In personnel selection, psychometric tests are often used to predict the suitability of job appli... more In personnel selection, psychometric tests are often used to predict the suitability of job applicants. Of the available predictors, like job sample, interview or references, tests stand out with regard to their predictive validity. According to a large meta-analytic study by Schmidt and Hunter (1998) cognitive tests are among the best predictors available (also see Robertson and Smith (2001)). In many validity studies, supervisor ratings are used as criterion measures. In the field of personnel selection these ratings are known for their unreliability (Murphy, 2008; Saal, Downey, & Lahey, 1980; Scullen, Mount, & Judge, 2003). In this article, validity is approached from a different angle. Instead of using supervisor ratings, dropout in higher education and (un)employment were used as criterion measures. It turns out that both criteria can be predicted using combined scores from a multi-scale personality questionnaire. Implications and suggestions for application and further research are discussed.
In personnel selection, psychometric tests are often used to predict the suitability of job appli... more In personnel selection, psychometric tests are often used to predict the suitability of job applicants. Of the available predictors, like job sample, interview or references, tests stand out with regard to their predictive validity. According to a large meta-analytic study by Schmidt and Hunter (1998) cognitive tests are among the best predictors available (also see Robertson and Smith (2001)). In many validity studies, supervisor ratings are used as criterion measures. In the field of personnel selection these ratings are known for their unreliability (Murphy, 2008; Saal, Downey, & Lahey, 1980; Scullen, Mount, & Judge, 2003). In this article, validity is approached from a different angle. Instead of using supervisor ratings, dropout in higher education and (un)employment were used as criterion measures. It turns out that both criteria can be predicted using combined scores from a multi-scale personality questionnaire. Implications and suggestions for application and further researc...
A new instrument is presented, making instant organizational diagnosis possible. Via a web based ... more A new instrument is presented, making instant organizational diagnosis possible. Via a web based tool, respondents assess their own department as well as other departments/groups inside or outside the organization. Three asp;acts/constructs can be assessed: Attachment, Consistency and Time; hence ACT. Please contact the first author at Human Insight for further information.
ABSTRACT Based upon a systematic registration of cases of unauthorised passing through signals at... more ABSTRACT Based upon a systematic registration of cases of unauthorised passing through signals at danger (SPD cases) during the period 1 January 1983 to 1 January 1985, the contribution of situational and personal factors to the occurrence of this kind of safety error was studied. Exposural deviances were taken into account by presenting the relevant exposural details as well as the SPD frequencies. To study the effect of personal factors, the group of drivers involved was compared with an individually matched control group. Data analysis indicated that SPD cases tended to be fairly evenly dispersed over the months of the year. The distribution of incidents throughout the days of the week corresponded rather closely to the numbers of train driver shifts. Neither technical nor mechanical faults nor weather nor visibility conditions seemed to be significant contributory factors. SPD cases were relatively many during the morning hours (midnight till 6 am and 8 am till noon) and at the start of duty periods. At a number of (black) spots two or more cases were recorded accounting for a relatively high percentage of all cases. The most frequently mentioned hazard was that of the signal being situated behind a bend. About 90% of the cases took place at or near stations and most were with arriving trains. The direct cause of an SPD case often seemed to be that a signal was overlooked or not anticipated. Personal factors (age, time on duty, length of service or track and rolling-stock experience) did not seem to be important variables. However, it was proven that previous incidents, worse performance with multiple choice reaction tests, and less job satisfaction are predictive of a future SPD case. In this study the consequences of SPD cases were not as serious as they could be. Most damage was to points (forced open). Other consequences include level crossings not closed and a very small number of crashes. There were no fatalities and only one person was injured as a result of stop signal abusage.
