and Cecil D. Johnson |
| 250 | |a 1. publ. | ||
| 264 | 1 | |a New York u.a. |b Praeger |c 1991 | |
| 300 | |a XXXIII, 273 S. | ||
| 336 | |b txt |2 rdacontent | ||
| 337 | |b n |2 rdamedia | ||
| 338 | |b nc |2 rdacarrier | ||
| 700 | 1 | |a Johnson, Cecil D. |e Verfasser |4 aut | |
| 773 | 0 | 8 | |w (DE-604)BV005633149 |g 1 |
| 856 | 4 | 2 | |m HBZ Datenaustausch |q application/pdf |u http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&local_base=BVB01&doc_number=003520381&sequence=000002&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA |3 Inhaltsverzeichnis |
| 999 | |a oai:aleph.bib-bvb.de:BVB01-003520381 | ||
Datensatz im Suchindex
| _version_ | 1804119830775726080 |
|---|---|
| adam_text | Contents
Tables and Figure jx
Preface xv
Abbreviations xix
Introduction xxiii
Overview: Selection Utility 1
A. Purpose 1
B. Validation Studies 3
C. Utility Models 5
D. Dollar Valued Results 8
E. Current Issues 9
1. The Use of Testing for Selection Decisions 13
A. Productivity, Performance, and Testing 13
B. Decision Theoretic Utility Approach to Selection 16
vi Contents
C. The Decisionmaking Process 17
D. Utility Analysis 18
2. Review of Major Validation Studies 25
A. Introduction 25
B. Army General Classification Test 34
C. Armed Services Vocational Aptitude Battery 38
D. Airman Selection and Classification Batteries 44
E. ASVAB Training Validation across the Services and
Differential Validity 49
F. Prediction of Military Job Performance 51
G. Test Validities across Civilian Jobs 54
H. Reanalysis of Ghiselli s Occupational Validities 56
I. General Aptitude Test Battery (GATB) 57
J. Alternative Selection Procedures 59
K. Meta Analyses of Validities 60
L. Meta Analytic Comparisons of Alternative Predictors 64
3. Project A: Validation of ASVAB Using Multiple Criteria 67
A. Introduction 67
B. Performance Measures 70
C. Results 72
D. Potential Allocation Efficiency 83
E. Level of Prediction 85
F. Theoretical and Practical Implications 88
4. Utility Models 91
A. Utility as a Function of Validity 92
B. Utility as a Function of the Success Ratio 95
C. Utility as a Function of Increase in the Criterion
Score 97
D. Utility as a Function of Dollar Valued Performance 99
5. Estimating Dollar Valued Performance 111
A. The Payoff Scale in Dollar Terms 111
B. Methods of Measuring the Payoff Scales 112
C. Empirical Comparisons of Alternative, SDy Estimates 130
D. Estimating SDy and Decisionmaking 139
Contents vii
6. When Testing Pays Off: Dollar Valued Empirical Results 143
A. The Utility of Selection Programs 143
B. Selected Examples of Utilities 144
C. Utility Analysis Results as Decision Aids 180
7. New Uses and Extensions of the Basic Utility Model 183
A. Alternative Applications Based on the General
Utility Models 184
B. Extensions of the Basic Utility Model 193
8. Current Issues in Utility Analysis 205
A. Limitations of Utility Analysis: Making Assumptions
and Estimates 205
B. Linking Human Resources Models to Economic
Theory 208
C. Classification Decisions and Human Resource
Utilization 214
D. Credibility and Current Selection Decisions 228
Glossary 235
References 243
Author Index 263
Subject Index 269
Tables and Figure
TABLES
2.1 Review of Major Validation Studies 27
2.2 Army Mental Grade Groups and Standard Score
Ranges 35
2.3 Various Examples of Validity Coefficients for AGCT 36
2.4 ASVAB Subtest, Testing Times, and Reliabilities 38
2.5 Operational Composites of the ASVAB in Use by the
Army in 1984 39
2.6 Validities of Operational Aptitude Area Composites
for the Nine Army Job Families 40
2.7 Average Corrected Training Validities of Aptitude
Area Composites for the Nine Army Job Families 42
2.8 Average Corrected Job Performance Validities of
Aptitude Area Composites for the Nine Army Job
Families 43
2.9 Aptitude Indices for ASVAB 3 Developed by the Air
