Bibliografía: "Selección de Personal e Instalación efectiva" – Editado por The Organization Development Institute International, Latinamerica – 2005. Autor: Eric Gaynor Butterfield – RODP
Una vez más tenemos el orgullo de compartir con los lectores interesados una Bibliografía relacionada con el Desarrollo Organizacional que pone foco en dos aspectos principales:
a. la selección de personal;
b. la instalación efectiva de dicho personal en la empresa / organización.
Para tener aunque más no sea que "una pequeña idea del enorme atraso que tenemos las distintas culturas de los países latinoamericanos respecto de cómo operan (y lo que saben) las organizaciones norteamericanas", hemos desarrollado una lista de materiales solamente en materia de selección de personal e instalación del mismo, del orden de 300 aportes y contribuciones.
Si tenemos en cuenta que estos aportes incluyen marcos conceptuales como así mismo implicancias prácticas concretas que datan desde principios del siglo pasado, nos hemos de dar cuenta que el éxito que alcanzan las organizaciones en los Estados Unidos de Norteamérica, no es simplemente fruto de la casualidad o del azar.
Si esperamos contar en los distintos países de latino-américa con empresas y organizaciones eficientes que puedan ser competitivas dentro de la globalización que vivimos, necesitamos saber lo que ya se sabe a ciencia cierta, investigar sobre aquellas hipótesis que no han sido unívocamente validadas, y aplicar eficazmente los conocimientos en los emprendimientos y organizaciones. Henry Ford, Walt Disney, Bill Gates, Ray Crock y Tom Watson entre otros, no han alcanzado sus éxitos caminando a tientas sino con el apoyo de distintas disciplinas, y entre ellas, las de las ciencias del comportamiento. Las organizaciones no se manejan eficientemente debido a la casualidad.
A título de ejemplo deseo compartir con ustedes que en los Estados Unidos de Norteamérica ya contaban a principios del siglo pasado con un test de selección de personal a ser aplicado a conductores de transporte de pasajeros.
Esperamos que los directivos de empresas en Latinoamérica como así también los empresarios, puedan hacer uso de este material que representa una pequeña contribución de The Organization Development Institute International, Latin America para el logro de organizaciones eficientes que puedan generar trabajo genuino.
Resulta prácticamente imposible llevar adelante no solamente una empresa sino también cualquier organización social, si no se cuenta con un proceso efectivo de reclutamiento y selección de personal. Todas las organizaciones sociales lo hacen de una manera u otra, algunas bajo mecanismos más formales y otras más informales; en algunas organizaciones el proceso de selección es muy minucioso y lleva mucho tiempo como es el caso de los sindicatos y los partidos políticos y en otras oportunidades el proceso de selección puede ser casi nulo como es el caso de los campos de concentración y las cárceles (Amitai Etzioni: "Modern Organizations"; Prentice Hall – 1964).
Muchas veces la misma supervivencia de la organización y el mantenimiento de su ventaja competitiva es derivada de la composición de sus recursos humanos. Y el ingreso de las personas a la organización es un aspecto clave puesto que su costo tanto de continuar trabajando, como de desvinculación, es demasiado alto. Un Director de Personal de una empresa líder en tecnología informática nos asegura que el 50 % del éxito de su negocio pasa por el proceso de selección de personal. Y un Director de una empresa líder en head-hunting nos ha manifestado que sus servicios se han visto multiplicados en los últimos años puesto que los "procesos de selección de personal tradicionales ya no son suficiente garantía".
Por eso es que a pesar de las muchas críticas que ha recibido el trabajo de Frederick Taylor ("Scientific Management"; Harper & Row – 1947) debemos reconocer que para este autor la selección de un "first class man" era una muy buena manera de mostrar quienes habrían de permanecer en las organizaciones y quienes tendrían que desvincularse.
Luego de la fase de selección de personal, los individuos convertidos en miembros organizacionales comienzan a transitar un camino que el Dr. Donald W. Cole denomina "luna de miel" (Professional Suicide or Organizational Murder; Mc Graw- Hill – 1981). No todas las personas permanecen dentro de la organización ni son tampoco instaladas efectivamente, lo que hace que para muchos individuos se vea interrumpida su carrera laboral. En el libro "Suicidio Profesional o Asesinato Organizacional" del Dr. Donald W. Cole y Eric Gaynor Butterfield; The Organization Development Institute International, Latin America – 2003), se detalla como se produce el proceso de deterioro en la relación entre los profesionales y la organización, lo que conduce a un camino que termina en la desvinculación del individuo con la empresa.
En las empresas y organizaciones dentro de las culturas latinoamericanas esto es materia sumamente sensible puesto que las leyes laborales y la resolución de los juicios de parte de los tribunales respectivos, han mostrado una inclinación a favorecer al empleado. En muchos casos, como es el caso de la República Argentina, incluso "habiendo ganado el caso" los costos del abogado del empleado que ha perdido el juicio (lo que no sucede con mucha frecuencia) deben incluso ser asumidos por el emprendedor que, paradójicamente, había ganado el juicio.
Hemos querido incluir además bibliografía relacionada con la "efectiva instalación" de las personas en las empresas. Se ha encontrado evidencia que muchas personas altamente eficientes, creativas y comprometidas con la organización, muchas veces pueden ser empujadas por "superiores" a desvincularse "antes de que se constituyan en problemas para ellos mismos".
Las empresas responsables de la prestación del servicio externo de selección de personal deben ser sumamente cuidadosas al presentar las ternas de candidatos a su Cliente; no ha faltado oportunidad en que el Cliente le manifestara a la selectora que muchos de los postulantes, según el jerárquico o superior del área donde habría de desempeñarse el individuo, los "encuentra demasiado calificados".
Es por ello que se incluye bibliografía sumamente enriquecedora en los procesos de instalación del individuo que se relación con la capacidad de acomodación de los participantes a la empresa, que muchas veces se relaciona con su capacidad de acomodación a su superior.
Eric Gaynor Butterfield (Congreso de Desarrollo Organizacional; Buenos Aires – 1997) sugiere que muchas empresas en Latinoamérica son manejadas de una manera incluso más primitiva que bajo la forma de organización burocrática: sugiere que la misma tiende a operar como "organización nepótica", que es un paso anterior – por lo menos – de la organización piramidal y/o burocrática.
Las organizaciones pueden vivir con los problemas que se suscitan en el contexto y con sus turbulencias adoptando distintos tipos de arreglos (D. Katz & R. Kahn; "The social psychology of organizations"; New Cork: Joh Wiley & Sons – 1978: James D. Thompson: "Organizations in Action"; Mc Graw – Hill – 1967; Tom Burns: "Industry in a new age"; New society – 1963), pero con las personas inapropiadas "dentro" de la misma empresa, su destino casi seguramente ha de resultar fatal.
