Keywords

Employment tests

Abstract

Schmidt and Hunter‟s validity generalization model poses seven sources of error variance affecting validation studies. Of the seven sources of error variance, only four sources have been tested. This study looks at an additional source of error variance, the difference between studies in the amount and kind of criterion contamination and deficiency, as proposed by Schmidt and Hunter. The current study proposes a method of evaluating criterion contamination and deficiency in criterion measures in order to minimize their effects on the relationship between criterion and predictor measures. Two unique criteria are used including a traditional subjective measure of current performance and a non-traditional subjective measure of expandability (future performance). Data from 378 employees from a large international financial institution were used to test the proposed method. Results do not support the hypotheses. Single criteria predicted the same or better than the combined criteria, suggesting that the criterion problem was not addressed. Possible reasons for these findings are discussed. An unexpected finding supports the utility of personality measures compared to cognitive ability measures. The study concludes with a discussion of the implications and limitations of the study as well as directions for future research.

Notes

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Graduation Date

2010

Semester

Spring

Advisor

Wooten, William

Degree

Master of Science (M.S.)

College

College of Sciences

Department

Psychology

Format

application/pdf

Identifier

CFE0003158

URL

http://purl.fcla.edu/fcla/etd/CFE0003158

Language

English

Release Date

May 2010

Length of Campus-only Access

None

Access Status

Masters Thesis (Open Access)

Subjects

Dissertations, Academic -- Sciences, Sciences -- Dissertations, Academic

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Included in

Psychology Commons

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