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OPTIONS FOR SMALL SAMPLE SIZES IN VALIDATION: A CASE FOR THE J‐COEFFICIENT
Author(s) -
HAMILTON JOHN W.
Publication year - 1981
Publication title -
personnel psychology
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 6.076
H-Index - 142
eISSN - 1744-6570
pISSN - 0031-5826
DOI - 10.1111/j.1744-6570.1981.tb01431.x
Subject(s) - scrutiny , face validity , selection (genetic algorithm) , psychology , sample (material) , face (sociological concept) , personnel selection , management science , statistics , computer science , psychometrics , mathematics , artificial intelligence , economics , political science , sociology , law , clinical psychology , social science , chemistry , chromatography
One of the continuing problems that employers face is the validation of their personnel decisions. While a major emphasis of validation has concerned hiring decisions, it is also clear from the 1978 Uniform Guidelines that other decisions concerning individuals are subject to scrutiny. The purpose of this paper is to explore the various option available for the validation of selection procedures when criterion‐related validity is technically infeasible and to present a conceptual framework, the J ‐Coefficient, within which all validation options can be considered.