Bringing together several key elements needed to identify the most promising themes for future research in selection and classification, this book's underlying aim is to improve job performance by selecting the right persons and matching them most effectively with the right jobs. An emphasis is placed on current, innovative research approaches which in some cases depart substantially from traditional approaches. The contributors -- consisting of professionals in measurement, personnel research, and applied and military psychology -- discuss where the quantum advances of the last decade should take us further.
Comprehensive coverage of the selection and classification domain is provided, including a broad range of topics in each of the following areas: performance conceptualization and measurement, individual differences, and selection and classification decision models. The presentations in each of these areas are integrated into a set of coherent themes. This integration was the product of structured group discussions which also resulted in a further evolution of some of the ideas presented.
"…this book is useful for academicians and for military and civilian personnel officers….This compact volume clearly belongs on the shelf of anyone in classification practice of theory. It would make an appropriate book of readings for a senior undergraduate course in psychometrics…"
Contents: Preface. Part I: Conceptualizing and Measuring Performance. M.A. Campion, Job Analysis for the Future. D.R. Ilgen, Jobs and Roles: Accepting and Coping With the Changing Structure of Organizations. J.P. Campbell, Alternative Models of Job Performance and Their Implications for Selection and Classification. D.W. Organ, Organizational Citizenship Behavior and the Good Soldier. J.E. Edwards, R.F. Morrison, Selecting and Classifying Future Naval Officers: The Paradox of Greater Specialization in Broader Arenas. K.R. Murphy, Toward a Broader Conception of Jobs and Job Performance: Impact of Changes in the Military Environment on the Structure, Assessment, and Prediction of Job Performance. Part II: Conceptualizing and Measuring Individual Differences. P.C. Kyllonen, Cognitive Abilities Testing: An Agenda for the 1990s. M.J. Ree, J.A. Earles, The Ubiquitous Predictiveness of g. D.L. Alderton, G.E. Larson, Dimensions of Ability: Diminishing Returns? D.F. Lohman, Implications of Cognitive Psychology for Ability Testing: Three Critical Assumptions. R.E. Bennett, Environments for Presenting and Automatically Scoring Complex Constructed-Response Items. J.J. McHenry, N. Schmitt, Multimedia Testing. J. Hogan, Theoretical and Applied Developments in Models of Individual Differences: Physical Abilities. L.R. Goldberg, Basic Research on Personality Structure: Implications of the Emerging Consensus for Applications to Selection and Classification. A. Bandura, Regulative Function of Perceived Self-Efficacy. F.A. Mael, If Past Behavior Really Predicts Future, So Should Biodata's. J-I.C. Hansen, The Measurement of Vocational Interests. R.J. Sternberg, The PRSVL Model of Person-Context Interaction in the Study of Human Potential. F.L. Schmidt, The Future of Personnel Selection in the U.S. Army. Part III: Operational Models for Selection and Classification Decisions: Making Use of Predictor and Criterion Information. L.L. Wise, Goals of the Selection and Classification Decision. R.L. Linn, Fair Test Use: Research and Policy. J. Zeidner, C.D. Johnson, Is Personnel Classification a Concept Whose Time Has Passed? M. Black, D.A. Smith, Setting Recruit Quality Goals: A Cost-Performance Tradeoff Model. W.E. Alley, Recent Advances in Classification Theory and Practice. P. Bobko, Issues in Operational Selection and Classification Systems: Comments and Commonalities. Part IV: Where Do We Go Now? Toward a New Agenda. M.G. Rumsey, C.B. Walker, The Future: A Research Agenda.