The Handbook of Employee Selection provides a comprehensive review of a) contemporary personnel s... more The Handbook of Employee Selection provides a comprehensive review of a) contemporary personnel selection instruments, including the technical methodology for their development and evaluation of their effectiveness, b) the organizational systems necessary for the effective and efficient use of personnel selection methods as part of organizations' human resource management approach, and c) the societal and organizational factors that provide the context within which personnel selection is nested. The Handbook will include descriptions of specific examples of personnel selection procedures that have had major impact on the development of personnel selection function within organizations, as well as discussions of current and future trends in employee selection around the world.
Organizations are increasingly turning toward personnel selection tools that rely on artificial i... more Organizations are increasingly turning toward personnel selection tools that rely on artificial intelligence (AI) technologies and machine learning algorithms that, together, intend to predict the future success of employees better than traditional tools. These new forms of assessment include online games, video-based interviews, and the use of large amounts of big data pulled from many sources, including test responses, test-taking behavior, applications, resumes, and social media. Speedy processing, lower costs, convenient access, and applicant engagement are often and rightfully cited as the practical advantages for using these selection tools. At the same time, however, these tools raise serious concerns about their effectiveness in terms their conceptual relevance to the job; their basis in a job analysis to ensure job relevancy; their measurement characteristics (reliability and stability); their validity in predicting employee-relevant outcomes; their evidence and normative i...
The rate of technological change is quickly outpacing today's methods for understanding how n... more The rate of technological change is quickly outpacing today's methods for understanding how new advancements are applied within industrial-organizational (I-O) psychology. To further complicate matters, specific attempts to explain observed differences or measurement equivalence across devices are often atheoretical or fail to explain why a technology should (or should not) affect the measured construct. As a typical example, understanding how technology influences construct measurement in personnel testing and assessment is critical for explaining or predicting other practical issues such as accessibility, security, and scoring. Therefore, theory development is needed to guide research hypotheses, manage expectations, and address these issues at this intersection of technology and I-O psychology. This article is an extension of a Society for Industrial and Organizational Psychology (SIOP) 2016 panel session, which (re)introduces conceptual frameworks that can help explain how a...
Journal of Occupational and Organizational Psychology, 1993
Motowidlo, SJ and Tippins, N.(1993), Further studies of the low-fidelity simulation in the form o... more Motowidlo, SJ and Tippins, N.(1993), Further studies of the low-fidelity simulation in the form of a situational inventory. Journal of Occupational and Organizational Psychology, 66: 337344. doi: 10.1111/j. 2044-8325.1993. tb00543. x
Recruiters from 8 telecommunications companies interviewed applicants or incumbents in four studi... more Recruiters from 8 telecommunications companies interviewed applicants or incumbents in four studies of the psychometric properties of structured behavioral interviews for management and marketing positions. Results yielded an interrater reliability estimate of .64 (n = 37), a mean criterion-related validity estimate of .22 (n ~ 500), evidence of convergent and discriminant validity, and small race and sex differences. In a fifth study, 3 doctoral students rated audiotapes and written summaries of 146 interviews conducted by recruiters. Results show that valid judgments are possible from information about interviewees' past behavior even without access to nonverbal cues in the interview itself and that judgmental accuracy is related to amount of relevant behavioral information, which, in turn, is related to interviewers' questioning skills.
Performance ratings of 294 clerical workers in a validation study of clerical ability tests indic... more Performance ratings of 294 clerical workers in a validation study of clerical ability tests indicated that halo, measured as the standard deviation across dimensions, consistently moderated the relationships between dimension ratings and scores on valid tests. Greater halo resulted in higher validity coefficients, and also was related to higher performance ratings. In an additional analysis, statistically controlling for the effect of the overall rating on dimension ratings resulted in poorer validation results, with dimension ratings rarely adding additional variance to that of overall ratings. The results of this study contradict the traditionally held view of halo as a rating "error," and are consistent with recent laboratory studies that have found accuracy and halo positively related.
Practitioners of industrial–organizational (I–O) psychology, especially those who provide individ... more Practitioners of industrial–organizational (I–O) psychology, especially those who provide individual psychological assessments (IPA), must base their work on the extant research and the tools available to them as well as adapt their methods to the conditions that their clients present. The article by Silzer and Jeanneret (2011) raises a number of important issues, either explicitly or implicitly, that the profession of I–O psychology needs to consider carefully. Many of these questions arise from the problems presented when trying to conduct validation research in the real world. The job is not well defined, the population on which the assessment is used is too small for criterion-related validation, and a useful criterion is not obtainable. Nevertheless, for legal reasons as well as business needs, the I–O psychologist has the obligation to establish the validity of IPA and ensure its usefulness to the organization being served. The research summarized by Silzer and Jeanneret has used only criterion-related approaches (including meta-analytic research) to accumulate evidence of validity. Yet, criterion-related validation studies of
The Handbook of Employee Selection provides a comprehensive review of a) contemporary personnel s... more The Handbook of Employee Selection provides a comprehensive review of a) contemporary personnel selection instruments, including the technical methodology for their development and evaluation of their effectiveness, b) the organizational systems necessary for the effective and efficient use of personnel selection methods as part of organizations' human resource management approach, and c) the societal and organizational factors that provide the context within which personnel selection is nested. The Handbook will include descriptions of specific examples of personnel selection procedures that have had major impact on the development of personnel selection function within organizations, as well as discussions of current and future trends in employee selection around the world.
