1973
DOI: 10.1111/j.1744-6570.1973.tb01150.x
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The Validity of Aptitude Tests in Personnel Selection

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Cited by 284 publications
(179 citation statements)
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“…Electronic mail may be sent via Internet to tim.salthouse@psych.gatech.edu. of established reliability and span a broad range of cognitive abilities, the general phenomenon of negative relations between age and Type A or fluid cognition can be considered quite robust.Performance on tests of cognitive ability is also a meaningful target or criterion phenomenon because cognitive batteries have proven useful for prediction and assessment outside of the laboratory and in nonacademic settings (e.g., Ghiselli, 1973;Hunter & Hunter, 1984). A focus on cognitive test performance therefore provides a relatively parsimonious linkage to realworld activities.…”
mentioning
confidence: 99%
“…Electronic mail may be sent via Internet to tim.salthouse@psych.gatech.edu. of established reliability and span a broad range of cognitive abilities, the general phenomenon of negative relations between age and Type A or fluid cognition can be considered quite robust.Performance on tests of cognitive ability is also a meaningful target or criterion phenomenon because cognitive batteries have proven useful for prediction and assessment outside of the laboratory and in nonacademic settings (e.g., Ghiselli, 1973;Hunter & Hunter, 1984). A focus on cognitive test performance therefore provides a relatively parsimonious linkage to realworld activities.…”
mentioning
confidence: 99%
“…Over the last 80 years, industrial psychologists have conducted hundreds of studies, involving hundreds of thousands of workers, on the relationship between productivity in particular jobs and various predictors of that productivity. They have found that scores on tests measuring competence in reading, mathematics, science, and problem solving are strongly related to productivity on the job (Ghiselli, 1973).2 Figure 1 compares the percentage effect of mathematical and verbal achievement (specifically a difference of three grade-level equivalents in test scores or .7 GPA points, on a 4 point scale) on the productivity of a clerical worker, on wages of male clerical workers (Taubman & Wales, 1975), and on the wages of young women who have not gone to college (Kang & Bishop, 1984;Meyer, Other potential sources of information on effort and achievement in high school are transcripts and referrals from teachers who know the applicant. Both are under-used.…”
Section: The Absence Of Major Economic Rewards For Effort In High Schoolmentioning
confidence: 99%
“…In particular, prevailing skepticism concerning the use of personality measures in selection marked the 1960's and 1970's. Doubts largely stemmed from inconsistent validity evidence, as well as lack of consensus regarding the underlying structure of personality or appropriate performance criteria (Ghiselli, 1973;Guion & Gottier, 1965;Schmidt, Gooding, Noe, & Kinch, 1984). The Five Factor Model's (i.e., Big Five) emergence as a widely accepted taxonomy of normal personality in the ensuing decades has helped address many of the skeptics' concerns.…”
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confidence: 99%