The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings
The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings
复制标题
DOI：
10.1037/0033-2909.124.2.262
复制
发表时间：
1998-09-01
影响因子：
22.4
通讯作者：
Hunter, JE
中科院分区：
文献类型：
--
作者：
Schmidt, FL;Hunter, JE
本文总结了85年来人才选拔研究的实践和理论意义。在元分析结果的基础上，本文提出了预测工作绩效和培训绩效的19个选择程序的有效性和一般心理能力（GMA）和其他18个选择程序的配对组合的有效性。总体而言，具有最高多变量效度和工作绩效效用的3种组合是GMA加工作样本测试（平均效度为0.63），GMA加诚信测试（平均效度为0.65）和GMA加结构化面试（平均效度为0.63）。后两种组合的另一个优点是，它们可以用于入门级选择和经验丰富的员工的选择。这些结论摘要的实际效用影响是巨大的。这些研究结果的工作绩效理论的发展的影响进行了讨论。
This article summarizes the practical and theoretical implications of 85 years of research in personnel selection. On the basis of meta-analytic findings, this article presents the validity of 19 selection procedures for predicting job performance and training performance and the validity of paired combinations of general mental ability (GMA) and the 18 other selection procedures. Overall, the 3 combinations with the highest multivariate validity and utility for job performance were GMA plus a work sample test (mean validity of .63), GMA plus an integrity test (mean validity of .65), and GMA plus a structured interview (mean validity of .63). A further advantage of the latter 2 combinations is that they can be used for both entry level selection and selection of experienced employees. The practical utility implications of these summary findings are substantial. The implications of these research findings for the development of theories of job performance are discussed.