Force, 1973 45
2.10 ASVAB 1 Aptitude Indices Validities (Corrected for
Restriction in Range) 46
2.11 Validity Coefficients of Air Force Test Batteries 48
x Tables and Figure
2.12 Average Training Validities of ASVAB Composites
for Four Job Families by Military Service 50
2.13 Average Validities of Various Predictors for Four
Types of Criteria 52
2.14 Average Validities of Various Types of Predictors for
Global Ratings and Suitability 53
2.15 Ghiselli s Mean Validities of Various Predictors for
Nine Job Families 55
2.16 Hunter s Reanalysis of Ghiselli s Occupational Job
Proficiency Validities 56
2.17 The U.S. Employment Service General Aptitude Test
Battery and Aptitude Composites 57
2.18 Mean Validities of GATB for Training and Job
Proficiency at Five Levels of Job Complexity 58
2.19 Mean Validities for Various Alternative Predictors 60
2.20 Average Validity Coefficients and Standard Deviations
for Various Job Families 61
2.21 Average Validity Coefficients and Standard Deviations
for Various Types of Predictors 62
2.22 Average Validity Coefficients and Standard Deviations
for Various Types of Criteria 63
2.23 Mean Validities and Standard Deviations of Various
Predictors for Entry Level Jobs 65
2.24 Mean Validities and Standard Deviations of Predictors
to Be Used for Promotion or Certifications 66
3.1 Summary of New Predictor Measures Used in
Concurrent Validation Samples for Project A, Army
Research Institute 69
3.2 Ability, Temperament, and Interest Predictors, Project
A, Army Research Institute 71
3.3 Measurement Methods and Performance Dimensions
Representing the Common Latent Structure across All
Jobs in Sample, Project A, Army Research Institute 73
3.4 The Criterion Measures that Constitute Each
Performance Dimension Common Latent Structure
across All Jobs in Sample, Project A, Army Research
Institute 74
3.5 Multiple Validity Correlation of Five Independent
Predictor Composites with Each of Five Job
Performance Criterion Factors Averaged across Nine
Jobs (N = 4400) 76
Tables and Figure xi
3.6 Project A Predictor Domain, Source, and Composite
Scores 78
3.7 Multiple Validity Correlation of Six Independent
Predictor Composites with Each of Five Job
Performance Criterion Factors Averaged across Nine
Jobs (N = 4039) 79
3.8 Multiple Validity Correlation of Combined Predictor
Composites with Each of Five Job Performance
Criterion Factors Averaged across Nine Jobs
(N = 4039) 80
3.9 Multiple Validity Correlation of Cognitive and
Noncognitive Predictor Composites with Each of Five
Job Performance Criterion Factors Averaged across
Nine Jobs (N = 4039) 81
3.10 Multiple Validity Correlation of Cognitive and
Noncognitive and Combined Predictor Composites
with Each of Five Job Performance Criterion Factors
Averaged across Nine Jobs (N = 4039) 82
3.11 Summary of ASVAB and GATB Average Validities
for Training and Job Performance 87
5.1 Productivity Ratios under Nonpiecework
Compensation Systems 124
5.2 Productivity Ratios under Piece Rate Compensation
Systems 125
5.3 Productivity Ratios in Studies with Uncertain
Compensation Systems 126
5.4 Estimated Percentiles and Standard Deviations for
Yearly Sales, in Thousands of Dollars 131
5.5 Estimated Percentiles and Standard Deviations for
Value of Overall Products and Services, in Thousands
of Dollars 132
5.6 Assessment Center SDy Estimates for Various
Procedures 133
5.7 Estimates of SD$ for Various Techniques 135
5.8 Standard Deviation Estimates Using Three Methods 138
6.1 Estimated Productivity Increase from One Year s Use
of the Programmer Aptitude Test to Select Computer
Programmers in the Federal Government (in Millions
of Dollars) 146
xii Tables and Figure
6.2 Estimated Productivity Increase from One Year s Use
of the Programmer Aptitude Test to Select Computer
Programmers in the U.S. Economy (in Millions of
