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INCREASED ACCURACY FOR RANGE RESTRICTION CORRECTIONS: IMPLICATIONS FOR THE ROLE OF PERSONALITY AND GENERAL MENTAL ABILITY IN JOB AND TRAINING PERFORMANCE
Author(s) -
SCHMIDT FRANK L.,
SHAFFER JONATHAN A.,
OH INSUE
Publication year - 2008
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.1744-6570.2008.00132.x
Subject(s) - psychology , personality , conscientiousness , incremental validity , job performance , big five personality traits , personnel selection , cognition , selection (genetic algorithm) , path analysis (statistics) , social psychology , psychometrics , clinical psychology , test validity , job satisfaction , statistics , artificial intelligence , computer science , machine learning , extraversion and introversion , neuroscience , mathematics
A recently developed procedure produces substantial improvements in the accuracy of corrections for range restriction and reveals that predictive validities of employment selection methods are higher than previously thought. This study applied this procedure to meta‐analytic validities of 2 personality measures (Conscientiousness and Emotional Stability) and general cognitive ability measures. Results show that the increases in validity estimates are greater for cognitive ability than for personality, reducing the relative validity of personality. In addition, the incremental validity of these personality measures over that provided by cognitive ability is smaller than previously estimated. Path analyses based on the more accurate data reveal relatively smaller path coefficients from these personality traits to job and training performance. These findings have implications for theories of job performance and for the practical value in selection of personality measures relative to cognitive ability measures.