Existen hoy día desafíos adicionales a los de la globalización financiera creciente; la diversidad y el rol de la mujer en las organizaciones tienden a hacer más complejos los procesos decisorios en materia de personal en las organizaciones. Teniendo en cuenta la complejidad implícita en los procesos de selección e instalación de personal en las organizaciones estamos incluyendo una Bibliografía que seguramente ha de resultarle de utilidad práctica a todos aquellos directivos que están en la cúspide de sus empresas y también a aquellos empresarios y dueños que debe defender su propio negocio.
Existen factores adicionales que hacen aún más importante el proceso de selección e instalación efectiva de personal hoy en día, de lo que era hace unos 30 años atrás. Nos encontramos con que los cambios son más bien transformacionales y muy por encima de los cambios transicionales o incrementales a los cuales estábamos acostumbrados.
Seguramente el lector, sea director de una empresa o propietario, pueda beneficiarse mayormente acudiendo además a nuestra Bibliografía en materia de Capacitación y Entrenamiento (que ya hemos puesto a disposición de los lectores interesados) pues existe cada vez más una mayor integración como proceso integral, entre el reclutamiento, selección, instalación y capacitación /entrenamiento del personal.
Más abajo se incluyen unos 500 tratados que esperamos le sea de utilidad. Si tiene sugerencias de cambios, modificaciones, agregados o eliminaciones, le hemos de agradecer que los compartan abiertamente con nosotros. Muchas gracias.
BIBLIOGRAFÍA
Alderfer, C. P., & McCord, C.C. (1970). Personal and situational factors in the recruitment interview. Journal of Applied Psychology, 54.
Altman, S. A. & Barro, J. (1971). Officer supply—the impact of pay, the draft, and the Vietnam war. American Economic Review, issue 61.
American Educational Research Association, American Psychological Association, & National Council on Measurement in Education. (1985). Standards for educational and psychological testing. Washington, DC: American Psychological Association.
American Medical Association.. (1977). Guide to the evaluation of permanent impairment. Monroe, WI
American Psychological Association. (1954). Technical recommendations for psychological tests and diagnostic techniques. Psychological Bulletin, vol. 51.
American Psychological Association, American Educational Research Association, National Council on Measurement in Education. (1966). Standards for educational and psychological tests and manuals. Washington, DC: American Psychological Association. American Psychological Association,
American Educational Research Association, National Council on Measurement in Education. (1974). Standards for educational and psychological tests Washington, DC: American Psychological Association.
Anastasi, A. (1986). Evolving concepts of test validation. Annual Review of Psychology, 37.
Angoff, W. H. (1988). Validity: An evolving concept. In H. Wainer & H. Braun (Eds.), Test validity . Hillsdale: Erlbaum.
Arrow, K. J. (1972). Models of discrimination. In A. H. Pascal (Ed.), Racial discrimination in economic life. Lexington, MA: Lexington Books.
Arvey, R. D., Gordon, M., Massengill, D., & Mussio, S. (1975). Differential drop out rates of minority and majority job candidates due to ‘time lags’ between selection procedures. Personnel Psychology, issue 38.
Arvey, R. D., & Campion, J. E. (1982). The employment interview: A summary and review of recent research. Personnel Psychology, 35.
Arvey, R. D., Miller, H. E., Gould, R., & Burch, P. (1987). Interview validity for selecting sales clerks. Personnel Psychology, 40.
Asher, J. J. (1972). The biographical item: Can it be improved? Personnel Psychology 25..
Bangert-Drowns, R. L. (1986). Review of developments in meta-analytic method. Psychological Bulletin, vol. 99.
Barrett G. y., Phillips, J. 5., & Alexander,LA. (1981). Concurrent and predictive validity designs: A critical reanalysis. Journal of Applied Psychology, vol. 66.
Bartram, D. (1987). The development of an auto mated testing system for pilot selection: The micropat project. Applied Psychology: An international review, 36.
Behling, O., Labovitz, G., & Gainer, M. (1968). College recruiting: A theoretical base. Personnel Journal, 47.
Bellows, R. M. & M. F. Estep (1961): Employment psychology: The interview. New York: Holt, Rinehart & Winston.
Bemis, S. E. (1968). Occupational validity of the General Aptitude Test Battery. Journal of Applied Psychology, 52.
Bernardin, H. J., & Villanova, P. (1986). Performance appraisal. In E. A. Locke (Ed.), Generalizing from laboratory to field settings. Lexington, MA: Lexington Books.
Bernstein,A. (1987, October 19). Dispelling the myths about a higher minimum wage. Business Week.
Bevan, Stephan & Mare Thompson (1991): Performance management at the croos-roads; Personnel Management.
Blake, R. & J. Mouton (1964): The Managerial Grid. Houston: Gulf
Blanz, R.,& Ghiseffi, E. E. (1972).The mixed standard scale: A new rating system. Personnel Psychology, 25.
Bobko, P. (1983). An analysis of correlation corrected for attenuation and range restriction. Journal of Applied Psychology, 68.
Boles, Elizabeth (1994): Increasing organizational return: power from your people. HR Horizons, vol. 115.
Borman, W. C. (1983). Implications for personality theory and research for the rating of work performance in organizations. In F. Landy, S. Zedeck, & J. Cleveland (Eds.), Performance measurement and theory . Hillsdale, NJ: Erlbaum
Borman, W. C. (1986). Behavior—based rating scales. In R. A. Berk (Ed.), Performance assessment: Methods and applications. Baltimore: Johns Hopkins University.
Bosshardt, M. J., Rosse, R. L., & Peterson, N. G. (1984). Development and validation of an industry wide electric power plant maintenance selection sys tem. Minneapolis, MN: Personnel Decisions Research Institute.
Boudreau, J. W. (1989). Selection utility analysis: A review and agenda for future research. In M. Smith & 1. Robertson (Eds.), Advances in personnel selection and assessment Chichester, England: Wiley.
Boudreau,J. W., & Rynes, S.L. (1985). Role of recruitment in staffing utility analysis. Journal of Applied Psychology, 70.
Boylen, M. E. (1980): The four costs of employee training. Administrative Management.
Breaugh,J. A. (1981). Relationships between recruiting sources and employee performance, absenteeism, and work attitudes. Academy of Management Journal, 24, 142.
Bray, D. W., & Grant, D. L. (Eds.). (1966). The assessment center in the measurement of potential for business management. Psychological Monographs, 80.