Dollars) 147
6.3 Job Performance Difference between Test Selected
and Non Test Selected Employees in Three
Occupations 151
6.4 Number of New White Collar Hires in the Federal
Government for Five Recent Years, Salaries, and
Estimated Standard Deviations of Job Performance in
Dollars 152
6.5 Dollar Value of Productivity Increases in the Federal
Government Resulting from the Use of Valid
Cognitive Ability Selection Tests for 18 Job Levels 153
6.6 Reduction in the Number of Yearly New FTE Hires
Necessary to Maintain Constant Ouput and Resultant
Yearly Reduction in Payroll Costs (One Year s Test
Use) 155
6.7 Mean Annual Output of Workers in 1976 Dollars in
Four Occupational Categories with Three Different
Personnel Assignment Strategies and SDy = 0.16u 161
6.8 Mean Annual Output of Workers in 1980 Dollars in
Four Occupational Categories with Three Different
Personnel Assignment Strategies and SDy = 0.40u 161
6.9 Estimated Productivity Differences between Selection
Strategies (in Billions of Dollars) 162
6.10 Assessment Center Utility Analysis Results in Dollars 166
6.11 Variable Means, Standard Deviations, and Standard
Errors of Estimate 168
6.12 Intercorrelations of Study Variables 169
6.13 Estimated Productivity Increase in Thousands of
Dollars from One Year s Substitution of a General
Mental Ability Test for the Interview in Selecting
U.S. Park Rangers 170
6.14 Estimates of SD% and Examples of Utility 171
6.15 Summary of Survey Responses for Estimating SDSV 177
6.16 Expected Utility Value Calculations 179
Tables and Figure xiii
6.17 Summary Descriptive Statistics Derived from the
Monte Carlo Analyses 180
7.1 Empirical Illustration of Employee Flow Effects on
Utility 200
FIGURE
6.1 The Correlational Assumptions in the Multivariate
Selection Model in Path Analytic Form 160
|
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| illustrated | Not Illustrated |
| indexdate | 2024-07-09T16:32:26Z |
| institution | BVB |
| isbn | 0275937852 |
| language | English |
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| physical | XXXIII, 273 S. |
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| publisher | Praeger |
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| spelling | Zeidner, Joseph Verfasser aut The economic benefits of predicting job performance 1 Selection utility Joseph Zeidner and Cecil D. Johnson 1. publ. New York u.a. Praeger 1991 XXXIII, 273 S. txt rdacontent n rdamedia nc rdacarrier Johnson, Cecil D. Verfasser aut (DE-604)BV005633149 1 HBZ Datenaustausch application/pdf http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&local_base=BVB01&doc_number=003520381&sequence=000002&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA Inhaltsverzeichnis |
| spellingShingle | Zeidner, Joseph Johnson, Cecil D. The economic benefits of predicting job performance |
| title | The economic benefits of predicting job performance |
| title_auth | The economic benefits of predicting job performance |
| title_exact_search | The economic benefits of predicting job performance |
| title_full | The economic benefits of predicting job performance 1 Selection utility Joseph Zeidner and Cecil D. Johnson |
| title_fullStr | The economic benefits of predicting job performance 1 Selection utility Joseph Zeidner and Cecil D. Johnson |
| title_full_unstemmed | The economic benefits of predicting job performance 1 Selection utility Joseph Zeidner and Cecil D. Johnson |
| title_short | The economic benefits of predicting job performance |
| title_sort | the economic benefits of predicting job performance selection utility |
| url | http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&local_base=BVB01&doc_number=003520381&sequence=000002&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA |
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