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Sackett et al. (2022) identified previously unnoticed flaws in the way range restriction corrections have been applied in prior meta-analyses of personnel selection tools. They offered revised estimates of operational validity, which are often quite different from the prior estimates. The present paper attempts to draw out the applied implications of that work. We aim to a) present a conceptual overview of the critique of prior approaches to correction, b) outline the implications of this new perspective for the relative validity of different predictors and for the tradeoff between validity and diversity in selection system design, c) highlight the need to attend to variability in meta-analytic validity estimates, rather than just the mean, d) summarize reactions encountered to date to Sackett et al., and e) offer a series of recommendations regarding how to go about correcting validity estimates for unreliability in the criterion and for range restriction in applied work.

Much attention has been paid to the question of whether there is a modesty bias in East Asian employees' self-ratings of job performance (i.e., a tendency to self-rate their performance lower than supervisors rate it). However, empirical results are conflicting, with some studies supporting the modesty bias and others not supporting it. We suggest that moderators representing boundary conditions for the modesty bias effect may shed light on these conflicting results. In essence, the question should not be "whether there is a modesty bias," but rather "when is there a modesty bias?" We propose three moderators: purpose of the ratings (administrative, developmental, or research), job performance dimension (task performance, organizational citizenship behavior, or leadership), and country-level in-group collectivism. Based on 40 studies (63 independent samples) with samples from East Asia (mainland China, Japan, South Korea, and Taiwan), we found no evidence of a modesty bias. That is, East Asian employees' self-ratings were, on average, higher than supervisor-ratings of job performance (i.e., a leniency bias). The one exception was when ratings were collected for research purposes; in this case, there was, on average, no mean difference between self- and supervisor-ratings. Thus, East Asian employees' research-purpose self-ratings are more modest, but this does not cross into a "modesty bias." In all, our results do not support a modesty bias as a widespread cultural norm among East Asian employees. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Berry et al. (2020) noted that predictive bias is a function of three factors: subgroup mean difference on the predictor (dx), subgroup mean difference on the criterion (dy), and test validity (rxy). They used meta-analytic estimates of each of these three to examine predictive bias against Hispanic test takers when cognitive tests are used in personnel selection. They found that tests underpredict Hispanic job performance by an average of .21 SDs, which would call into question the fairness of cognitive test use in personnel selection. We located 119 studies in which all three parameters-dy, dx, and rxy-could be obtained, thus holding sample, setting, and operationalization constant in estimating the three parameters within each study. This produced a substantially different conclusion: We find that tests overpredict Hispanic performance by .04-.20 SDs, depending on assumptions made about artifact corrections. Factors contributing to differences between the two studies include differences in range restriction corrections, sample incomparability, and Berry et al.'s use of rxy estimated from the total sample rather than within the majority subgroup. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

This paper systematically revisits prior meta-analytic conclusions about the criterion-related validity of personnel selection procedures, and particularly the effect of range restriction corrections on those validity estimates. Corrections for range restriction in meta-analyses of predictor-criterion relationships in personnel selection contexts typically involve the use of an artifact distribution. After outlining and critiquing five approaches that have commonly been used to create and apply range restriction artifact distributions, we conclude that each has significant issues that often result in substantial overcorrection and that therefore the validity of many selection procedures for predicting job performance has been substantially overestimated. Revisiting prior meta-analytic conclusions produces revised validity estimates. Key findings are that most of the same selection procedures that ranked high in prior summaries remain high in rank, but with mean validity estimates reduced by .10-.20 points. Structured interviews emerged as the top-ranked selection procedure. We also pair validity estimates with information about mean Black-White subgroup differences per selection procedure, providing information about validity-diversity tradeoffs. We conclude that our selection procedures remain useful, but selection predictor-criterion relationships are considerably lower than previously thought. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Research on employee misconduct has increasingly adopted behavioral measures in field settings, such as archival organizational records, to circumvent potential issues of external validity and social desirability associated with laboratory experiments and self-reported surveys. However, similar to the issues facing the criminal justice and education systems, where racial disparities in punishment are well-documented, organizations face a difficult challenge in detecting and enforcing misconduct. Even when organizations adopt seemingly objective policies for addressing misconduct, it is still possible for certain groups to be disproportionately accused of misconduct and/or disciplined. Drawing from social psychological theories of social identity and aversive racism, we examined the extent to which Black employees (in contrast to White employees) are more likely to have formal incidences of misconduct documented in their employment records, even when there are no racial differences in the number of allegations of misconduct. Across three datasets collected from the police departments of three major metropolitan areas (Chicago, Los Angeles, and Philadelphia), we identified the presence of a race discipline gap in archival organizational records of behavioral misconduct. We discuss the implications of these findings and highlight the need for caution when researchers and practitioners use archival measures of behavioral misconduct.