Breaugh, J. A. (1983). Realistic job previews: A critical appraisal and future research directions. Academy of Management Review, 8.
Breaugh, J. A., & Mann, R. B. (1984). Recruiting source effects: A test of two alternative explanations. Journal of Occupational Psychology, 57.
Brennan, R. L. (1983). Elements of generalizability theory. Iowa City, IA: American College Testing.
Brinberg, D.. & McGrath, J. E. (1985). Validity and the research process. Beverly Hills, CA: Sage.
Brown, S. H. (1981). Validity generalization and situational moderation in the life insurance industry. Journal of Applied Psychology. 66.
Brown, T. S., Jones, J. W., Terris, W., & Steffy, B. D. (1987). The impact of pre-employment integrity testing on employee turnover an inventory shrinkage losses Journal of Business and Psychology, 2.
Caldwell, D.F., & Spivey, W. A. (1983). The relation ship between recruiting source and employee success: An analysis by race. Personnel Psychology, vol. 36.
Callender, J. C., & Osburn, H. G. (1981). Testing the constancy of validity with computer-generated sampling distributions of the multiplicative model variance estimate: Results for petroleum industry validation research. Journal of Applied Psychology, 66.
Campbell, J. P. (1986). Lab fields, and straw issues. In E. A. Locke (Ed.), Generalizing from laboratory to field settings. Lexington, MA: Lexington Books.
Campbell P., Daft, R. L., & Hulin, C. L. (1982). What is study: Generating and developing research questions Beverly Hills, CA: Sage.
Cascio, W. F. (1982). Applied psychology in personnel management. Reston, VA: Reston.
Cascio, W. F. (1982). Applied psychology in personnel management). Reston, VA: Reston.
Cascio, W. F., & Zedeck, S. (1983). Open a new window in rational research planning. Adjusting alpha to maximize statistical power. Personnel Psychology, vol. 36.
Cawsey, T. F. (1992): Why line managers don`t listen to their personnel departments. Personnel. American Management Association.
Cleary, T. A. (1968). Test bias: Prediction of grades for Negro and white students in integrated colleges. Journal of Educational Measurement, vol. 5.
Cohen, J. (1983). The cost of dichotomization. Applied Psychological Measurement, 7.
Conard, M. A., & Ashworth, S. D. (1986, April). Recruiting source effectiveness: A meta-analysis and re-examination of two rival hypotheses. Paper presented at the annual meeting of the Society for Industrial and Organizational. Psychology, Chicago, IL.
Cook, T. D., & Campbell, D. T. (1979). Quasi experimentation: Design and analysis issues for field settings. Chicago: Rand McNally.
Coombs, C. H., Dawes, R. M., & Tversky, A. (1970). Mathematical psychology: An elementary introduction. Englewood Cliffs, NJ: Prentice-Hall.
Cooper, W. H., & Richardson, A. J. (1986). Unfair comparisons. Journal of Applied Psychology, vol. 71.
Cormier v. PPG Industries, 26 FEP Cases 652 (W.D. Louisiana, 1981).
Cotton, J. L., &Cook, M. S. (1982). Meta-analysis and the effects of various reward systems: Some different conclusions from Johnson et al. Psychological Bulletin, vol. 92.
Cronbach, L. J. (1987). Statistical tests for moderator variables: Flaws in analyses recently proposed. Psychological Bulletin, vol. 102.
Cronbach, L. J. (1988). Five perspectives on validity argument. In H. Wainer & H. I. Braun (Eds.), Test validity. Hillsdale, NJ: Erlbaum.
Cronbach, L. J., Gleser, G. C., Nanda, H., & Rajaratnam, N. (1972). The dependability of behavioral measurements: Theory of generalizability for scores and profiles New York: Wiley.
Cronbach, L. J., Yalow, E., & Schaeffer, G. (1980). A mathematical structure for analyzing fairness in selection. Personnel Psychology, 33.
Dahl, H. & K. S. Morgan (1981): Is anyone measuring return on investment in human resources? Upjohn company report.
Darlington, R. B. (1976). A defense of "rational" personnel selection, and two new methods. Journal of Educational Measurement, vol. 76.
Day, V.B., Erwin, F., & Koral, A. M. (Ms.). (1981). A professional and legal analysis of the Uniform Guidelines on Employee Selection Procedures. Berea, OH: American Society for Personnel Administration.
Decker, P. J., & Cornelius, E. T., In. (1979). A note on recruiting sources and job survival rates. Journal of Applied Psychology, vol. 64.
Dillon, R. F. (Ed.). (1985). Individual differences in cognition (Vol 2). Orlando, FL: Academic Press. Dillon, R F., & Schmeck, R R. (Eds.). (1983). Individual differences in cognition (Vol. 1). New York: Academic Press.
Dipboye, R. L. (1982). Self-fulfilling prophecies in the selection-recruitment interview. Academy of Management Review, vol. 7.
Dorcus, R. M., & Jones, M. H. (1950). Handbook of employee selection. New York: McGraw-Hill.
Dougherty, T. W., Ebert, R J., & Caliender, J. C. (1986). Policy capturing in the employment interview. Journal of Applied Psychology, vol. 71.
Downs, C. W. (1969). Perceptions of the selection interview. Personnel Administration, 32.
Drasgow, F. (1987). Study of the measurement bias of two standardized psychological tests. Journal of Applied Psychology, vol. 72.
Drasgow, F., & Hulin, C. (1990). Item response theory. In M. D. Dunnette & L. Hough, Handbook of industrial and organizational psychology (2nd ed.). Palo Alto, CA: Consulting Psychologists Press.
Dreher, G. F., & Sackett, P. R. (1982). Perspectives on employee staffing and selection. Homewood, IL: Irwin.
Drever, J. (1954). A dictionary of psychology. Baltimore: Penguin.
Driscoil, J., & Hess, H. R. (1974). The recruiter: Women’s friend or foe? Journal of College Placement, vol. 34.
Dugoni, B. L., & Ilgen, D. R. (1981). Realistic job previews and the adjustment of new employee Academy of Management Journal, vol. 24.
Dunlap, W. P., & Kemery, E. R. (1987). Failure to detect moderating effects: Is multicollinearity the problem? Psychological Bulletin, vol. 102.
Dunnette, M. D. (1963). A note on the criterion. Journal of Applied Psychology, vol. 47.
Dunnette, M. D. (1963). A modified model for test validation and selection research. Journal of Applied Psychology, vol. 47.
Dunnette, M. D. & Kirchner, W. (1965): Psychology applied to business and industry. New York: Appleton.
