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DEVELOPMENTS IN THE CRITERION-RELATED VALIDATION OF SELECTION PROCEDURES: A CRITICAL REVIEW AND RECOMMENDATIONS FOR PRACTICE

Authors


  • We thank the following scientist–practitioners for their insightful comments and suggestions on previous drafts of this article: Mike Campion, Huy Le, Dan Putka, Phil Roth, and Neil Schmitt.

and requests for reprints should be addressed to Chad H. Van Iddekinge, Florida State University, College of Business, Department of Management, Tallahassee, FL, 32306-1110; cvanidde@fsu.edu.

Abstract

The use of validated employee selection and promotion procedures is critical to workforce productivity and to the legal defensibility of the personnel decisions made on the basis of those procedures. Consequently, there have been numerous scholarly developments that have considerable implications for the appropriate conduct of criterion-related validity studies. However, there is no single resource researchers can consult to understand how these developments impact practice. The purpose of this article is to summarize and critically review studies published primarily within the past 10 years that address issues pertinent to criterion-related validation. Key topics include (a) validity coefficient correction procedures, (b) the evaluation of multiple predictors, (c) differential prediction analyses, (d) validation sample characteristics, and (e) criterion issues. In each section, we discuss key findings, critique and note limitations of the extant research, and offer conclusions and recommendations for the planning and conduct of criterion-related studies. We conclude by discussing some important but neglected validation issues for which more research is needed.

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