Moderating effects and differential reliability and validity.

Ghiselli, Edwin Ε.

doi:10.1037/h0047177

Cited by 157 publications

(102 citation statements)

References 14 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…This study, which is just a beginning, reveals some relationship between catecholamine output and personality. The correlations are not very large, and they are influenced by moderator variables (Ghiselli, 1963), but the results are in agreement with Eysenck's theory, that introverts have a higher arousal state than do extraverts.…”

Section: Methodssupporting

confidence: 78%

Catecholamine excretion as a function of personality

Schulz

Strobach

1970

Psychon Sci

View full text Add to dashboard Cite

Section: Methodssupporting

confidence: 78%

Catecholamine excretion as a function of personality

Schulz

Strobach

1970

Psychon Sci

View full text Add to dashboard Cite

“…The type of differential validity noted above has been demonstrated in several research studies (Berdie, 1961;Cleary, 1965;Fiske, 1957;Frederiksen & Gilbert, 1960;Frederiksen & Melville, 1954;Ghiselli, 1960aGhiselli, , 1960bGhiselli, , 1963Rock, 1965;Saunders, 1956;Strieker, 1965). For example, Frederiksen and Melville (1954) found that an engineering interest scale predicted grades in engineering for "noncompulsive" students far better than it did for "compulsive" students even though "compulsivity" itself was unrelated to grades or the interest scale.…”

mentioning

confidence: 99%

The Use of Multiple Moderators in Academic Prediction1

Klein

Rock

Evans

1967

ETS Research Bulletin Series

View full text Add to dashboard Cite

Admissions committees at both graduate and undergraduate institutions frequently feel that scores on selection instruments and measures should not be interpreted the same way for all applicants. For example, experience at a particular school might indicate that the grades of students from the South are predicted best with a test of general intellectual ability whereas the performance of applicants from the North is estimated best by their previous grades. In other words, a given selection instrument may not yield equally accurate predictions for different kinds of applicants.The type of differential validity noted above has been demonstrated in several research studies (

show abstract

“…Selection procedures, therefore, can be improved not only by the addition of highly valid predictors to present procedures, but also by the addition of devices to screen out individuals whose levels of aptitude and job proficiency show little correspondence. Ghiselli (1956Ghiselli ( , 1960aGhiselli ( , 1960bGhiselli ( , 1963 has provided a number of convincing demonstrations of the utility of this approach and of variations on it (Wiggins, 1973).…”

mentioning

confidence: 99%

“…If a predictive index could be developed which would provide feedback on the magnitude of the prediction error derived from the regression model as well as the direction of the error, then the inclusion of such an index in the regression equation as an additional main effect should logically enhance the predictive validity of the selection battery. This would, however, mean that the predictive index should be developed from the real differences between actual and predicted criterion scores of subjects, rather than the absolute difference as Ghiselli (1956Ghiselli ( , 1960aGhiselli ( , 1960bGhiselli ( , 1963 The addition of this index to a regression model should enhance the predictive validity of the selection procedure because its values would provide feedback on the magnitude of the prediction error derived from the regression model as well as the direction of the error. The partial regression coefficient associated with the predictability index in the expanded regression model should be positive.…”

mentioning

confidence: 99%

“…To increase reliability and validity of measurement, attention is then entirely focused on the improvement of measurement devices. However, a substantial body of evidence indicates there are systematic individual differences in error, and in the importance that a given trait has in determining a particular level of performance (Ghiselli, 1963). Ghiselli (1960b) proposed a method whereby a moderator variable may be developed for a specific prediction situation.…”

mentioning

confidence: 99%

See 1 more Smart Citation

A psychometric investigation into the use of an adaptation of the Ghiselli Predictability Index in personnel selection

et al. 2005

View full text Add to dashboard Cite

Personnel selection strives to contribute to the organisation's overall efficiency by maximising the economic value added to the organisation by selecting those employees best suited for vacant positions (Boudreau, 1991;Cook, 1998;Guion, 1991). Personnel selection essentially is a form of applied decisionmaking. The focus thus should be on the quality of the selection decisions and not only on the psychometric properties of the measuring instruments used to provide the information for the decision-making. Cronbach and Gleser (1965) acknowledge the usefulness of tests for accurate estimation of an underlying latent variable, but suggest that the value of a selection procedure depends on many other qualities in addition to the reliability and validity with which the critical attributes are being measured. This should, however, not be interpreted to mean that (classical) measurement and test theory should be regarded as obsolete and irrelevant. Although it would be wrong to equate quality of decision-making to the magnitude of the validity coefficient, the latter nonetheless still influences the former. If the other pertinent factors affecting selection decision quality are held constant, selection decision quality increases as the absolute value of the validity coefficient increases. Utility is a positive linear function of validity, and for zero cost, is proportional to validity (Brogden, 1946; Brogden, 1949).The validity coefficients typically encountered in validation studies are, however, disappointingly low. Validity coefficients typically fall below 0,50 and only very seldom reach values as high as 0,70 (Campbell, 1991;Guion, 1998). Typically selection instruments thus explain only 25% of the variance in the criterion (Campbell, 1991). The validity ceiling first identified by Hull (1928) seemingly still persists. Numerous possibilities have been considered on how to affect an increase in the magnitude of the validity coefficient (Campbell, 1991; Ghiseli, Campbell & Zedeck, 1981;Guion, 1991;Guion, 1998; Wiggens, 1973). Most of these attempts revolved around modifications and/or extensions to the regression strategy (Gatewood & Feild, 1994).A though-provoking alternative to the usual multipleregression based attempts may be found in the work of Ghiselli (1956Ghiselli ( , 1960aGhiselli ( , 1960b. Rather than elaborating on the basic mathematical model of multiple-regression, Ghiselli has chosen to attack the problem of improved prediction directly by the use of empirical procedures (Ghiselli, 1956(Ghiselli, , 1960a(Ghiselli, , 1960b. The essence of the proposed procedure revolves around the development of a composite predictability index that explains variance in the prediction errors or residuals resulting from an existing prediction model. It would, however appear as if the procedure has found very little if any practical acceptance. The actuarial nature of the procedure could probably to a large extent account for it not being utilized in the practical development of selection procedures. The lack of gener...

show abstract

Moderating effects and differential reliability and validity.

Cited by 157 publications

References 14 publications

Catecholamine excretion as a function of personality

Catecholamine excretion as a function of personality

The Use of Multiple Moderators in Academic Prediction1

A psychometric investigation into the use of an adaptation of the Ghiselli Predictability Index in personnel selection

Contact Info

Product

Resources

About