Dunnette, M. D. (1974). Personnel selection and job placement of disadvantaged and minority per sons: Problems, issues, and suggestions. In H. L. Fromkin & J. J. Sherwood (Eds.), Integrating the organization: A social psychological analysis. New York: Free Press.
Dunnette M.D. (1979, May). Goodbye and Strategies for establishing person qualifications—job relatedness linkages Paper presented at Second Annual National Conference on EEO Compliance/Human Resources Utilization, University of Chicago, Chicago.
Dunnette, M. D. (1982). Critical concepts in the assessment of human capabilities. In M. D. Dunnette & E. A. Fleishman (Ms.), Human performance and productivity: Vol. 1. Human capability assessment. Hillsdale, NJ: Erlbaum.
Dunnette, M. D., & Borman, W. C. (1979). Personnel selection and classification systems. Annual Review of Psychology, vol. 30.
Dunnette, M. D., Houston, J. S., Rosse, R. L., & Bosshardt, M. J. (1982). Development and validation of an industry-wide electric power plant operator selection system. Minneapolis, MN: Personnel Decisions Research Institute.
Dvorak, B. J. (1956). Advantages of the multiple cut-off method. Personnel Psychology, vol. 9.
Dyer, L. D. (1971). An analysis of the job search behavior patterns and reemployment experiences of middle aged managers. Unpublished doctoral dissertation, University of Wisconsin, Madison
Edwards, A. L. (1976). An introduction to linear regression and correlation. San Francisco: Freeman.
Einhorn, H. J. (1971). Use of nonlinear, non compensatory models as a function of task and amount of information. Organizational Behavior and Human Performance, vol. 6.
Einhorn, H. J, & Hogarth, R. M. (1981). Behavioral decision theory: Processes of judgment and choice. Annual Review of Psychology, vol. 32.
Ellis, R. A., & Taylor, M. 5. (1983). Role of self-esteem within the job search process. Journal of Applied Psychology, vol. 68.
Equal Employment Opportunity Commission , Civil Service Commission, Department of Labor & Department of Justice. (1978). Uniform guidelines on employee selection procedures. Federal Register, August 25, 43 (No. 166), 38290—38315.
Eyde, L. D., & Kowal, D. M. (1987). Computerized test interpretation services: Ethical and professional concerns regarding U.S. producers and users. Applied Psychology: An International Review, vol. 36.
Fear, R. A. (1958): The evaluation interview. New York: Mc Graw-Hill.
Feldman, J. M. (1981). Beyond attribution theory: Cognitive processes in performance appraisal. Journal of Applied Psychology, vol. 66.
Fine, S. A. (1955). Functional job analysis. Journal of Personnel Administration and Industrial Relations.
Fisher, C. D., Ilgen, D. R., & Hoyer, W. D. (1979). Source credibility, information favorability, and job offer acceptance. Academy of Management Journal, 22.
Fitz-enz, Jac (1994): The future of performance management and measurement systems; HR Horizons.
Fitz-enz, Jac (1993): The mythology of measuring staff performance. Canadian Business Review.
Fjeld, H. A. (1934): The limits of learning in the Rhesus monkeys; Genet. Psychology. Monograph, 15.
Frederiksen, N. (1986). Construct validity and construct similarity: Methods for use in test development and test validation. Multivariate Behavior Research, 21.
Frederiksen, N., & Melville, S. D. (1954). Differential predictability in the use of test scores. Educational and Psychological Measurement, 14.
Freyd, M. (1923). Measurement in vocational selection: An outline of research procedure. Journal of Personnel Research, 2.
Gannon, M. J. (1971). Sources of referral and employee turnover. Journal of Applied Psychology, vol. 55.
Gaugler, B. B., Rosenthal, D. B., Thornton, G. C., 111, & Bentson, C. (1987). Meta-analysis of assessment center validity (Monograph). Journal of Applied Psychology, 72.
Gersen, W. F. (1976). The effects of a demanding application process on the applicant pool for teaching positions (Doctoral dissertation, University of Pennsylvania, 1975). Dissertation Abstracts International.
Ghiselle, E. & Brown, C. (1955): Personnel and Industrial Psychology; New York: Mc Graw Hill.
Ghiselli, E. E. (1956). Dimensional problems of criteria. Journal of Applied Psychology, 40.
Ghiselli, E. E. (1956). The placement of workers: Concepts and problems. Personnel Psychology, 1.
Ghiselli, E. E. (1966). The validity of occupational aptitude tests. New York: Wiley.
Ghiselli, E. E. (1966). The validity of a personnel interview. Personnel Psychology, 19.
Ghiselli, E. E. (1973). The validity of aptitude tests in personnel selection. Personnel Psychology, 26.
Gibson, G. W. (1961): A new dimension for in-basket training. Personnel, volume 38.
Gifford, R., Ng, C. F., & Wilkinson, M. (1985). Non- verbal cues in the employment interview: Links between applicant qualities and interviewer judgments. Journal of Applied Psychology, 70.
Glass, G. V. (1976). Primary, secondary, and meta analysis of research. Educational Researcher, vol. 5.
Glass, G. V. (1977). Integrating findings: The meta analysis of research. Review of Research in Education, vol. 5.
Glass, G. V.,McGraw, B., & Smith, M. L. (1981). Meta analysis in social research. Beverly Hills, CA: Sage.
Glueck, W. F. (1974). Decision making: Organizational choice. Personnel Psychology, 27.
Gordon, H. W. & Leighty, R. (1988). Importance of specialized cognitive function in the selection of military pilots. Journal of Applied Psychology, vol. 73.
Gordon, M. E., & Fitzgibbons, W. J. (1982). Empirical test or the validity of seniority as a factor in staffing decisions. Journal of Applied Psychology, vol. 67.
Gottfredson, L. S. (Ed.). (1986). The g factor in employment. Journal of Vocational Behavior, vol. 29.
Gough, H G. (1985) A work orientation scale for the California Psychological Inventory. Journal of Applied Psychology. Vol. 70.
Granovetter, M. S. (1974). Getting a job: A study of contacts and careers. Cambridge, MA: Harvard University Press.
Greene, Robert J. (1991): A 90`s model for performance management; HR Magazine.
Guion, R. M. (1976). Recruiting, selection, and job placement. In M. D. Dunnette (Ed.), Handbook of industrial and organizational psychology. Chicago: Rand McNally.
Guion, R. M. (1965): Personnel testing. New York: Mc Graw Hill.
Guion, R. M. & Gottier, R. F. (1965): Validity of personnel measures in personnel selection. Personnel Psychology; volume 18.
Green, B. F (1950). A note on the calculation of weights for maximum battery reliability. Psychometrika, vol. 15.