BACKGROUND Obesity and hypertension are public health priorities, with obesity considered to be a potential cause of hypertension. Accurate blood pressure (BP) determination is required and often obtained by automated oscillometric cuff devices. We sought to determine the correlation of oscillometric measurement in children, and if obesity was associated with worse correlation between methods than nonobese children. METHODS Retrospective matched case-controlled study of 100 obese (97–99th percentile) and 100 nonobese (25–70th percentile) children after cardiac surgery with simultaneous systolic, diastolic, and mean invasive and oscillometric measurements. Matching was 1:1 for age, sex, race, and Risk Adjustment for Congenital Heart Surgery-1 score. Intraclass correlation coefficients and Bland–Altman plots were used to determine agreement with 0.75 as threshold. RESULTS Median age was 13 years (10–15). Agreement was low for systolic (0.65 and 0.61), diastolic (0.68 and 0.61), and mean measurements (0.73 and 0.69) (obese/nonobese). Bland–Altman plots demonstrated oscillometric BP measurements underestimated systolic hypertension (oscillometric readings lower than intra-arterial). Oscillometric measurements underestimated hypotension (systolic oscillometric measurements were higher than intra-arterial). This occurred in obese and nonobese patients. Correlation of oscillometric measurements was similar for nonobese and obese patients. CONCLUSIONS In this first ever study of simultaneous BP measurement by oscillometric vs. intra-arterial in obese and nonobese children, correlation is below accepted norms. The correlation of oscillometric cuff measurements is not affected by habitus in children. There is less correlation between oscillometric measurements and intra-arterial measurements during hypertension or hypotension. Healthcare providers should be aware of the limitations of oscillometric measurements.

Premise of research. Devonian assemblages from South China have become an important source of data on the rise of land plants and are thus supplementary to a scenario historically based on fossils from the Laurussian region and Siberia. Less attention has been given to assemblages from Sichuan and their paleogeographic significance than to those from Yunnan and adjacent provinces in China.\ud \ud Methodology. Descriptions of plants, including lycopsids, with enations are based on coalified compression fossils lacking anatomy, and they complete our analyses of the Sichuan Lower Devonian assemblages. Compiled species lists for the entire assemblage are compared with those from coeval assemblages from South China using simple statistical methods (including Simpson’s coefficient of similarity).\ud \ud Pivotal results. Studies confirm the presence of endemic lycophytes and emphasize the importance of detailed study of Drepanophycus spinaeformis before any conclusions about its global occurrence can be made.\ud \ud Conclusions. Statistical analysis of the whole flora confirms that the assemblage from Sichuan is distinct from that at Yunnan, but distinguishing two further subregions in South China requires descriptions of further taxa.

Social dominance orientation (SDO) holds a central position in social dominance theory. Since the development, validation, and publication of the SDO₇ scale in 2015, which was designed to distinguish between the dominance (SDO-D) and (anti-)egalitarianism (SDO-E) facets of SDO, it has become common in the literature to distinguish between these facets using the SDO₇. This is based on the theoretical proposition that SDO-D and SDO-E meaningfully differ and have different relationships with other constructs. However, the present study critically reviews the original validity evidence provided for the SDO₇'s distinction between SDO-D and SDO-E and notes conceptual and empirical reasons to question this distinction. Because a sizable number of studies have used the SDO₇ since the presentation of that original validity evidence, the present study uses meta-analysis to leverage this burgeoning literature to determine whether there has since been more convincing empirical evidence for the distinction between these facets. The meta-analysis finds that SDO-D and SDO-E have a magnitude of intercorrelation that would often be considered adequate for a reliability coefficient (mean ρ = .83), have extremely similar patterns and magnitudes of relationships with the variables in their nomological network, and have nearly identical means and standard deviations. Although the SDO₇ is a useful, reliable, and valid measure of overall SDO, its use to distinguish between SDO-D and SDO-E is not empirically supported. The present meta-analysis also provides insights into the nomological network of SDO-D, SDO-E, and overall SDO and the distributional characteristics of study participants' SDO scale scores. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Premise of research. Clarifying the basic anatomy and morphology of Devonian fossils is essential for understanding the origin and radiation of land plants in deep time. Iridopteridales is a major Devonian plant group for which there is no presently established whole-plant concept.\ud\udMethodology. The type material of the iridopteridalean Ibyka amphikoma Skog et Banks was reprepared and redescribed to clarify the details of its branching patterns and enable comparison to the previously described anatomy.\ud\udPivotal results. At least three orders of branching are known. Insertions of laterals are dominantly whorled, sometimes imperfectly, with distinct internodes. Within a whorl, branches may substitute for dichotomous appendages, with the latter more numerous. A new reconstruction is presented. On the basis of the partially preserved anatomy and the comparison to anatomically preserved Iridopteridales, we infer that traces to the branches and appendages are emitted one from each arm of a multiribbed actinostele. This pattern contrasts with that of the only other iridopteridalean preserved both anatomically and morphologically, Compsocradus laevigatus Berry et Stein, in which traces are emitted from alternate ribs in each whorl, with angular offsets between adjacent whorls.\ud\udConclusions. This basic understanding of the essentially whorled organization of Iridopteridales, as well as their overall morphology and anatomy, will benefit attempts to infer the broader phylogeny of early land plants, including the origins of horsetails and ferns.

