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INCREASED ACCURACY FOR RANGE RESTRICTION CORRECTIONS: IMPLICATIONS FOR THE ROLE OF PERSONALITY AND GENERAL MENTAL ABILITY IN JOB AND TRAINING PERFORMANCE

Authors


and requests for reprints should be addressed to Jonathan A. Shaffer, Department of Management and Organizations, Tippie College of Business, University of Iowa, W252 John Pappajohn Business Building, Iowa City, IA 52242; jonathan-shaffer@uiowa.edu.

Abstract

A recently developed procedure produces substantial improvements in the accuracy of corrections for range restriction and reveals that predictive validities of employment selection methods are higher than previously thought. This study applied this procedure to meta-analytic validities of 2 personality measures (Conscientiousness and Emotional Stability) and general cognitive ability measures. Results show that the increases in validity estimates are greater for cognitive ability than for personality, reducing the relative validity of personality. In addition, the incremental validity of these personality measures over that provided by cognitive ability is smaller than previously estimated. Path analyses based on the more accurate data reveal relatively smaller path coefficients from these personality traits to job and training performance. These findings have implications for theories of job performance and for the practical value in selection of personality measures relative to cognitive ability measures.

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