Greenberg, 1. (1979). An analysis of the EEOC "four fifths" rule. Management Science, vol. 25.
Guilford, J. P. (1954). Psychometric methods (2nd ed.). New York McGraw-Hill.
Guion, R M. (1%1). Criterion measurement and personnel judgments. Personnel Psychology, vol. 14.
Guion, R. M. (1965). Personnel testing. New York: McGraw-Hill.
Guion, R. M. (1966). Employment tests and discriminatory hiring. Industrial Relations, vol. 5.
Guion, R. M. (1976). Recruiting, selection, and job placement. In M. D. Dunnette (Ed.), Handbook of industrial and organizational psychology. Chicago: Rand McNally.
Guion, R. M. (1978). Scoring of content domain samples: The problem of fairness. Journal of Applied Psychology, 63.
Guion, R. M. (1983). Comments on Hunter. In F. Landy, S. Zedeck, & 1. Cleveland (Eds.), Performance measurement and theory. Hillsdale, NJ: Erlbaum.
Guion, R. M. (1987). Changing views for personnel research. Personnel Psychology, 40.
Guion, R. M., & Cranny, C. J. (1982). A note on concurrent and predictive validity designs: A critical reanalysis. Journal of Applied Psychology, vol. 67.
Guion, R. M., & Gibson, W. M. (1988). Personnel selection and placement. Annual Review of Psychology, 39.
Guion, R. M., & Gottier, R. F. (1965). Validity of personality measures in personnel selection. Personnel Psychology, 18.
Gulliksen, H. (1950). Intrinsic validity. American Psychologist, vol. 5
Gutenberg, R. L., Arvey, R. D., Osburn, H. G., & Jeanneret, P. R. (1983). Moderating effects of decision-making/information processing job dimensions on test validities. Journal of Applied Psychology, 68.
Hakel, M. L. (1986). Personnel selection and placement. Annual Review of Psychology, vol. 37.
Hakel,M. D. (1982). Employment interviewing. In K. M. Rowland & G. R. Ferris (Eds.), Personnel management. Boston: Allyn & Bacon.
Hall, C. S. (1951): Individual differences. En C. P. Stone, Comparative Psychology; Englewood Cliffs, New Jersey: Prentice-Hall.
Hanigan,M. (1987). Campus recruiters upgrade their pitch. Personnel Administrator, vol. 32.
Hanssens, D. M., & Levien, H. A. (1983). An econometric study of recruitment marketing m the U.S. Navy. Management Science, vol. 29.
Harn, T. J., & Thornton, G. C., In (1985). Recruiter counseling behaviors and applicant impressions. Journal of Occupational Psychology, vol. 58.
Harnis, M. M., & Fink, L. S. (1987). A field study of employment opportunities: Does the recruiter make a difference? Personnel Psychology, vol. 40.
Harnis, W. G. (1987). Computer-based test interpretations: Some development and application issues. Applied Psychology: An International Review, vol. 36.
Hedge, J. W., Lipscomb, M. S., & Teachout, M. S. (1987). Work sample testing in the Am Force job performance measurement project. In H. G. Baker & G. J. Laabs (Eds.), Proceedings of the Department Defense/Educational Testing Service Conference on Job Performance Measurement Technologies. Washington, DC: Office of the Assistant Secretary of Defense (Force Management and Personnel).
Helmreich, R. L., Sawin, L. L., & Carsrud, A. L. (1986). The honeymoon effect m job performance: Temporal increases in the predictive power of achievement motivation. Journal of Applied Psychology, vol. 71.
Herriott, P., & Rothwell, C. (1981). Organizational characteristics and decision theory: Effects of employers’ literature and selection interview. Journal of Occupational Psychology, issue 54.
Hilgert, R., & Eason, L. (1%8). How students weigh recruiters. Journal of College Placement.
Hill, R. E. (1970). New look at employee referrals as a recruitment channel. Personnel Journal, issue 49.
Hirsh, H. R., Schmidt, F. L., & Hunter, J. E. (1986). Estimation of employment validities by less experienced judges. Personnel Psychology, issue 39.
Hodge, R. W., & Lagerfeid, S. (1987). The politics of opportunity. Wílson Quarterly, issue 11.
Hogan, J., Hogan, R., & Busch, C. M. (1984). How to measure service orientation. Journal of Applied Psychology, vol. 69.
Holmes, T. H., & Rahe, R. H. (1967). The social readjustment rating scale. Journal of Psychosomatic Research, issue 11.
Horst, P. (1966). Psychological measurement and prediction. Belmont, CA: Wadsworth.
Hough, L. M. (1984). Development and evaluation of the "accomplishment record" method of selecting and promoting professionals. Journal of Applied Psychology, issue 69.
Hough,L. M., Keyes,M. A., & Dunnette, M. D.(1983). An evaluation of three "alternative" selection procedures. Personnel Psychology, vol. 36.
Howard, A. (1983). Work samples and simulations in competency evaluation. Professional Psychology: Research and Practice, vol. 14.
Humphreys, L. G. (1952). Individual differences. Annual Review of Psychology, vol 3.
Hunter, 1 E. (1983). A causal analysis of cognitive ability, job knowledge, job performance, and supervisory ratings. IR F. Landy, S. Zedeck, & J. Cleveland (Eds.), Performance measurement and theory. Hillsdale, NJ: Erlbaum.
Hunter, J. E., & Hunter, R. F. (1984). Validity and utility of alternative predictors of job performance. Psychological Bulletin, vol. 96.
Hunter, J. E., Schmidt, F. L., & Jackson, G. B. (1982). Meta-analysis: Consulting research findings across studies. Beverly Hills, CA: Sage.
Hunter, J. E., Schmidt, F. L., & Peariman, K. (1982). History and accuracy of validity generalization equations: A response to the Callender and Osburn reply. Journal of Applied Psychology, vol. 67.
Ilgen, D. R. (1986). Laboratory research: A question of when, not if. In E A. Locke (Ed.), Generalizing from laboratory to field settings. Lexington, MA: Lexington Books.
Ilgen, D. R., & Favero, J. L. (1985). Limits in generalization from psychological research to performance appraisal processes. Academy of Management Review, volume 10.
Ironson, G. H., Guion,R. M., & Ostrander, M. (1982). Adverse impact from a psychometric perspective. Journal of Applied Psychology, vol. 67.
Ironson, G. H., & Smith, P.c. (1981). Anchors away The stability of meaning of anchors when their location is changed. Personnel Psychology, vol. 34.
Ironson, G. H., & Subkoviak, M. J. (1979). A comparison of several methods of assessing item bias. Journal of Educational Measurement, vol. 16.