Due to well-known problems with self-ratings of job performance (e.g., inflation, weak correlation with supervisor ratings) and the challenges of collecting supervisor ratings of job performance, researchers sometimes use supervisor-perspective ratings (e.g., "how do you think your supervisor would rate your job performance?") instead. The assumption is supervisor-perspective ratings are less affected by the noted issues with self-ratings and therefore are more similar to actual supervisor ratings than traditional self-ratings. In fact, a considerable number of researchers have used supervisor-perspective ratings as an alternative to actual supervisor ratings. The purpose of this study is to meta-analytically determine the degree to which supervisor-perspective ratings are a valid substitute for actual supervisor ratings and identify the boundary conditions for this substitution. Our meta-analyses demonstrate that supervisor-perspective ratings are generally not a viable substitute for actual supervisor ratings. This is especially the case when (a) citizenship performance is measured, (b) data are collected in collectivistic cultures, and (c) all study data are gathered from the same source. We recommend not using supervisor-perspective ratings as a substitute for actual supervisor ratings. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

The HEXACO model presents a conceptualization of personality that includes the trait honesty-humility (H-H) in addition to 5 other personality traits (i.e., agreeableness, conscientiousness, emotionality, extraversion, openness) that closely approximate the ubiquitous five-factor model (FFM) of personality. A substantial literature has accumulated supporting the structure of the HEXACO model and the construct validity of the H-H trait in particular. A newer development is the appearance of H-H in the applied psychology literature. This begs the question of whether H-H exhibits significant criterion-related validity with respect to job performance and whether H-H accounts for incremental validity over other established individual differences predictors of job performance. Accordingly, the purpose of this study is to conduct a meta-analysis of the relationship between H-H and 3 major dimensions of job performance (counterproductive work behavior [CWB], organizational citizenship behavior [OCB], and task performance) and compare the incremental validity of H-H with other established individual differences predictors (general mental ability, the FFM, and integrity tests). Our results indicate that H-H correlates -.44 with CWB, .13 with OCB, and .15 with task performance (each correlation corrected for unreliability in both the independent and dependent variables). Further, H-H demonstrated incremental validity over the other individual differences predictors in the case of CWB but not OCB and task performance. (PsycINFO Database Record (c) 2019 APA, all rights reserved).

The latitudinal biodiversity gradient, with tropical regions acting as 'evolutionary cradles', is a cornerstone of current biogeographical and ecological theory

Innovation contributes to firm performance. An important task of effective innovation management is to terminate poorly performing projects and reallocate their resources to other, more promising projects. Despite the challenges of such a task, some actors quickly terminate flawed projects while others persist. To investigate decisions about a project’s flaws, we build on theoretical insights from the voice literature to offer a model of voicing concerns over a project’s flaws based on the amount of information available to project team members. We test the model using 3,760 decisions nested within 235 project team members from the research and development (R&D) departments of large firms operating in innovative industries. We find that more information about a project’s flaw increases project team members’ willingness to voice concerns and that this positive effect is stronger for project team members who believe that they have more open-minded supervisors and who themselves are more prosocially motivated. This theorizing and set of findings provides new insights into our understanding of facilitating voice in organizations and managing innovation and entrepreneurial projects.

The purpose of this meta-analysis was to clarify the current understanding of the relationship between counterproductive work behavior (CWB) and withdrawal. First, we articulate theoretical and conceptual reasons for the confusion on important issues, such as their conceptualization, labeling, and measurement. Second, we conduct a meta-analysis between current CWB and withdrawal measures. We found that, as measured, CWB and withdrawal are strongly related and have patterns of nomological relationships with common correlates that are nearly identical. The relationship between organizational-target CWB and withdrawal is particularly strong. The results suggest that withdrawal may be best represented as a facet in the hierarchical model of CWB, perhaps even as a facet of organizational-target CWB. We also discuss important avenues and needs for future research.

Although the majority of empirical commitment research has adopted a variable-centered approach, the person-centered or profiles approach is gaining traction. One challenge in the commitment profiles literature is that names are attached to profiles based on the within-study comparison among profiles and their relative levels and shapes. Thus, it is possible that different studies name the same profiles differently or different profiles similarly because of the context of the other profiles in the study. A meta-analytic approach, combined with multilevel latent profile analysis (LPA) that accounts for both within- and between-sample variability, is used in this study to examine the antecedents and outcomes of commitment profiles. This helps solve the naming problem by examining multiple data sets (K = 40) with a large sample (N = 16,052), obtained by contacting commitment researchers who voluntarily supplied primary data to bring further consensus about the phenomenology of profiles. LPA results revealed 5 profiles (Low, Moderate, AC-dominant, AC/NC-dominant, and High). Meta-analytic results revealed that high levels of bases of commitment were associated with value-based profiles whereas low levels were associated with weak commitment profiles. Additionally, value-based profiles were associated with older, married, and less educated participants than the weak commitment profiles. Regarding outcomes of commitment, profiles were found to significantly relate to focal behaviors (e.g., performance, tenure, and turnover) and discretionary behaviors (e.g., organizational citizenship behaviors). Value-based profiles were found to have higher levels of both focal and discretionary behaviors for all analyses. Implications for the commitment and profile literature are discussed. (PsycINFO Database Record

