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This note describes a procedure for estimating the range restriction component used in correcting correlations for unreliability and range restriction when an estimate of the reliability of a predictor is not readily available for the unrestricted sample. This procedure is illustrated with a few examples. (Contains 1 table.)

In their critique of N.S. Raju, M.J. Burke, and J. Normand's (1990) utility model, M.K. Judiesch, F.L. Schmidt, and J.E. Hunter (1993) claimed that Raju et al. simply shifted the problem from opne of estimating the standard deviation of the dollar-valued performance (Y) to that of estimating the coefficient of variation (delta sub Y/Mu sub Y). In showing the inaccuracy of this claim, the authors demonstrate that Judiesch et al.'s misunderstandings of the underlying assumptions of Raju et al.'s model have led to their misinterpretations. Furthermore, the authors refute Judiesch et al.'s contentions that (a) the A parameter in Raju et al.'s model is equal to average employee value and (b) it is appropriate to correct the validity coefficient for criterion unreliability when conducting a utility analysis. A more detailed discussion of the issues relating to transforming the original performance scale is offered. (Reprinted by permission of the publisher.)

This study examines the role of customer retention as a mediator in the service climate-firm performance chain. Using a predictive design that involves data collected from 1,500 automotive service stores from 12,518 employees and approximately 30,000 customers, a model linking service climate (a concern for employees and customers), customer satisfaction, customer retention, and firm performance was tested. Notably, the results support the overall model and the hypothesized mediating effect of customer retention regarding the relationship between customer satisfaction and firm performance. © 2011 Wiley Periodicals, Inc. [ABSTRACT FROM AUTHOR]

Lievens made a case for using SJTs in personnel selection, a recommendation with which we agree. In particular, we like the emphasis on branching out from current methodologies and using new techniques such as SJTs not only in I/O or personnel selection research but also in basic personality research. Despite our enthusiasm, we point out several problems, most notably absence of time dimension in SJTs. [ABSTRACT FROM AUTHOR]

Lievens (2017) makes a case for SJTs in personnel selection, a recommendation with which we agree. In particular, we like the emphasis on branching out from current methodologies and using new techniques such as SJTs not only in I/O or personnel selection research but also in basic personality research. Despite our enthusiasm, we point out some flaws, most notably lack a time dimension to SJTs.