Ivancevich, J M., & Donnelly, J. H. (1971). Job offer acceptance behavior and reinforcement. Journal of Applied Psychology, vol. 67.
Jaeger, R. M. (Ed.). (1976). On bias IR selection (Special issue). Journal of Educational Measurement, vol. 13.
James,L. R., &Brett, J. M. (1984). Mediators, moderators, and tests for mediation. Journal of Applied Psychology, vol. 69.
James, L. R., Mulaik, S. A., & Brett,J. M. (1982). Causal analysis: Assumptions, models, and data. Beverly Hills, CA: Sage.
James, L. R., Mulaik, S. A., & Brett,J. M. (1982). Causal analysis: Assumptions, models and data. Beverly Hills, CA: Sage.
Janz, T. (1982). Initial comparisons of patterned behavior description interviews versus unstructured interviews. Journal of Applied Psychology (67).
Jarrett, R. F. (1948). Percent increase IR output of selected personnel as an index of test efficiency. Journal of Applied Psychology, (32).
Johnston, W. B. (1987). Workforce 2000: Work and workers for the 21st century. Indianapolis, IN: Hudson Institute.
Jones, D. P. (1974). An examination of six fair selection models. Unpublished master’s thesis, Bowling Green State University, Bowling Green, OH.
Kahn, R. L. & G. F. Cannell (1965): The dynamics of interviewing; New York: Wiley & Sons.
Kerr, C., & Fisher, L. H. (1950). Effect of environment and administration on job evaluation. Harvard Business Review, (28).
Kilduff, M. J. (1988). Decision making in context: Social and personality correlates of choices of organizations Unpublished doctoral dissertation, Cornell University, Ithaca, NY.
Klieman, L.S., & Faley,R. H. (1985). The implications of professional and legal guidelines for court decisions involving criterion-related validity: A review and analysis. Personnel Psychology, vol. 38.
Krett, K., & Stright, J. F. (1985). Using market research as a recruitment strategy. Personnel, (62), 32—36.
Kroeck, K. G., Barrett, G. V., & Alexander, R. A. (1983). Imposed quotas and personnel selection: A computer simulation study. Journal of Applied Psychology, vol. 68.
Kunm, T. (1955). The construction of a new type of attitude measure. Personnel Psychology, vol. 8.
Lakhani, H. (1988). The effect of pay and retention bonuses on quit rates in the US. Army. Industrial and Labor Relations Review, vol. 41.
Landy, F. J. (1986). Stamp collecting versus science: Validation as hypothesis testing. American Psychologist, vol. 41.
Landy, F. J., & Farr, J. L. (1980). Performance rating. Psychological Bulletin, volume 87.
Landy, F. J., & Farr, J. L. (1983). The measurement of work performance: Methods, theory, and applications. New York: Academic Press.
Latham, G. P., & Saari, L M. (1984). Do people do what they say? Further studies on the situational interview. Journal of Applied Psychology, (69).
Latham, G. P.,Saari, L M., Purseil, E. D.,& Campion, M. A. (1980). The situational interview. Journal of Applied Psychology, vol. 65.
Latham, y. M., & Leddy, P. M. (1987). Source of recruitment and employee attitudes: An analysis of job involvement, organizational commitment and job satisfaction. Journal of Business and Psychology, vol. 1.
Laurent, H. (1968). Research on the identification of management potential. In J. A. Myers (Ed.), Predicting managerial success. Ann Arbor, MI: Foundation for Research and Human Behavior.
Lawler, E. E., III. (1971). Pay and organizational effectiveness. New York McGraw-Hill.
Lawshe, C. H. (1952). What can industrial psychology do for small business (A symposium). 2. Employee selection. Personnel Psychology, vol. 5.
Lawshe,C. H. (1975). A quantitative approach to content validity. Personnel Psychology, (28).
Lawshe, C. H., Bolda, R A., Brune, R. L, & Auclair, G. (1958). Expectancy charts. II. Their theoretical development. Personnel Psychology, (11).
Lee, R., & Foley, P. P. (1986). Is the validity of a test constant throughout the tests core range? Journal of Applied Psychology, (71).
Lewin, T. (1987, March 11). Law firms add second tier. New York Times.
Liden, it C., & Parsons, C. K. (1986). A field study of job applicant interview perceptions, alternative opportunities and demographic characteristics. Personnel Psychology, 39.
Lifter, M., & Jones, D. (1978). Firefighters selection research project, Volumes. I—V. Detroit, MI: Arthur Young.
Lifter, M. L, & White, M. L. (1984). Clerical and meter reader testing program: Final report. Detroit, MI: Arthur Young.
Lindquist, y. R., & Endicott, F. S. (1984). Trends in the employment of college and university graduates in business and industry (38thannual report). Evanston, IL: Northwestern University.
Link, H. C. (1919). Employment psychology. New York: Macmillan.
Linn, R. L. (1986). Comments on the g factor in employment testing. Journal of Vocational Behavior, (29).
Linn, R. L., & Dunbar, S. B. (1986). Validity generalization and predictive bias. In R. A. Berk (Ed.), Performance assessment: Methods and applications. Baltimore, MD: Johns Hopkins.
Linn, R. L., Harisch, D. L., & Dunbar, S. B. (1981). Corrections for range restriction An empirical investigation of conditions resulting in conservative corrections. Journal of Applied Psychology (66).
Lippman, 5., & McCall, J. (1976). The economics of job search: A survey. Part 1. Economic Inquiry, (14).
Lord, S. M., & Novick, M. R. (1968). Statistical theories of mental test scores. Reading, MA: Addison- Wesley.
Lord, F. M. (1962). Cutting scores and errors measurement. Psychometrika, (27).
Lord, F. M. (1963). Cutting scores and errors of measurement: A second case. Educational and Psychological Measurement, (23).
Lord, F. M., & Novick, M. it (1968). Statistical theories of mental test scores (with contributions by A. Birnbaum). Reading, MA: Addison-Wesley.
Louis,M. R. (1981). Surprise and sense-making: What newcomers experience and entering unfamiliar organizational settings. Administrative Science Quarterly, vol. 25.
Maim, F. T. (1954). Recruiting patterns and the functioning of labor markets. Industrial and Labor Relations Review, (7).
Maim, F. T. (1955). Hiring procedures and selection standards m the San Francisco Bay Area. Industrial and Labor Relations Review, 8.
Mayfield, E. C. (1964): "The selection interview: A reevaluation of published research"; Personnel Psychology, volume 17.