This symposium broadens our sight by expanding theory, research and practice of discretionary performance: organizational citizenship behaviors (OCBs) and counterproductive work behaviors (CWBs; or...

Predictive bias studies have generally suggested that cognitive ability test scores overpredict job performance of African Americans, meaning these tests are not predictively biased against African Americans. However, at least 2 issues call into question existing over-/underprediction evidence: (a) a bias identified by Aguinis, Culpepper, and Pierce (2010) in the intercept test typically used to assess over-/underprediction and (b) a focus on the level of observed validity instead of operational validity. The present study developed and utilized a method of assessing over-/underprediction that draws on the math of subgroup regression intercept differences, does not rely on the biased intercept test, allows for analysis at the level of operational validity, and can use meta-analytic estimates as input values. Therefore, existing meta-analytic estimates of key parameters, corrected for relevant statistical artifacts, were used to determine whether African American job performance remains overpredicted at the level of operational validity. African American job performance was typically overpredicted by cognitive ability tests across levels of job complexity and across conditions wherein African American and White regression slopes did and did not differ. Because the present study does not rely on the biased intercept test and because appropriate statistical artifact corrections were carried out, the present study's results are not affected by the 2 issues mentioned above. The present study represents strong evidence that cognitive ability tests generally overpredict job performance of African Americans.

Range restriction is a common problem in personnel selection and other contexts in applied psychology. For many years researchers have used corrections that assume range restriction was direct, even when it was known that range restriction was indirect. Hunter, Schmidt, and Le (2006) proposed a new correction for cases of indirect range restriction that greatly increases its potential usefulness due to its reduced information requirements compared to alternatives. The current study examines the applicability of Hunter et al.'s correction to settings where its assumed structural model is violated by including the measures that are to be involved in corrections in the original selection composite. We conclude that Hunter et al.'s correction should generally be preferred when compared to its common alternative, Thorndike's Case II correction for direct range restriction. However, this is due to the likely violation of one of the other assumptions of the Hunter et al. correction in most applied settings. Correction mechanisms and practical implications are discussed.

This study investigates the personality processes involved in the debate surrounding the use of cognitive ability tests in college admissions. In Study 1, 108 undergraduates (Mage = 18.88 years, 60 women, 80 Whites) completed measures of social dominance orientation (SDO), testing self-efficacy, and attitudes regarding the use of cognitive ability tests in college admissions; SAT/ACT scores were collected from the registrar. Sixty-seven undergraduates (Mage = 19.06 years, 39 women, 49 Whites) completed the same measures in Study 2, along with measures of endorsement of commonly presented arguments about test use. In Study 3, 321 American adults (Mage = 35.58 years, 180 women, 251 Whites) completed the same measures used in Study 2; half were provided with facts about race and validity issues surrounding cognitive ability tests. Individual differences in SDO significantly predicted support for the use of cognitive ability tests in all samples, after controlling for SAT/ACT scores and test self-efficacy and also among participants who read facts about cognitive ability tests. Moreover, arguments for and against test use mediated this effect. The present study sheds new light on an old debate by demonstrating that individual differences in beliefs about hierarchy play a key role in attitudes toward cognitive ability test use.

Summary Given the common use of self-ratings and other-ratings (e.g., supervisor or coworker) of organizational citizenship behavior (OCB), the purpose of this meta-analysis was to evaluate the extent to which these rating sources provide comparable information. The current study's results provided three important lines of evidence supporting the use and construct-related validity of self-rated OCB. The meta-analysis of mean differences demonstrated that the mean difference in OCB ratings is actually quite small between self- and other-raters. Importantly, the difference between self- and other-raters was influenced by neither the response scale (i.e., agreement vs. frequency) nor the use of antithetical/reverse-worded items on OCB scales. The meta-analysis of correlations showed that self- and other-ratings are moderately correlated but that self–other convergence is higher when antithetical items are not used and when agreement response scales are used. In addition, self-ratings and supervisor-ratings showed significantly more convergence than self-ratings and coworker-ratings. Finally, an evaluation of self-rated and other-rated OCB nomological networks showed that although self-rated and other-rated OCBs have similar patterns of relationships with common correlates, other-rated OCB generally contributed negligible incremental variance to correlates and only contributed appreciable incremental variance to other-rated behavioral variables (e.g., task performance and counterproductive work behavior). Implications and future research directions are discussed, particularly regarding the need to establish a nomological network for other-rated OCB. Copyright © 2013 John Wiley & Sons, Ltd.

