PSYCHOLOGY 571
PERSONNEL PSYCHOLOGY

 

SPRING 2014

Dr. Reagan Brown

Office: GRH 3020

Phone: 745-6939

email: reagan.brown@wku.edu

website: www.reaganbrown.com

 

Office Hours: Monday-Thursday 11:00-12:30 or by appointment

Course Objectives: To train to you in the technical details associated with performance appraisal, predictor development, and validation.

Grading: Grades will be assigned as follows. An “A” for the final grade in the course requires a minimum course average of 89.5. A “B” requires a minimum of 79.5. Your grade will come from three sources: quizzes (10%), projects (30%), and exams (60%). Both tests will count equally and are non-cumulative to the extent possible.

Textbook and Readings: The textbook for the course is Guion (1998): Assessment, Measurement, and Prediction for Personnel Decisions. In addition to the text, there we will also study journal articles and chapters from other texts. It is probable that a few additional articles (not listed below) will be assigned during the semester. Finally, bring your assigned readings to class.

Class Schedule:
Date Topic Readings
January 28-30 Introduction

February 4-6 Performance Appraisal Guion p. 541-566, 572-586
February 11
More Performance Appraisal Latham & Wexley Ch. 3 - 6, M&C
February 13
Validity Overview Guion p. 103-123
February 18
Meta Analysis and Validity Generalization Guion (1991) p. 361-365, McDaniel
February 20-25 Validation Techniques SIOP
February 27-March 6 Bivariate Prediction of Performance Guion p. 296-332, Brown
March 18 Review
March 20 MIDTERM EXAM
March 25-27
Multivariate Prediction of Performance
Guion p. 341-355
April 1 Predictor Bias Guion p. 433-447, p. 465-478
April 3
Cutoff Scores, Banding C,A,&B, S&R
April 8
Content Validity Mussio & Smith
April 10-15
Predictor Issues Guion p. 123-155, p. 485-531
April 17 More Predictor Issues Barrett, F&W, Lowman cases 2, 3, & 29; H,T,B,&H; W,B,B,&M
April 22 Interviews T&O’D Ch. 2-6, Guion p. 606-624H&A
April 24 Biodata and SJTs S,M,&O Ch. 2,4, W&McD
April 29 Personality and Assessment Centers Guion p. 591-605, 638-668
May 1
Power Analysis S,H,&U, S&W, R,E,&L
May 6
Utility Analysis Guion p. 333-338, T&R
May 8
Exam Review
May 13 (3:45) FINAL EXAM

 

References

      Barrett, G. V. (1997). An historical perspective on the Nassau County Police entrance examination: Arnold vs. Ballard (1975) revisited. The Industrial-Organizational Psychologist, 35, 42-46.

      Barrick, M. R., & Mount, M. K. (1991). The big five personality dimensions and job performance: A meta-analysis. Personnel Psychology, 44, 1-26.

      Brown, R. D. (2009). Neglected and Otherwise Irritating Issues with Correlation Adjustments. Manuscript Under Review

      Cascio, W. F., Alexander, R. A., & Barrett, G. V. (1988). Setting cutoff scores: Legal, psychometric, and professional issues and guidelines. Personnel Psychology, 41, 1-24.

      Frank, H. & Wilcox, C. (1978). Development and preliminary cross-validation of a two-step procedure for firefighter selection. Psychological Reports, 43, 27-36.

      Guion, R. M. (1998). Assessment, Measurement, and Prediction for Personnel Decisions. Mahwah, NJ: Erlbaum.

      Guion, R. M. (1991). Personnel assessment, selection, and placement. In M. D. Dunnette & L. M. Hough (Eds.), Handbook of Industrial/Organizational Psychology (Vol. 1). Palo Alto, CA: Consulting Psychologists Press.

      Huffcutt, A. I., Arthur, W. (1994). Hunter and Hunter (1984) revisited: Interview validity for entry-level jobs. Journal of Applied Psychology, 79, 184-190.

      Hunthausen, J. M., Truxillo, D. M., Bauer, T. N., & Hammer, L. B. (2003). A field study of frame-of-reference effects on personality test validity. Journal of Applied Psychology, 88, 545-551.

      Latham, G. P., & Wexley, K. N. (1994). Increasing Productivity Through Performance Appraisal (2nd ed.). Reading, MA: Addison Wesley.

      Lowman, R. L. (1998). The ethical practice of psychology in organizations. Washington, DC: American Psychological Association.

      McDaniel, M. A. (1995). Alternative Validation Strategies: Developing New and Leveraging Existing Validity Evidence. Pfeiffer.

      Murphy, K. R., & Cleveland, J. N. (1995). Understanding Performance Appraisal. Thousand Oaks, CA: Sage.

      Mussio, S. J., & Smith, M. K. (19??). Content Validity: A Procedural Manual. Minneapolis, MN: Minneapolis Civil Service Commission.

      Raju, N. S., Edwards, J. E., & LoVerde, M. A. (1985). Corrected formulas for computing sample sizes under indirect range restriction. Journal of Applied Psychology, 70, 565-566.

     Sackett, P. R., & Roth, L. (1991). A monte carlo examination of banding and rank order methods of test score use in personnel selection. Human Performance, 4, 279-295.

      Sackett, P. R., & Wade, B. E. (1983). On the feasibility of criterion-related validity: The effects of range restriction assumptions on needed sample size. Journal of Applied Psychology, 68, 374-381.

      Schmidt, F. L., Hunter, J. E., & Urry, V. W. (1976). Statistical power in criterion-related validity studies. Journal of Applied Psychology, 61, 473-485.

      Society for Industrial and Organizational Psychology, Inc. (2003). Principles for the Validation and Use of Personnel Selection Procedures (4th ed.). Author.

      Stokes, G. S., Mumford, M. D., Owen, W. A. (1994). Biodata Handbook. Palo Alto, CA: Consulting Psychologists Press.

      Taylor, H. C., & Russell, J. T. (1939). The relationship of validity coefficients to the practical effectiveness of tests in selection: discussion and tables. Journal of Applied Psychology, 23, 565-578.

      Taylor, P. T., & O’Driscoll, M. P. (1995). Structured Employment Interviewing. Brookfield, VT: Gower. 

      Witt, L. A., Burke, L. A., Barrick, M. B., & Mount, M. K. (2002). The interactive effects of conscientiousness and agreeableness on job performance. Journal of Applied Psychology, 87, 164-169.

      Whetzel, D. L., McDaniel, M. A. (2009). Situational judgment tests: An overview of current research. Human Resource Management Review, 19, 188-202.


 
 
 


©2014 Reagan D. Brown, Ph.D.
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