Organizations are increasingly turning toward personnel selection tools that rely on artificial i... more Organizations are increasingly turning toward personnel selection tools that rely on artificial intelligence (AI) technologies and machine learning algorithms that, together, intend to predict the future success of employees better than traditional tools. These new forms of assessment include online games, video-based interviews, and the use of large amounts of big data pulled from many sources, including test responses, test-taking behavior, applications, resumes, and social media. Speedy processing, lower costs, convenient access, and applicant engagement are often and rightfully cited as the practical advantages for using these selection tools. At the same time, however, these tools raise serious concerns about their effectiveness in terms their conceptual relevance to the job; their basis in a job analysis to ensure job relevancy; their measurement characteristics (reliability and stability); their validity in predicting employee-relevant outcomes; their evidence and normative i...
The rate of technological change is quickly outpacing today's methods for understanding how n... more The rate of technological change is quickly outpacing today's methods for understanding how new advancements are applied within industrial-organizational (I-O) psychology. To further complicate matters, specific attempts to explain observed differences or measurement equivalence across devices are often atheoretical or fail to explain why a technology should (or should not) affect the measured construct. As a typical example, understanding how technology influences construct measurement in personnel testing and assessment is critical for explaining or predicting other practical issues such as accessibility, security, and scoring. Therefore, theory development is needed to guide research hypotheses, manage expectations, and address these issues at this intersection of technology and I-O psychology. This article is an extension of a Society for Industrial and Organizational Psychology (SIOP) 2016 panel session, which (re)introduces conceptual frameworks that can help explain how a...
Journal of Occupational and Organizational Psychology, 1993
Motowidlo, SJ and Tippins, N.(1993), Further studies of the low-fidelity simulation in the form o... more Motowidlo, SJ and Tippins, N.(1993), Further studies of the low-fidelity simulation in the form of a situational inventory. Journal of Occupational and Organizational Psychology, 66: 337344. doi: 10.1111/j. 2044-8325.1993. tb00543. x
Recruiters from 8 telecommunications companies interviewed applicants or incumbents in four studi... more Recruiters from 8 telecommunications companies interviewed applicants or incumbents in four studies of the psychometric properties of structured behavioral interviews for management and marketing positions. Results yielded an interrater reliability estimate of .64 (n = 37), a mean criterion-related validity estimate of .22 (n ~ 500), evidence of convergent and discriminant validity, and small race and sex differences. In a fifth study, 3 doctoral students rated audiotapes and written summaries of 146 interviews conducted by recruiters. Results show that valid judgments are possible from information about interviewees' past behavior even without access to nonverbal cues in the interview itself and that judgmental accuracy is related to amount of relevant behavioral information, which, in turn, is related to interviewers' questioning skills.
Performance ratings of 294 clerical workers in a validation study of clerical ability tests indic... more Performance ratings of 294 clerical workers in a validation study of clerical ability tests indicated that halo, measured as the standard deviation across dimensions, consistently moderated the relationships between dimension ratings and scores on valid tests. Greater halo resulted in higher validity coefficients, and also was related to higher performance ratings. In an additional analysis, statistically controlling for the effect of the overall rating on dimension ratings resulted in poorer validation results, with dimension ratings rarely adding additional variance to that of overall ratings. The results of this study contradict the traditionally held view of halo as a rating "error," and are consistent with recent laboratory studies that have found accuracy and halo positively related.
Practitioners of industrial–organizational (I–O) psychology, especially those who provide individ... more Practitioners of industrial–organizational (I–O) psychology, especially those who provide individual psychological assessments (IPA), must base their work on the extant research and the tools available to them as well as adapt their methods to the conditions that their clients present. The article by Silzer and Jeanneret (2011) raises a number of important issues, either explicitly or implicitly, that the profession of I–O psychology needs to consider carefully. Many of these questions arise from the problems presented when trying to conduct validation research in the real world. The job is not well defined, the population on which the assessment is used is too small for criterion-related validation, and a useful criterion is not obtainable. Nevertheless, for legal reasons as well as business needs, the I–O psychologist has the obligation to establish the validity of IPA and ensure its usefulness to the organization being served. The research summarized by Silzer and Jeanneret has used only criterion-related approaches (including meta-analytic research) to accumulate evidence of validity. Yet, criterion-related validation studies of
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Papers by Nancy Tippins