Mayfleid, E. C., Brown, S. H., & Hamstra, B. W. (1980). Selection interviewing in the life insurance industry: An update of research and practice. Personnel Psychology, volume 33.
McCormick, E. J., Jeanneret, P. R., & Mecham, it C. (1972). A study of job characteristics and job dimensions as based on the Position Analysis Questionnaire (PAOJ. Journal of Applied Psychology, volume 56.
McCormick, E. J., Mecham, R. C., & Jeanneret, P. R. (1977). Technical manual for the Position Analysis Questionnaire (PAQ) (System H). Logan, UT: PAQ Services.
McEvoy, G. M., & Casdo, W. F. (1985). Strategies for reducing employee turnover: A meta-analysis. Journal of Applied Psychology, (70).
McEvoy, G. M., & Cascio, W. F. (1987). Do good or poor performers leave? A meta-analysis of the relationship between performance and turnover. Academy of Management Journal, 30, 744—762.
McMurry, R. N. (1947). Validating the patterned interview. Personnel, 23.
McNamara, W. J & Hughes,J. L. (1961). A review of research on the selection of computer programmers. Personnel Psychology, 14.
Meglino, B. M., DeNisi, A. 5., Youngblood, 5. A., & Williams, K. J. (1988). Effects of realistic job previews: A comparison using an enhancement and a reduction preview. Journal of Applied Psychology, vol. 73.
Merrill, P. (1987). Sign of the times. Personnel Administrator, issue 32.
Messick, S. (1988a). The once and future issues of validity: Assessing the meaning and consequences of measurement. III. H. Wainer & H. I. Braun (Eds.), Test validity. Hillsdale, NI: Erlbaum.
Messick, S. (1988b). Validity. In It L. Linn (Ed.), Educational measurement. New York: Macmillan.
Miceli M P (1983) Why realistic job previews can not meet our unrealistically high expectations. Academy of Management Proceedings.
Miceh M P (1986) Effects of realistic job previews on newcomer affect and behavior: An operant perspective Journal of Organizational Behavior Management, volume 8.
Mlles, R. E., & Snow, C. C. (1978). Organizational strategy, structure, and process. New York: McGraw-Hill.
Miner, M. G. (1979). Recruiting policies and practices. Washington, DC: Bureau of National Affairs.
Mook, D. G. (1983). Indefense of external invalidity. American Psychologist, volume 38.
Morris, J., Sherman, J. D., & Mansfield, E. R. (1986). Failures to detect moderating effects with ordinary least squares—moderated multiple regression: Some reasons and a remedy. Psychological Bulletin, volume 99.
Munsterberg, H. (1913). Psychology and industrial efficiency. Boston: Houghton Mifflin.
Murphy, K. R. (1987). Are we doing a good job measuring the wrong thing? In H. G. Baker & G. J. Laabs (Eds.), Proceedings of the Department of Defense/Educational Testing Service Conference on Job Performance Measurement Technologies. Washington, DC: Office of the Assistant Secretary of Defense (Force Management and Personnel).
Myers, D. C., Jennings, M. C., & Fleishman, E. A. (1981). Development of job-related medical standards and physical tests for count security officer jobs (Report R81-3). Washington, DC: Advanced Research Resources Organization.
O’Connor, E. J., Wexley, K. N., & Alexander, R. A. (1975). Single-group validity: Fact or fallacy? Journal of Applied Psychology, volume 60.
Office of Federal Contract Compliance. (1968). Validation of tests by contractors and subcontractors subject to the provisions of Executive Order 11246. Federal Register, September 24, 33, (No. 186), 14392—14394.
Olian, J. D. (1984). Genetic screening for employment purposes. Personnel Psychology, volume 37.
Olian, J. D., & Rynes, S. L. (1984). Organizational staffing: Integrating practice with strategy. Industrial Relations, volume 23.
Orpen, C. (1985). Patterned behavior description interviews versus unstructured interviews: A comparative validity study. Journal of Applied Psychology, volume 70.
Osborne, H. F. (1940). Oral trade questions. In W. H. Stead, C. L. Shartle, & Associates (Eds.), Occupational counseling techniques: Their development and application. New York: America Book.
Osburn, H. G., Callender, J. C., Greener, 1. M. & Ashworth, S. (1983). Statistical power of tests of the situational specificity hypothesis in validity generalization studies: A cautionary note. Journal of Applied Psychology, volume 68.
Osterman, P. (1987). Choice of employment systems in internal labor markets. Industrial Reations, volume 26.
Paajanen, G. E. (1988). The prediction of counter productive behavior by individual and organizational variables. Unpublished doctoral dissertation, University of Minnesota, Minneapolis.
Pannone, R. D. (1984). Predicting test performance: A content valid approach to screening applicants. Personnel Psychology, volume 37.
Pearlman, K. (1980). Job families: A review and discussion of their implications for personnel selection. Psychological Bulletin, volume 87.
Pearlman, K. – Schmidt, F. L., & Hunter, J. E. (1980). Validity generalization results for tests used to predict job proficiency and training success in clerical occupations. Journal of Applied Psychology, issue 65.
Personnel Designs, Inc. (1990). The development and validation of selection procedures for construction and skilled trades occupations in the electric utility industry: Final technical report. Washington, DC: Edison Electric Institute.
Personnel Designs, Inc. The development and validation of selection procedures for entry-level supervisory positions in the insurance and financial service industries. Atlanta, GA: Life Office Management Association.
Personnel Designs, Inc. The development and validation of selection procedures for technical occupations iii the electric utility industry: Final technical report. Washington, DC: Edison Electric Institute.
Peterson, N. G., & Bownas, D. A. (1982). Skill, task structure, and performance acquisition. In M. D. Dunnette & E. A. Fleishman (Eds.), Human performance and productiznty. Vol. 1: Human capability assessment. Hillsdale, NJ: Erlbaum.
Peterson, N. G., Houston, J. S., & Rosse, R. L. (1979, 1981, 1982). The LOMA job effectiveness prediction system: Reports 1, 2, 3, and 4. Minneapolis, MN: Personnel Decisions Research Institute.
Porter, M. E. (1985). Competitive advantage: Creating and sustaining superior performance New York Free Press.
Powell, G. N. (1984). Effects of job attributes and recruiting practices on applicant decisions: A comparison. Personnel Psychology, volume 37.
Premack, S. L., & Wanous, J. P. (1985). A meta analysis of realistic job preview experiments. Journal of Applied Psychology, issue 70.
Quaglieri, P. L. (1982). A note on variations in recruiting information obtained through differ and sources. Journal of Occupational Psychology, volume 55.
