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THE VALIDITY OF A MEASURE OF JOB COMPATIBILITY IN THE PREDICTION OF JOB PERFORMANCE AND TURNOVER OF MOTION PICTURE THEATER PERSONNEL
Author(s) -
VILLANOVA PETER,
BERNARDIN H. JOHN,
JOHNSON DENNIS L.,
DAHMUS SUE A.
Publication year - 1994
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.1744-6570.1994.tb02410.x
Subject(s) - compatibility (geochemistry) , psychology , personnel selection , job performance , applied psychology , social psychology , test validity , job satisfaction , psychometrics , statistics , clinical psychology , mathematics , engineering , chemical engineering
The predictive validity of a measure of job compatibility was studied for theater personnel. Scores on a forced‐choice instrument, developed from the Job Compatibility Questionnaire (JCQ), predicted employee performance (r = .22, p< .05), turnover (r = ‐.35, p< .01), and scores on a “value composite” (reflecting a combination of job performance and employee retention criteria) as defined by the research sponsor (P = .41, p< .01). Furthermore, job compatibility scores explained a statistically significant increment in turnover and value composite score variance when analyzed concomitantly with verbal and numerical ability test scores. Finally, job compatibility scores were shown to be nonredundant with hiring decisions based on an application review, reference check, and interview, whereas the cognitive ability test scores shared considerable redundancy with hiring decisions based on the current selection system.