By John P. Campbell, Deirdre J. Knapp
Starting within the early Eighties and carrying on with in the course of the heart Nineteen Nineties, the U.S. military examine Institute for the Behavioral and Social Sciences (ARI) subsidized a finished learn and improvement application to judge and increase the Army's team of workers choice and type tactics. This was once a suite of interrelated efforts, jointly often called venture A. venture A had a couple of simple and utilized study goals bearing on choice and type selection making. It eager about the whole choice and type procedure for military enlisted group of workers and addressed study questions that may be generalized to different team of workers structures. It concerned the advance and evaluate of a entire array of predictor and criterion measures utilizing samples of tens of hundreds of thousands of people in a large variety of jobs. The examine incorporated a longitudinal sample--from which information have been gathered at organizational entry--following education, after 1-2 years at the activity and after 3-4 years at the activity. This publication presents a concise and readable description of the full venture A examine application. The editors percentage the issues, thoughts, reviews, findings, classes realized, and a few of the buzz that resulted from carrying out the kind of venture that comes alongside as soon as in a life-time for an industrial/organizational psychologist. This e-book is of curiosity to industrial/organizational psychologists, together with skilled researchers, specialists, graduate scholars, and an individual drawn to team of workers choice and type study.
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Additional resources for Exploring the Limits in Personnel Selection and Classification
Inpsychologicalmeasurement from the University of California, Berkeley in 1975. He was a research scientist with the American Institutes for Research at the beginning of Project A. He served initially as the database director and then assumed responsibility for the database and analysis task from 1985 through 1990. In 1990, Dr. Wise tooka position with the Defense Department, directing research and development for the Armed Services Vocational Aptitude Battery (ASVAB). Since 1994, Dr. Wise has served as the presidentof the Human Resources Research Organization (HumRRO), the prime contractor for Project A.
Dr. Mary Ann Hansonis currently working as an independentconsultant. Until late 1999 she was asenior research scientist at Personnel Decisions Research Institutes (PDRI) andthe general manager of their Tampa Office. While with PDRI, she was involved in many aspects of Project A including the development of predictor and criterion measures, collection and analyses of fieldtest andvalidation data, and analyses to model jobperformance. Dr. D. from theUniversity of Minnesota in 1994. Jim Harris is a principal with Caliber Associates.
Bodde, Essays on Chinese Civilization, Princeton University Press, 1981). They began using performance on written tests as a means of selecting government administrators. Tests were used in this way for the next 20 centuries, and have endured because they apparently favored the selection of successful candidates. The Chinese story is fascinating, showing instances of problems that areinstantly recognizable as contemporary issues in test score use and xxxi xxxii FOREWORD interpretation: group differences in scores, implementation of quotas (followed eventually by their rejection), differential access to educational and economic opportunity, and narrow coverageof the predictor domain.