No CrossRef data available.
Article contents
Do selection tests “really” work better than we think they do?
Published online by Cambridge University Press: 27 August 2024
Abstract
An abstract is not available for this content so a preview has been provided. Please use the Get access link above for information on how to access this content.
![Image of the first page of this content. For PDF version, please use the ‘Save PDF’ preceeding this image.'](https://static.cambridge.org/content/id/urn%3Acambridge.org%3Aid%3Aarticle%3AS1754942624000191/resource/name/firstPage-pdf-S1754942624000191a.jpg)
- Type
- Commentaries
- Information
- Copyright
- © The Author(s), 2024. Published by Cambridge University Press on behalf of Society for Industrial and Organizational Psychology
References
Borman, W. C., & Brush, D. H. (1993). More progress toward a taxonomy of managerial performance requirements. Human Performance, 6(1), 1–21. https://doi.org/10.1207/s15327043hup0601_1
CrossRefGoogle Scholar
Campbell, J. P. (1990). Modeling the performance prediction problem in industrial and organizational psychology. In Dunnette, M. D., & Hough, L. M. (Ed.), Handbook of industrial and organizational psychology (2nd ed. pp. 687–732). Consulting Psychologists Press.Google Scholar
Foster, J., Steel, P., Harms, P., O’Neill, T. A., & Wood, D. (2024). Selection tests work better than we think they do, and have for years. Industrial and Organizational Psychology, 17.Google Scholar
Jackson, D. J. R., Michaelides, G., Dewberry, C., Schwencke, B., & Toms, S. (2020). The implications of unconfounding multisource performance ratings. Journal of Applied Psychology, 105(3), 312–329. https://doi.org/10.1037/apl0000434
CrossRefGoogle ScholarPubMed
Jones, D. N., & Figueredo, A. J. (2013). The core of darkness: Uncovering the heart of the dark triad. European Journal of Personality, 27(6), 521–531.CrossRefGoogle Scholar
Nimon, K. F., & Oswald, F. L. (2013). Understanding the results of multiple linear regression: Beyond standardized regression coefficients. Organizational Research Methods, 16(4), 650–674. https://doi.org/10.1177/1094428113493929
CrossRefGoogle Scholar
O’Neill, T. A., McLarnon, M. J. W., & Carswell, J. J. (2015). Variance components of job performance ratings. Human Performance, 28(1), 66–91. https://doi.org/10.1080/08959285.2014.974756
CrossRefGoogle Scholar
Sackett, P. R., Zhang, C., Berry, C. M., & Lievens, F. (2022). Revisiting meta-analytic estimates of validity in personnel selection: Addressing systematic overcorrection for restriction of range. Journal of Applied Psychology, 107(11), 2040–2068. https://doi.org/10.1037/apl0000994
CrossRefGoogle ScholarPubMed
Schlaegel, C., Engle, R. L., & Lang, G. (2022). The unique and common effects of emotional intelligence dimensions on job satisfaction and facets of job performance: An exploratory study in three countries. International Journal of Human Resource Management, 33(8), 1562–1605. https://doi.org/10.1080/09585192.2020.1811368
CrossRefGoogle Scholar
Schoen, J. L., DeSimone, J. A., & James, L. R. (2011). Exploring joint variance between independent variables and a criterion: Meaning, effect, and size. Organizational Research Methods, 14(4), 674–695. https://doi.org/10.1177/1094428110381787
CrossRefGoogle Scholar
Shuck, B., Nimon, K., & Zigarmi, D. (2017). Untangling the predictive nomological validity of employee engagement: Partitioning variance in employee engagement using job attitude measures. Group & Organization Management, 42(1), 79–112. https://doi.org/10.1177/1059601116642364
CrossRefGoogle Scholar
Tett, R. P., Jackson, D. N., Rothstein, M., & Reddon, J. R. (1999). Meta-analysis of bidirectional relations in personality-job performance research. Human Performance, 12(1), 1–29. https://doi.org/10.1207/s15327043hup1201_1
CrossRefGoogle Scholar
Viswesvaran, C., & Ones, D. S. (2000). Perspectives on models of job performance. International Journal of Selection and Assessment, 8(4), 216–226. https://doi.org/10.1111/1468-2389.00151
CrossRefGoogle Scholar
Viswesvaran, C., Schmidt, F. L., & Ones, D. S. (2005). Is there a general factor in ratings of job performance? A meta-analytic framework for disentangling substantive and error influences. Journal of Applied Psychology, 90(1), 108–131. https://doi.org/10.1037/0021-9010.90.1.108
CrossRefGoogle Scholar
Vize, C. E., Collison, K. L., Miller, J. D., & Lynam, D. R. (2020). The “core” of the dark triad: A test of competing hypotheses. Personality Disorders: Theory, Research, and Treatment, 11(2), 91–99. https://doi.org/10.1037/per0000386
CrossRefGoogle Scholar