Preface
Foreword
Introduction and Major Issues
Matching People and Jobs: An Introduction to Twelve Years of R & D.
A Paradigm Shift
The Army Selection and Classification Research Program: Goals, Overall Design, and Organization
Specification and Measurement of Individual Differences for Predicting Performance
The Search for New Measures: Sampling From a Population of Selection/Classification Predictor Variables
The Measurement of Cognitive, Perceptual, and Psychomotor Abilities
Assessment of Personality, Temperament, Vocational Interests, and Work Outcome Preferences
Specification and Measurement of Individual Differences in Job Performance
Analyzing Jobs for Performance Measurement
Performance Assessment for a Population of Jobs
Developing the Database and Modeling Predictor and Criterion Scores
Data Collection and Research Database Management on a Large Scale
The Experimental Battery: Basic Attribute Scores for Predicting Performance in a Population of Jobs.
Modeling Performance in a Population of Jobs
Criterion Reliability and the Prediction of Future Performance From Prior Performance
Selection Validation, Differential Prediction, Validity Generalization, and Classification Efficiency
The Prediction of Multiple Components of Entry-Level Performance
The Prediction of Supervisory and Leadership Performance
Synthetic Validation and Validity Generalization: When Empirical Validation Is Not Possible
Personnel Classification and Differential Job Assignments: Estimating Classification Gains
Environmental Context Effects on Performance and the Prediction of Performance
Application of Findings: The Organizational Context of Implementation
ABLE Implementation Issues and Related Research
Application of Findings: ASVAB, New Aptitude Tests, and Personnel Classification
Epilogue
Implications for Future Personnel Research and Personnel Management
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