Validity of personnel decisions: A conceptual analysis of the inferential and evidential bases.

Abstract

Issues common to both the process of building psychological theories and validating personnel decisions are examined. Inferences linking psychological constructs and operational measures of constructs are organized into a conceptual framework, and validation is characterized as the process of accumulating various forms ofjudgrnental and empirical evidence to support these inferences. The traditional concepts of construct-, content-, and criterion-related validity are unified within this framework. This unified view of validity is then contrasted with more conventional views (e.g., Uniform Guidelines, 1978), and misconceptions about the validation of employment tests are examined. Next, the process of validating predictor constructs is extended to delineate the critical inferences unique to validating performance criteria. Finally, an agenda for programmatic personnel selection research is described, emphasizing a shift in the behavioral scientist's role in the personnel selection process. Demonstrating the validity of decisions based on psychological assessment procedures is of fundamental importance to personnel and other applied psychologists. Furthermore, few would argue with the fact that generating and articulating validity evidence is a complex process. To fully appreciate this complexity, it is important to realize that conceptions of validity have evolved over the years through the melding of legal, technical, and practical concerns about the quality and utility of personnel decisions. Inevitably, differences of interpretation and opinion have arisen as each constituency has viewed these myriad concerns from uniquely important perspectives. Perhaps equally inevitable, however, is the confusion that has grown out of these differences. Because this confusion ultimately limits the effectiveness of practitioners and theorists alike, the need for greater clarity cannot be overestimated (Guion, 1987; Landy, 1986; Tenopyr, 1986). This article is based on the premise that all validity issues discussed in personnel contexts have some conceptual counterpart in the general process of theory development (Landy, 1986). Moreover, various departures from this ideal process have led to myopic, if not erroneous, conceptions of validity. To elucidate how these departures have distorted conceptions of validity, the article is divided into four major sections. In the section that immediately follows, we review how the general

Cites (7)

1. Convergent and discriminant validation by the multitrait-multimethod matrix.
   Campbell, Donald T., Fiske, Donald W. · 1959 · Psychological Bulletin
2. Construct validity in psychological tests.
   Cronbach, Lee J., Meehl, Paul E. · 1955 · Psychological Bulletin
3. A QUANTITATIVE APPROACH TO CONTENT VALIDITY1
   LAWSHE, C. H. · 1975 · Personnel Psychology
4. Toward a cognitive social learning reconceptualization of personality
   Mischel, Walter · 1973 · Psychological Review
5. Behavioral Development and Construct Validity: The Principle of Aggregation
   Rushton, J. Philippe, Brainerd, Charles J., Pressley, Michael · 1983 · Psychological Bulletin
6. Rater bias in performance ratings: Superior, self-, and peer ratings.
   Holzbach, Robert L. · 1978 · Journal of Applied Psychology
7. Development and test of a new model for validity generalization.
   Callender, John C., Osburn, H. G. · 1980 · Journal of Applied Psychology

Show all 7 references

Cited by (9)

1. Application of cognitive, skill-based, and affective theories of learning outcomes to new methods of training evaluation.
   Kraiger, Kurt, Ford, J. Kevin, Salas, Eduardo · 1993 · Journal of Applied Psychology
2. Determinants, Detection and Amelioration of Adverse Impact in Personnel Selection Procedures: Issues, Evidence and Lessons Learned
   Hough, Leatta M., Oswald, Frederick L., Ployhart, Robert E. · 2001 · International Journal of Selection and Assessment
3. An Ounce of Prevention Is Worth a Pound of Cure: Improving Research Quality Before Data Collection
   Aguinis, Herman, Vandenberg, Robert J. · 2014 · Annual Review of Organizational Psychology and Organizational Behavior
4. Obtaining Unbiased Results in Meta-Analysis: The Importance of Correcting for Statistical Artifacts
   Wiernik, Brenton M., Dahlke, Jeffrey A. · 2020 · Advances in Methods and Practices in Psychological Science
5. Developments in the Criterion–related Validation of Selection Procedures: A Critical Review and Recommendations for Practice
   VAN IDDEKINGE, CHAD H., PLOYHART, ROBERT E. · 2008 · Personnel Psychology

See all 344