In this thesis a study on computerized adaptive testing is reported. The goal of adaptive testing... more In this thesis a study on computerized adaptive testing is reported. The goal of adaptive testing is to avoid the confrontation of testees with items that are either too easy or too difficult, and consequently, less informative for the administrator. This goal is reached by tailoring the test, during administration, to the person being tested by presenting items which have appropriate levels of difficulties given the estimated position thus far on the trait being measured. Adaptive testing can be realized by using a computer system. ... Zie: Summary
In personnel selection, psychometric tests are often used to predict the suitability of job appli... more In personnel selection, psychometric tests are often used to predict the suitability of job applicants. Of the available predictors, like job sample, interview or references, tests stand out with regard to their predictive validity. According to a large meta-analytic study by Schmidt and Hunter (1998) cognitive tests are among the best predictors available (also see Robertson and Smith (2001)). In many validity studies, supervisor ratings are used as criterion measures. In the field of personnel selection these ratings are known for their unreliability (Murphy, 2008; Saal, Downey, & Lahey, 1980; Scullen, Mount, & Judge, 2003). In this article, validity is approached from a different angle. Instead of using supervisor ratings, dropout in higher education and (un)employment were used as criterion measures. It turns out that both criteria can be predicted using combined scores from a multi-scale personality questionnaire. Implications and suggestions for application and further research are discussed.
In personnel selection, psychometric tests are often used to predict the suitability of job appli... more In personnel selection, psychometric tests are often used to predict the suitability of job applicants. Of the available predictors, like job sample, interview or references, tests stand out with regard to their predictive validity. According to a large meta-analytic study by Schmidt and Hunter (1998) cognitive tests are among the best predictors available (also see Robertson and Smith (2001)). In many validity studies, supervisor ratings are used as criterion measures. In the field of personnel selection these ratings are known for their unreliability (Murphy, 2008; Saal, Downey, & Lahey, 1980; Scullen, Mount, & Judge, 2003). In this article, validity is approached from a different angle. Instead of using supervisor ratings, dropout in higher education and (un)employment were used as criterion measures. It turns out that both criteria can be predicted using combined scores from a multi-scale personality questionnaire. Implications and suggestions for application and further researc...
A new instrument is presented, making instant organizational diagnosis possible. Via a web based ... more A new instrument is presented, making instant organizational diagnosis possible. Via a web based tool, respondents assess their own department as well as other departments/groups inside or outside the organization. Three asp;acts/constructs can be assessed: Attachment, Consistency and Time; hence ACT. Please contact the first author at Human Insight for further information.
ABSTRACT Based upon a systematic registration of cases of unauthorised passing through signals at... more ABSTRACT Based upon a systematic registration of cases of unauthorised passing through signals at danger (SPD cases) during the period 1 January 1983 to 1 January 1985, the contribution of situational and personal factors to the occurrence of this kind of safety error was studied. Exposural deviances were taken into account by presenting the relevant exposural details as well as the SPD frequencies. To study the effect of personal factors, the group of drivers involved was compared with an individually matched control group. Data analysis indicated that SPD cases tended to be fairly evenly dispersed over the months of the year. The distribution of incidents throughout the days of the week corresponded rather closely to the numbers of train driver shifts. Neither technical nor mechanical faults nor weather nor visibility conditions seemed to be significant contributory factors. SPD cases were relatively many during the morning hours (midnight till 6 am and 8 am till noon) and at the start of duty periods. At a number of (black) spots two or more cases were recorded accounting for a relatively high percentage of all cases. The most frequently mentioned hazard was that of the signal being situated behind a bend. About 90% of the cases took place at or near stations and most were with arriving trains. The direct cause of an SPD case often seemed to be that a signal was overlooked or not anticipated. Personal factors (age, time on duty, length of service or track and rolling-stock experience) did not seem to be important variables. However, it was proven that previous incidents, worse performance with multiple choice reaction tests, and less job satisfaction are predictive of a future SPD case. In this study the consequences of SPD cases were not as serious as they could be. Most damage was to points (forced open). Other consequences include level crossings not closed and a very small number of crashes. There were no fatalities and only one person was injured as a result of stop signal abusage.
In this thesis a study on computerized adaptive testing is reported. The goal of adaptive testing... more In this thesis a study on computerized adaptive testing is reported. The goal of adaptive testing is to avoid the confrontation of testees with items that are either too easy or too difficult, and consequently, less informative for the administrator. This goal is reached by tailoring the test, during administration, to the person being tested by presenting items which have appropriate levels of difficulties given the estimated position thus far on the trait being measured. Adaptive testing can be realized by using a computer system. ... Zie: Summary
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