Predicting Job Performance: A Comparison of Expert Opinion and Research Findings

@inproceedings{Armstrong1989PredictingJP,
  title={Predicting Job Performance: A Comparison of Expert Opinion and Research Findings},
  author={J. Scott Armstrong and Stephen R. Dakin},
  year={1989}
}
A survey was conducted of New Zealand personnel consultants. Their beliefs about the validity of various selection tools and their claimed usage of these tools was then compared with the validities in a previously published meta-analysis. The experts claimed to use the predictors they believed to be most valid. However, their beliefs about validity were unrelated to empirically demonstrated validities (Spearman's rho = -0.06). Suggestions were made on the types of research that are needed to… Expand
View on SSRN
repository.upenn.edu
40 Citations
Highly Influential Citations
1
Background Citations
14
Results Citations
1

40 Citations

Citation Type

Citation Type

Predicting the job performance of managers: What do the experts know?
Abstract US personnel experts, like their New Zealand, UK, and French colleagues, do not know or apply the research base of their profession when selecting managers. Students do know which are the… Expand
A comparative study of practitioner perceptions of selection methods in the United Kingdom
In this study, 476 participants, divided into occupational psychology (OP)-, Chartered Institute of Personnel and Development (CIPD)-, human resource management (HRM)-qualified, and layperson… Expand
The Role of Personality Testing in Managerial Selection
Despite widespread evidence of low predictive and construct validity, personality testing is increasingly being used for the selection of managers. Notes that selection practices based on personality… Expand
New Zealand personnel consultants and the selection process : a thesis presented in partial fulfilment of the requirements for the degree of Master of Business Studies at Massey University
This study is based on a survey of 27 selection methods used by New Zealand personnel consultants in managerial selection. The results are consistent with those of other studies in personnel… Expand
Australian Management Selection Practices: Why Does the Interview Remain Popular?
The management selection practices of Australia's top 500 companies were examined and the data compared to past Australian studies. Despite calls for better practice, little has changed. The… Expand
FAIR MANAGERIAL SELECTION
The notions of procedural justice and factor analysis have been applied to the identification of the key criteria for fair managerial selection. The subjects were 87 personnel professionals in New… Expand
Discovery and Communication of Important Marketing Findings: Evidence and Proposals
My review of empirical research on scientific publication led to the following conclusions. Three criteria are useful for identifying whether findings are important: replication, validity, and… Expand
Management Selection in Australia: A Comparison with British and French Findings
The present study provided data on the cross-national use of management selection methods by collecting information from the Australian context. The data is compared with the British and French… Expand
Training, manpower development and job performance: Perception and relevance among civil servants in Ebonyi State, Nigeria
The paper examined perception and relevance of influence of training and manpower development on employee performance, using civil servants in Ebonyi State, Nigeria as reference. A pre-coded… Expand
Co-Relational Study between Organizational Climate and Job Performance of Private School Teachers
The current study investigated relationship between Organizational climate and Job Performance of school Teachers. Descriptive Survey method is used for the research to accomplish the objective of… Expand
...
1
2
3
4
...

References

SHOWING 1-10 OF 26 REFERENCES
The relationship between supervisory ratings and results-oriented measures of performance: A meta-analysis.
A meta-analysis was conducted with 23 studies to assess the relationship between supervisory ratings and results-oriented measures of performance. As hypothesized, the corrected mean correlation was… Expand
Performance Rating Validity: The Relationship of Objective and Subjective Measures of Performance
Substantial research has been conducted on how various factors such as personal traits of ratees and raters, organizational contexts, and rating format affect per formance ratings. However, a… Expand
Management selection in Britain: A survey and critique
The results of a survey of the techniques used for managerial selection from 108 organizations in Great Britain are presented. The results reveal that, whilst the usage by large organizations of… Expand
Validity and Utility of Alternative Predictors of Job Performance
Meta-analysis of the cumulative research on various predictors of job performance shows that for entry-level jobs there is no predictor with validity equal to that of ability, which has a mean… Expand
Prediction of Job Performance: Review of Military Studies
Abstract : Literature pertaining to prediction of enlisted military job performance, 1952-1980, was reviewed. The review excluded studies in which training performance or reenlistment is the… Expand
VALIDITY AND FAIRNESS OF SOME ALTERNATIVE EMPLOYEE SELECTION PROCEDURES
Despite extensive evidence that tests are valid for employee selection, Federal Guidelines have urged employers to seek alternative selection procedures that are equally valid but have less adverse… Expand
A meta‐analytic investigation of the impact of interview format and degree of structure on the validity of the employment interview*
A meta-analysis of the employment interview was carried out to investigate the impact of interview format (individual vs. board interviews) and interview structure (unstructured vs. structured) on… Expand
Structured Interviewing: Raising the Psychometric Properties of the Employment Interview.
A highly structured employment interviewing technique is proposed, which includes the following steps: (1) develop questions based on a job analysis, (2) ask the same questions of each candidate, (3)… Expand
The employment interview: A summary and review of recent research.
After a quick recapitulation of previous reviews of the employment interview, recent research from about 1975 is reviewed and summarized. Research dealing with the reliability and validity of the… Expand
INTERVIEW VALIDITY FOR SELECTING SALES CLERKS
Interviewer judgments, gender, and age data were collected for job applicants interviewing for seasonal retail sales clerk positions in two separate years. Job performance data were matched with… Expand
...
1
2
3
...