Differential validity and differential prediction analyses have come to conflicting conclusions regarding whether the relationship between cognitive ability tests and performance is the same across racial/ethnic subgroups. A prominent criticism of differential validity analyses is that they are confounded by subgroup differences in the ratio of criterion-to-test standard deviations (SDs). We investigated whether subgroup differences in these ratios can account for this conflicting evidence. Drawing on data from over 1 million participants, we find that subgroup differences in criterion-to-test SD ratios in general only account for a relatively small portion of subgroup differences in test-criterion correlations.

Summary This study examines whether and how self-monitoring moderates the relationships between two personality traits (agreeableness and conscientiousness) and counterproductive work behavior directed toward the organization (CWB-O) and toward other employees (CWB-I). High self-monitors strive to attain personal goals related to status and prestige enhancement by adjusting their behavior to what the situation requires or allows for. We propose that the status enhancement motive can take on two different yet related forms—impression management (interpersonal potency) and opportunism (win-at-all-costs)—depending on relevant situational cues. We hypothesize that in public, interpersonal settings where their behavior is visible to others, high self-monitors' desire to enhance their status by looking good to others suppresses the natural expression of low agreeableness via increased engagement in CWB-I. Conversely, we hypothesize that in private, non-interpersonal settings where their behavior is rarely visible to others, high self-monitors' desire to enhance their status by doing whatever it takes to get what they want intensifies the natural expression of low conscientiousness via increased engagement in CWB-O. On the basis of two independent samples of participants, results of moderated multiple regression analyses provided support for the hypotheses. Copyright © 2013 John Wiley & Sons, Ltd.

A common form of missing data is caused by selection on an observed variable (e.g., Z). If the selection variable was measured and is available, the data are regarded as missing at random (MAR). Selection biases correlation, reliability, and effect size estimates when these estimates are computed on listwise deleted (LD) data sets. On the other hand, maximum likelihood (ML) estimates are generally unbiased and outperform LD in most situations, at least when the data are MAR. The exception is when we estimate the partial correlation. In this situation, LD estimates are unbiased when the cause of missingness is partialled out. In other words, there is no advantage of ML estimates over LD estimates in this situation. We demonstrate that under a MAR condition, even ML estimates may become biased, depending on how partial correlations are computed. Finally, we conclude with recommendations about how future researchers might estimate partial correlations even when the cause of missingness is unknown and, perhaps, unknowable.

Berry et al.’s (J Appl Psychol 96:881–906, 2011) meta-analysis of cognitive ability test validity data across employment, college admissions, and military domains demonstrated that validity is lower for Black and Hispanic subgroups than for Asian and White subgroups. However, Berry et al. relied on observed test-criterion correlations and it is therefore not clear whether validity differences generalize beyond observed validities. The present study investigates the roles that range restriction and criterion contamination play in differential validity. A large dataset (N > 140,000) containing SAT scores and college grades of Asian, Black, Hispanic, and White test takers was used. Within-race corrections for multivariate range restriction were applied. Differential validity analyses were carried out using freshman GPA versus individual course grades as criteria to control for the contaminating influence of individual differences between students in course choice. Observed validities underestimated the magnitude of validity differences between subgroups relative to when range restriction and criterion contamination were controlled. Analyses also demonstrate that validity differences would translate to larger regression slope differences (i.e., differential prediction). Subgroup differences in range restriction and/or individual differences in course choice cannot account for lower validity of the SAT for Black and Hispanic subgroups. Controlling for these factors increased subgroup validity differences. Future research must look to other explanations for subgroup validity differences. The present study is the first differential validity study to simultaneously control for range restriction and individual differences in course choice, and answers a call to investigate potential causes of differential validity.

Time theft is a costly burden on organizations. However, there is limited knowledge about why time theft occurs. To advance this line of research, this conceptual paper looks at the association between organizational injustice and time theft from identity, moral, and equity perspectives. This paper proposes that organizational injustice triggers time theft through decreased organizational identification. It also proposes that moral disengagement and equity sensitivity moderate this process such that organizational identification is less likely to mediate among employees with high moral disengagement and more likely to mediate among employees who are equity sensitives and entitleds.

Despite mean differences between sexes, virtually no research has investigated sex-based differential prediction of personality tests in civilian employment samples. The present study investigated the degree to which personality test scores differentially predicted job performance ratings in two managerial samples. In both samples, participants completed a Five-Factor Model personality test and the participants' supervisors, peers, and subordinates provided ratings of participants' task and contextual performance. The current study found sex-based differential prediction in 6.7 per cent of differential prediction analyses in Sample 1, but found no sex-based differential prediction in Sample 2. Across the two samples sex-based differential prediction of performance only occurred 3.3 per cent of the time, which is less than would be expected by chance alone, given alpha = .05. Thus, based on the present study and the extant literature to date, no sex-based differential prediction studies have identified evidence of personality test bias.

