9780805815771

Assessment, Measurement, and Prediction for Personnel Decisions

by
  • ISBN13:

    9780805815771

  • ISBN10:

    0805815775

  • Format: Hardcover
  • Copyright: 1997-10-01
  • Publisher: Lawrence Erlbau

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Supplemental Materials

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Summary

This book offers a comprehensive and practical view of assessment-based personnel decisions not available elsewhere in a single source. The author believes that: *decisions about people in organizations--initial selection, promotion, assignment to special training--are properly based on predictions, literal or implicit, about their probable contributions to the organization; *good prediction requires well-formed hypotheses about personal characteristics that might be related to valued behavior at work; *these characteristics should be carefully assessed; and *the assessments and their use should be thoroughly evaluated. Guion also notes that, in his view, the field of assessment-based personnel selection (a prototypical personnel decision) seems not to have fully acknowledged changing situations, methods, and theories of measurement. Too often, hypotheses basic to personnel decisions have been limited by traditionally-used procedures for data collection and analysis. To evaluate assessment or measurement, most personnel selection literature emphasizes evidence of validity in the form of a "psychometric trinity" of mainly correlations describing criterion-related validity with occasional mention of content or construct validity. Typically, chapters on reliability and validity are different, even independent. In this book, evaluation combines them, presenting a variety of questions about the characteristic to be assessed and its definition, the care and thought used in developing a procedure for assessing it, the extent and nature of measurement errors, the defensibility of intended interpretations of scores, and evidence that the scores are related to jobs and organizational needs. Available books and articles tend to focus narrowly on particular methods of assessment (tests, interviews, or assessment centers), research methods (correlational), or problems (legally-defined fairness). Work, the labor market, organizations, and psychometric technology and theory have changed. These changes both permit and require some changes in the kinds of research hypotheses put forward for assessments and decisions. A broader, more comprehensive integrated approach to assessment-based decisions, encompassing both traditions and new ideas is needed--and provided by this book.

Table of Contents

Preface ix(6)
Foreword xv
Part I: Foundations for Personnel Decisions 3(208)
1 Membership Decisions in Organizations
3(44)
2 Analysis of Selection Problems
47(56)
3 Developing the Predictive Hypothesis
103(60)
4 The Legal Context for Personnel Decisions
163(48)
Part II: Evaluation of Assessment Procedures 211(274)
5 Basic Concepts in Measurement
211(41)
6 Further Concepts in Measurement
252(44)
7 Bivariate Prediction of Performance
296(45)
8 The Use of Multivariate Statistics
341(50)
9 Judgment in the Prediction of Performance
391(42)
10 Analysis of Bias
433(52)
Part III: Methods of Assessment 485(186)
11 Assessment by Testing
485(56)
12 Assessment by Ratings
541(50)
13 Assessment by Inventories and Interviews
591(38)
14 Multiple Assessment Procedures
629(42)
Author Index 671(12)
Subject Index 683

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