By James L. Farr, Nancy T. Tippins
The instruction manual of worker Selection summarizes the country of technology and perform within the box of worker choice. Chapters during this ebook disguise matters linked to dimension similar to validity and reliability in addition to useful matters round the improvement of acceptable choice systems and implementation of choice courses. a number of chapters talk about the size of varied constructs well-known as predictors, and different chapters confront criterion measures which are utilized in attempt validation. moral and criminal issues are handled in one other set of chapters and spotlight the worries of the company in addition to the try out taker and the psychologist chargeable for the checking out software. ultimate sections of the e-book contain chapters that concentrate on trying out for particular types of jobs (e.g., blue collar jobs, supervisory jobs) and describe vital milestones within the improvement of choice programs.
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Handbook of Employee Selection
The guide of worker choice summarizes the nation of technological know-how and perform within the box of worker choice. Chapters during this e-book disguise concerns linked to size equivalent to validity and reliability in addition to sensible matters round the improvement of acceptable choice tactics and implementation of choice courses.
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Further, the focus of applications of IRT is often on estimation/scaling of a latent trait, ability of interest, or calibration of item parameters rather than the isolation and quantification of measurement error (see Brennan 2006, pp. 6-7). Although we are not downplaying the obvious importance of IRT for psychometrics and personnel selection, we felt it was beyond the scope of this chapter to address IRT while still addressing reliability and validity as we have done herein. For a recent, parsimonious treatment of IRT, we refer readers to Yen and Fitzpatrick (2006).
Vinchur, A. J. (2007). A history of psychology applied to employee selection. In L. L. ), Historical perspectives in industrial and organizational psychology (pp. 193–218). Mahwah, NJ: Lawrence Erlbaum. Part 1 Foundations of Psychological Measurement and Evaluation Applied to Employee Selection John P. Campbell and Frank J. Landy, Section Editors This page intentionally left blank 2 Reliability and Validity Dan J. Putka and Paul R. Sackett Reliability and validity are concepts that provide the scientific foundation upon which we construct and evaluate predictor and criterion measures of interest in personnel selection.
2006). Hard facts, dangerous half-truths, and total nonsense: Profiting from evidence-based management. Boston, MA: Harvard Business School Press. Society for Industrial and Organizational Psychology. (2003). ). Bowling Green, OH: Author. Vinchur, A. J. (2007). A history of psychology applied to employee selection. In L. L. ), Historical perspectives in industrial and organizational psychology (pp. 193–218). Mahwah, NJ: Lawrence Erlbaum. Part 1 Foundations of Psychological Measurement and Evaluation Applied to Employee Selection John P.