Using meta-analytic tests based on 87 statistically independent samples, we investigated the relationships between the five-factor model (FFM) of personality traits and organizational citizenship behaviors in both the aggregate and specific forms, including individual-directed, organization-directed, and change-oriented citizenship. We found that Emotional Stability, Extraversion, and Openness/Intellect have incremental validity for citizenship over and above Conscientiousness and Agreeableness, 2 well-established FFM predictors of citizenship. In addition, FFM personality traits predict citizenship over and above job satisfaction. Finally, we compared the effect sizes obtained in the current meta-analysis with the comparable effect sizes predicting task performance from previous meta-analyses. As a result, we found that Conscientiousness, Emotional Stability, and Extraversion have similar magnitudes of relationships with citizenship and task performance, whereas Openness and Agreeableness have stronger relationships with citizenship than with task performance. This lends some support to the idea that personality traits are (slightly) more important determinants of citizenship than of task performance. We conclude with proposed directions for future research on the relationships between FFM personality traits and specific forms of citizenship, based on the current findings.

Because psychological contracts, and beliefs that they have been breached, are subjective perceptions, individual differences should play an important role in understanding perceptions of contract ...

James et al. (2005) reported an estimate of criterion-related validity (corrected only for dichotomization of criteria) of r = .44 across 11 conditional reasoning test of aggression (CRT-Aggression) validity studies. This meta-analysis incorporated a total sample size more than twice that of James et al. Our comparable validity estimate for CRT-Aggression scales predicting counterproductive work behaviors was r = .16. Validity for the current, commercially marketed test version (CRT-A) was lower (r = .10). These validity estimates increased somewhat (into the .24–.26 range) if studies using dichotomous criteria with low base rates were excluded from the meta-analysis. CRT-Aggression scales were correlated r = .14 with measures of job performance. As we differed with James et al. in some of our coding decisions, we reran all analyses using James et al.'s coding decisions and arrived at extremely similar results.

This paper presents key findings from an evaluation of the potential of traditional and nontraditional interchange treatments to postpone or eliminate the need for overpass or underpass widening. The study compares the relative performance of five traditional and five nontraditional interchange treatments at two common sites. The treatments included traditional widening, single-point urban interchange, tight urban diamond, Texas three-phase (TX-3), Texas four-phase (TX-4), tight urban diamond with reversing lanes, double roundabout, diverging diamond, median U-turn, and superstreet. Although the performance of each treatment will always vary with site-specific geometric and volume characteristics, some general trends were apparent across sites. The TX-3 and TX-4 treatments were found to be excellent short- to medium-term performers, especially considering their low cost for implementation. The tight urban diamond with reversing lanes and the diverging diamond treatments were found to be reasonable medium- to long-term performers, although each was better suited to particular traffic patterns. The traditional widening and single-point urban interchange treatments were the best long-term performers, with the single-point urban interchange providing the best performance overall.

Most faking research has examined the use of personality measures when using top-down selection. We used simulation to examine the use of personality measures in selection systems using cut scores and outlined a number of issues unique to these situations. In particular, we compared the use of 2 methods of setting cut scores on personality measures: applicant-data-derived (ADD) and nonapplicant-data-derived (NADD) cut-score strategies. We demonstrated that the ADD strategy maximized mean performance resulting from the selection system in the face of applicant faking but that this strategy also resulted in the displacement of deserving applicants by fakers (which has fairness implications). On the other hand, the NADD strategy minimized displacement of deserving applicants but at the cost of some mean performance. Therefore, the use of the ADD versus NADD strategies can be viewed as a strategic decision to be made by the organization, as there is a tradeoff between the 2 strategies in effects on performance versus fairness to applicants. We quantitatively outlined these tradeoffs at various selection ratios, levels of validity, and amounts of faking in the applicant pool. This study deals with faking on self-report personality instruments and proposes a cut-score method that minimizes the displacement of deserving applicants by fakers (by “deserving applicants,” we simply mean those who would have been selected if no faking had occurred; we will use the term “deserving applicants” throughout the rest of this paper). Faking, in this context, refers to a focused, intentional effort to respond in a socially desirable manner on a personality test in order to increase the likelihood of attaining a job. That the faking behavior is intentional and focused on the specific goal of increasing test performance to attain employment is

We demonstrate that the validity of SAT scores and high school grade point averages (GPAs) as predictors of academic performance has been underestimated because of previous studies' reliance on flawed performance indicators (i.e., college GPA) that are contaminated by the effects of individual differences in course choice. We controlled for this contamination by predicting individual course grades, instead of GPAs, in a data set containing more than 5 million college grades for 167,816 students. Percentage of variance accounted for by SAT scores and high school GPAs was 30 to 40% lower when the criteria were freshman and cumulative GPAs than when the criteria were individual course grades. SAT scores and high school GPAs together accounted for between 44 and 62% of the variance in college grades. This study provides new estimates of the criterion-related validity of SAT scores and high school GPAs, and highlights the care that must be taken in choosing appropriate criteria in validity studies.

