Keywords

Employment tests, Occupational aptitude tests, Personnel management

Abstract

The purpose of this experiment is to examine one previously untested premise of the validity generalization model proposed by Schmidt and Hunter on test validity. The sample consisted of 307 subjects who were tested on measures constructed to be examples of contaminated, deficient, relevant and ultimate criteria. These criteria were correlated to a predictor, student GPA. The predictor-criteria relationship was observed over various sample sizes ranging from n = 25 to n = 300. The validity coefficients were hypothesized to change over increasing sample sizes in the same pattern as the othe artifacts from Schmidt and Hunter's validity generalization model. Student GPA was obtained from a biographical data sheet and this raw score was correlated through the use of Pearson Product-Moment correlations to raw scores on each of four quizzes, representing the four criteria. These correlations were then analyzed to determine of they follow four hypothesized patterns supporting the patterns of Schmidt and Hunter's controllable artifacts. The results of the study indicated that the four hypotheses of various patterns resulting among the four criteria generally supported Schmidt and Hunter's validity generalization model. Further investigation to determine more completely the extent of the effects of the uncontrollable artifacts is suggested as this exploratory study represents the first laboratory investigation of the effect of sample size on criterion contamination and criterion deficiency in the validity generalization model.

Notes

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Graduation Date

1985

Semester

Spring

Advisor

Smith, Jonathan E.

Degree

Master of Science (M.S.)

College

College of Arts and Sciences

Department

Psychology

Degree Program

Industrial/Organizational Psychology

Format

PDF

Language

English

Rights

Public Domain

Length of Campus-only Access

None

Access Status

Masters Thesis (Open Access)

Identifier

DP0016498

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