Research Update

Summarizes and provides full links for the following research of interest:

• New SIOP journal - IO Psychology: Perspectives on Science and Practice
• Perceptual Speed Tests Account for Incremental Validity over GMA
• Using O*NET to Predict Occupational Literacy Scores
• Meta-analysis Exploring the Role of Personality in Turnover Decisions
• Comparing Personality Test Formats and Warnings

New SIOP Journal
If you are not already aware, the Society of Industrial and Organizational Psychology (SIOP) has a new journal available: Industrial and Organizational Psychology: Perspectives on Science and Practice. The first issue of this quarterly publication debuted in March 2008, produced by Wiley-Blackwell Publishing.
SIOP members receive the publication as part of their membership. For non-SIOP members articles from the first 2 issues are currently available for free at:
http://www.blackwell-synergy.com/loi/iops
The journal takes a focal article–peer commentary–response format. The March issue focuses on employee engagement, while the focal article in the June publication deals with issues surrounding the measurement of job performance. Definitely worth checking out.

Perceptual Speed Tests Account for Incremental Validity over GMA

In the spring issue of Personnel Psychology, Mount, Oh, and Burns examine the incremental validity of the specific aptitude, perceptual speed, over GMA in predicting job performance (task, citizenship behavior, and counterproductive behavior) in warehouse workers. Perceptual speed was measured as both the number correct (NC) - measuring the speed of processing, and the number wrong (NW) - measuring attention to detail/carefulness. They also examined whether conscientiousness accounted for incremental validity over GMA and perceptual speed. After controlling for demographics and GMA, NC on the perceptual speed test accounted for a 15% increase in the prediction of task performance. Of interest, NW accounted for substantial incremental validity (76% increase) in the prediction of counterproductive work behavior (defined as compliance with rules, policies, and regulations). Conscientiousness also predicted task performance and rule compliance after controlling for demographic characteristics, GMA and perceptual speed (both NC and NW). A primary practical implication of the results? Measures of perceptual speed, measured in terms of NC and NW (and conscientiousness – reinforcing what we already know) may add substantial utility to selection batteries for low complexity jobs.

View full abstract/Get the article at:
http://www.blackwell-synergy.com/doi/abs/10.1111/j.1744-6570.2008.00107.x

Using O*NET to Predict Occupational Literacy Scores

In the summer issue of Personnel Psychology, Lapolice and colleagues use O*NET job analysis information to effectively predict National Adult Literacy Survey (NALS) scores using job component validity. Results provide evidence for the construct validity of O*NET. The authors discuss their accumulated “database” of prose, document, and quantitative literacy requirements for all O*NET-SOC occupations and the potential utility of the information for career guidance or counseling, educational and policy settings.

This research references Scherbaum’s (2005) article that is worth a read for those interested in the concept of synthetic validity (past, present, and future!) and JCV.

View full abstract/Get the article at:
http://www.blackwell-synergy.com/doi/abs/10.1111/j.1744-6570.2008.00118.x


Meta-analysis Exploring the Role of Personality in Turnover Decisions

Also in the summer issue, Ryan Zimmerman explores the role of personality traits on turnover decisions in a meta-analysis of over 80 empirical studies. Results indicate that personality traits do have an impact on an individual’s turnover intentions and behavior. Emotional Stability showed the strongest (negative) relation with intention to quit, while agreeableness and conscientiousness had the strongest (negative) relations to actual turnover decisions. Zimmerman discusses the role of personality in the context of a dispositional path model of turnover. A test of the model showed that personality had direct effects on intentions to quit that were not explained through job satisfaction or job performance. For instance, individuals who are low on Emotional Stability may intend to quit for reasons other than dissatisfaction with their jobs or poor job performance. In terms of practical implications, the results suggest that personality tests can be used as part of the selection process to hire individuals who are less likely to leave the organization.

View full abstract/Get the article at:
http://www.blackwell-synergy.com/doi/abs/10.1111/j.1744-6570.2008.00115.x

Comparing Personality Test Formats and Warnings

In the June issue of the International Journal of Selection and Assessment (IJSA), Converse and colleagues examine how two promising approaches to reducing motivated distortion (forced choice response formats and explicit warnings against faking) influence criterion-related validity and test-taker reactions (cognitive and affective reactions). Validity and reactions were compared among students who took the Caliper Profile in either a forced choice or Likert-type format, and who received either an explicit warning against faking or no warning. Both FC and Likert scales showed incremental validity beyond cognitive ability in both warning and no warning conditions. No clear differences in validity emerged across the two response formats; however there was evidence indicating that FC formats and warnings may produce negative test-taker reactions (e.g., increased anxiety). Although the study uses a student sample, some interesting results emerge that may generalize to the selection context.

View full abstract/Get the article at:
http://www.blackwell-synergy.com/doi/abs/10.1111/j.1468-2389.2008.00420.x