This study investigated the usefulness of the five-factor model (FFM) of personality in predicting two aspects of managerial performance (task vs. contextual) assessed by utilizing the 360 degree performance rating system. The authors speculated that one reason for the low validity of the FFM might be the failure of single-source (e.g., supervisor) ratings to comprehensively capture the construct of managerial performance. The operational validity of personality was found to increase substantially (50%-74%) across all of the FFM personality traits when both peer and subordinate ratings were added to supervisor ratings according to the multitrait-multimethod approach. Furthermore, the authors responded to the recent calls to validate tests via a multivariate (e.g., multitrait-multimethod) approach by decomposing overall managerial performance into task and contextual performance criteria and by using multiple rating perspectives (sources). Overall, this study contributes to the evidence that personality may be even more useful in predicting managerial performance if the performance criteria are less deficient.

This study revisits the relationship between interviews and cognitive ability tests, finding lower magnitudes of correlation than have previous meta-analyses; a finding that has implications for both the construct and incremental validity of the interview. Our lower estimates of this relationship than previous meta-analyses were mainly due to (a) an updated set of studies, (b) exclusion of samples in which interviewers potentially had access to applicants' cognitive test scores, and (c) attention to specific range restriction mechanisms that allowed us to identify a sizable subset of studies for which range restriction could be accurately accounted. Moderator analysis results were similar to previous meta-analyses, but magnitudes of correlation were generally lower than in previous meta-analyses. Findings have implications for the construct and incremental validity of interviews, and meta-analytic methodology in general.

A sizable body of new literature on integrity tests has appeared since the last review of this literature by Sackett and Wanek (1996). Understanding of the constructs underlying integrity tests continues to grow, aided by new work at the item level. Validation work against a growing variety of criteria continues to be carried out. Work on documenting fakability and coachability continues, as do efforts to increase resistance to faking. New test types continue to be developed. Examination of subgroup differences continues, both at the test and facet level. Research addressing applicant reactions and cross-cultural issues is also reviewed. This paper is the fifth in a series of reviews of the integrity testing literature (Sackett, Burris, & Callahan, 1989; Sackett & Decker, 1979; Sackett & Harris, 1984; Sackett & Wanek, 1996). As with earlier reviews, the goals are to give the reader a comprehensive but readable summary of developments in this area of research and practice, and to influence future research by identifying key gaps in the literature. This review includes vari- ous published and unpublished work between 1995 and 2006, with the goal of identifying relevant work since the last review. We conducted electronic searches of the literature, examined Society for Industrial and Organiza- tional Psychology (SIOP) conference programs, and corresponded with integrity researchers. We continue to use the term "integrity testing" to refer to the com- mercially marketed instruments that have been the focus of the previous reviews. This review includes the two categories of instruments that Sack- ett et al. (1989) labeled "overt" and "personality-oriented" tests. Overt integrity tests commonly consist of two sections. The first is a measure of theft attitudes and includes questions pertaining to beliefs about the fre- quency and extent of theft, punitiveness toward theft, ruminations about theft, perceived ease of theft, endorsement of common rationalizations for theft, and assessments of one's own honesty. The second involves requests

Theoretical and empirical evidence distinguishes between two types of response distortion: impression management (IM) and self-deceptive enhancement (SDE), although most research in Industrial/Organizational Psychology has focused on the effects of IM. The present study compared the effects of IM and SDE on job performance and personality validity. Two-hundred and sixty-one managers completed Big Five Personality, SDE, and IM measures. The managers' supervisors, peers, and subordinates rated their job performance. In accordance with previous research, accounting for managers' IM scores did not increase prediction of job performance. On the other hand, accounting for SDE did increase prediction. Increased prediction was due to an interaction between Extraversion and SDE, and an increase in the predictive validity of Emotional Stability when SDE was held constant. Results suggested that findings from previous research demonstrating that IM does not affect job performance or personality validity cannot be extended to SDE.

The purpose of this research report is to highlight a unique set of issues that arise when considering the effects of range restriction in the context of estimating predictor intercorrelations. Three approaches are used to illustrate the issue: simulation, a concrete applied example, and a reanalysis of a meta-analysis of ability-interview correlations. The general conclusion is that a predictor intercorrelation can differ dramatically from the population value when both predictors are used in a composite that is used operationally for selection. The compensatory nature of a composite means that low scorers on one predictor can only obtain high scores on the composite if they obtain very high scores on the other predictor; this phenomenon distorts the correlation between the predictors.

