A synthetic validity approach to testing differential prediction hypotheses.

Johnson, Jeff W.; Carter, Gary W.; Davison, H. Kristl; Oliver, David

doi:10.1037/0021-9010.86.4.774

Cited by 25 publications

(31 citation statements)

References 31 publications

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“…As mentioned, credibility intervals indicate when synthetic validity is feasible, as they tell us whether the validity coefficients sufficiently generalize (see also Johnson, Carter, Davison, & Oliver, 2001). Validity coefficients can generalize even if none of the variance is accounted for through a moderator search.…”

Section: Previous Jcv Researchmentioning

confidence: 98%

From the Work One Knows the Worker: A Systematic Review of the Challenges, Solutions, and Steps to Creating Synthetic Validity

Steel

Huffcutt

Kammeyer‐Mueller

2006

Int J Selection Assessment

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Synthetic validity has been promised as the future for selection, providing an inexpensive, fast, high-quality, legally defensible, and easily administered process. Despite 50 years of development, this promise has yet to be realized. However, recent advances in areas such as validity generalization indicate that synthetic validity is technically feasible and practically achievable. Consolidating new and previous work carried out on two synthetic validity strategies, the job-requirement matrix and job component validity, we review the methodological steps required to build them and provide working examples. Although the resources required for full realization of synthetic validity are large, similar, although larger, projects have been undertaken in the past and in the present, and there is increasing infrastructure to facilitate them in the future.

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Section: Previous Jcv Researchmentioning

confidence: 98%

From the Work One Knows the Worker: A Systematic Review of the Challenges, Solutions, and Steps to Creating Synthetic Validity

Steel

Huffcutt

Kammeyer‐Mueller

2006

Int J Selection Assessment

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“…In addition to estimating synthetic validity coefficients, it is possible to use a similar formula presented by Sackett and Ellingson (1997) to compute standardized mean subgroup differences for the test battery. In addition, Johnson, Carter, Davison, and Oliver (2001) demonstrated how the job requirements matrix approach to synthetic validation can be used to increase the power of differential prediction analyses. Thus, the job requirements matrix approach allows the estimation of validity, potential adverse impact, and differential prediction for a selection procedure.…”

Section: Job Requirements Matrixmentioning

confidence: 99%

“…A related advantage is that much larger sample sizes can be obtained for differential prediction analyses using synthetic validation (Johnson et al, 2001). Power to detect slope or intercept differences for different subgroups is typically very low, requiring sample sizes of 400 or greater (Aguinis & Stone-Romero, 1997).…”

Section: More Stable Validity Estimatesmentioning

confidence: 99%

Validation Is Like Motor Oil: Synthetic Is Better

Johnson¹,

Steel

Scherbaum

et al. 2010

Ind. organ. psychol.

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Although synthetic validation has long been suggested as a practical and defensible approach to establishing validity evidence, synthetic validation techniques are infrequently used and not well understood by the practitioners and researchers they could most benefit. Therefore, we describe the assumptions, origins, and methods for establishing validity evidence of the two primary types of synthetic validation techniques: (a) job component validity and (b) job requirements matrix. We then present the case for synthetic validation as the best approach for many situations and address the potential limitations of synthetic validation. We conclude by proposing the development of a comprehensive database to build prediction equations for use in synthetic validation of jobs across the U.S. economy and reviewing potential obstacles to the creation of such a database. We maintain that synthetic validation is a practically useful methodology that has great potential to advance the science and practice of industrial and organizational psychology.When faced with the need to estimate the validity of a personnel selection procedure,

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“…To examine the relationship between competency scoring solutions and aligned performance ratings, we followed the unit-weighting procedure recommended by Johnson, Personnel Assessment And decisions investigating competency solutions Carter, Davison, and Oliver (2001). This procedure is based on an equation provided by Nunnally (1978) that calculates an estimate of the overall relationship from multiple predictors when each is unit weighted:…”

Section: Methodsmentioning

confidence: 99%