Interpersonal deviance (ID) and organizational deviance (OD) are highly correlated (R. S. Dalal, 2005). This, together with other empirical and theoretical evidence, calls into question the separability of ID and OD. As a further investigation into their separability, relationships among ID, OD, and their common correlates were meta-analyzed. ID and OD were highly correlated (rho = .62) but had differential relationships with key Big Five variables and organizational citizenship behaviors, which lends support to the separability of ID and OD. Whether the R. J. Bennett and S. L. Robinson (2000) instrument was used moderated some relationships. ID and OD exhibited their strongest (negative) relationships with organizational citizenship, Agreeableness, Conscientiousness, and Emotional Stability. Correlations with organizational justice were small to moderate, and correlations with demographic variables were generally negligible.

Competing viewpoints exist as to whether organizational citizenship behaviors (OCB) and counterproductive work behaviors (CWB) are best viewed as behaviors located on a single continuum or as distinct constructs. Reliable and established measures of OCB, CWB, and the Big Five were administered to a large and diverse employee sample. Confirmatory factor analysis supports differentiating between facets of OCB and CWB. In addition, OCB and CWB were moderately negatively correlated and had a number of different personality correlates. This lends support to OCB and CWB representing two distinct constructs instead of a single continuum.

Recent meta-analyses demonstrated that the observed correlation between cognitive ability test scores and performance criteria was lower for Black and Hispanic subgroups than for Asian and White subgroups in college admissions, civilian employment, and military domains (i.e., differential validity). Given mean score differences between racial/ethnic subgroups, these observed validities may have been confounded by subgroup differences in range restriction. The present study draws on data from hundreds of cognitive ability test validity studies including more than 1 million persons to investigate whether Asian, Black, Hispanic, and White subgroups have differed in amounts of range restriction. We first replicated observed differential validity results and also extended them by presenting the first meta-analytic evidence that observed cognitive ability test validity is lower for the Hispanic subgroup in civilian employment settings. All subgroups were approximately equivalently restricted in range in college admissions and civilian employment domains, but the Black subgroup was more restricted in range than the White subgroup in military studies. In all 3 domains, any differences in range restriction could not account for observed validity differences between subgroups. We also provide estimates of range-restriction-corrected validities; Black and Hispanic subgroups� corrected validities were 11.3�18.0% lower than White corrected validities across domains. (PsycINFO Database Record (c) 2014 APA, all rights reserved)

Much of the recent research on counterproductive work behaviors (CWBs) has used multi-item self-report measures of CWB. Because of concerns over self-report measurement, there have been recent calls to collect ratings of employees' CWB from their supervisors or coworkers (i.e., other-raters) as alternatives or supplements to self-ratings. However, little is still known about the degree to which other-ratings of CWB capture unique and valid incremental variance beyond self-report CWB. The present meta-analysis investigates a number of key issues regarding the incremental contribution of other-reports of CWB. First, self- and other-ratings of CWB were moderately to strongly correlated with each other. Second, with some notable exceptions, self- and other-report CWB exhibited very similar patterns and magnitudes of relationships with a set of common correlates. Third, self-raters reported engaging in more CWB than other-raters reported them engaging in, suggesting other-ratings capture a narrower subset of CWBs. Fourth, other-report CWB generally accounted for little incremental variance in the common correlates beyond self-report CWB. Although many have viewed self-reports of CWB with skepticism, the results of this meta-analysis support their use in most CWB research as a viable alternative to other-reports.

The authors examined the differences in mean level of cognitive ability and adverse impact that can be expected when selecting employees solely on educational attainment as a proxy for cognitive ability versus selecting employees directly on cognitive ability. Selection using cognitive ability worked as a more efficient cognitive screen. Imposing an educational attainment standard of at least 1 year of college, though, did result in noticeably higher levels of cognitive ability in potential applicant pools than did random selection, meaning that educational attainment does work as a cognitive screen. These results held not only in a nationally representative sample but also within and across 6 different occupational groups. Finally, adverse impact is examined for selection using educational attainment, compared with selection on the basis of cognitive ability.

Objective: The objective of this study was to evaluate the effects of multiple-family group treatment on distress and psychosocial resources among family caregivers of persons with schizophrenia. Methods: A total of 97 consumers with schizophrenia or another psychotic disorder and their caregivers were randomly assigned to receive multiple-family group treatment (N=53) or standard psychiatric outpatient care (N=44). Reliable and valid measures were used to assess caregivers’ distress, caregivers’ resources, and consumers’ clinical status. Results: After consumers’ clinical status and baseline rates of caregivers’ distress and caregivers’ resources were controlled for, the caregivers of consumers who received multiple-family group treatment experienced greater reductions in distress but no increases in resources compared with caregivers of consumers who received standard psychiatric care. Conclusions: Multiple-family group treatment reduced caregivers’ distress but did not increase caregivers’ resources relative to standard psychiatric care. (Psychiatric Services 55:35–41, 2004)

We advance understanding of the selection fairness of Five Factor Model (FFM) personality tests by investigating the differential validity of the FFM traits based on sex, age, and race. With that a...