Raju, N. S., Edwards, J. E., & LoVerde, M. A. (1985). Corrected formulas for computing sample sizes under indirect range restriction. Journal of Applied Psychology, volume 70.
Rasmussen, K. G., Jr. (1984). Nonverbal behavior, verbal behavior, resume credentials, and selection interview outcomes. Journal of Applied Psychology, volume 69.
Reid, G. L. (1972). Job search and the effectiveness of job-finding methods. Industrial and labor Relations Review, volume 25.
Reffly, R. R., Brown, B., Blood, M. R., & Malatesta, C. Z. (1981). The effects of realistic previews: A study and discussion of the literature. Personnel Psychology volume 34
Reffly, R. R., Tenopyr, M. L., & Sperling, S. M. (1979). Effects of job previews on job acceptance and survival of telephone operator candidates. Journal of Applied Psychology, volume 64.
Reynolds, L. G (1951). The structure of labor markets. New York: Harper & Row.
Richardson, M. W. (1941). The combination of measures. In P. Horst (Ed.), The prediction of personal adjustment . New York: Social Science Research Council.
Rogers, D. P., & Sincoff, M. Z. (1978). Favorable impression characteristics of the recruitment interviewer. Personnel Psychology, issue 31.
Ronning, R. R., Glover, J. A., Conoley, J. C., & Witt, J. C. (Eds.). (1987). The influence of cognitive psychology on testing. Hillsdale, NJ: Erlbaum.
Rosen,B., & Meride, M. F. (1979). Influence of strong versus weak fair employment practices and applicant’s sex on selection decisions and salary recommendations in a management simulation. Journal of Applied Psychology, volume 64.
Rossi, P. H., & Williams, W. (1972). Evaluating social programs. New York: Seminar.
Rothe, H. F., & Nye,C. T. (1959). Output rates among machine operators. II. Consistency related to methods of pay. Journal of Applied Psychology, volume 43.
Rottenberg, S. (1956). On choice in labor markets. Industrial and labor Relations Review, volume 9.
Rowe, P. M. (1960): Individual differences in assessment decisions; Unpublished doctoral thesis, McGill University.
Rubin, D. B. (1988). Discussion. In H. Wainer & H. 1. Braun (Eds.), Test validity . Hillsdale, NJ: Erlbaum.
Ryan, A. M., & Sackett, P. R. (1987). A survey of individual assessment practices by I/O psychologists. Personnel Psychology, volume 40.
Ryan, A. M., & Sackett, P. R. (1987). A survey of individual assessment practices by industrial! Organizational psychologists. Personnel Psychology, volume 40.
Rynes, S. L., & Boudreau, J. W. (1986). College recruiting in large organizations: Practice, evaluation, and research implications. Personnel Psychology, issue 39.
Rynes, S. L, Heneman, H. G., ifi, & Schwab, D. P. (1980). Individual reactions to organizational recruiting: A review. Personnel Psychology, issue 33.
Rynes, S. L, & Lawler, J. (1983). A policy-capturing investigation of the role of expectancies in decisions to pursue job alternatives. Journal of Applied Psychology, volume 68.
Rynes, S.L., & Miller, H. E. (1983). Recruiter and job influences on candidates for employment. Journal of Applied Psychology, volume 68.
Rynes, S. L., Schwab, D. P., & Heneman, H. G., On. (1983). The role of pay and market pay van ability in job application decisions. Organizational Behavior and Human Performance, volume 31.
Sackett, P. It, Harris, M. M., & Orr, J. M. (1986). On seeking moderator variables iii meta-analysis of correlational data: A Monte Carlo investigation of statistical power and resistance to Type 1 error. Journal of Applied Psychology, volume 71.
Sackett, P. R. (1982). The interviewer as hypo thesis tester: The effects of impressions of an applicant on interviewer questioning strategy. Personnel Psychology, volume 35.
Sackett, P. R, Cornelius, E. T., ifi, & Carron, T. J. (1981). A comparison of global judgment VS. task-oriented approaches to job classification. Personnel Psychology, volume 34.
Sackett, P. R., & Decker, P. J. (1979). Detection of deception in the employment context: A review and critical analysis. Personnel Psychology, volume 32.
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, volume 68.
Sackett, P. R., Zedeck, S., & Fogli, L. (1988). Relations between measures of typical and maximum job performance. Journal of Applied Psychology, vol. 73.
Saunders, D. R. (1956). Moderator variables in prediction. Educational and Psychological Measurement, volume 16.
Schmidt, F. L., Berner, J. G., & Hunter, J. E. (1973). Racial differences in validity of employment tests: Reality or illusion? Journal of Applied Psychology, vol.58.
Schmidt, F. L., Gast-Rosenberg, 1., & Hunter, J. E. (1980). Validity generalization results for computer programmers. Journal of Applied Psychology, 65.
Schmidt, F. L., Greenthal, A. L., Berner,J. G., Hunter, J. E., & Seaton, F. W. (1977). Job sample vs. paper-and-pencil trades and technical tests: Adverse impact and examinee atfitudes. Personnel Psychology, volume 30.
Schmidt, N., & Coyle, B. W. (1976). Applicant decisions in the employment interview. Journal of Applied Psychology, volume 61.
Schmidt, F. L., & Hunter, J. E. ‘1977). Development to a general solution to the problem of validity generalization. Journal of Applied Psychology, vol. 62.
Schmidt, F. L., & Hunter, J. E. (1981). Employment testing: Old theories and new research findings. American Psychologist, vol. 36
SchmidL F. L., Hunter, J. E., & Caplan, J. R. (1981). Validity generalization results for two job groups in the petroleum industry. Journal of Applied Psychology, vol. 66.
Schmidt, F. L, Hunter, J. E., Croll, P. R.,& McKenzie, R. C. (1983). Estimation of employment test validities by expert judgment. Journal of Applied Psychology, volume 68.
Schmidt, F. L., Hunter, J. E., McKenzie, R. C., & Muldrow, T. W. (1979). Impact of valid selection procedures on work force productivity. Journal of Applied Psychology, volume 64.
Schmidt, F. L., Hunter, J. E., & Outerbridge, A. N. (1986). Impact of job experience and ability oit job knowledge, work sample performance, and supervisory ratings of job performance. Journal of Applied Psychology, volume 71.
Schmidt, F. L., Hunter, J. E.,.& Pearlman, K. (1981). Task differences as moderators of aptitude test validity in selection: A red herring. Journal of Applied Psychology, volume 66.
Schmidt, F. L., Hunter, J. E., & Pearhnan, K. (l982). Progress in validity generalization: Comments on Callender and Osburn and further developments. Journal of Applied Psychology (67).
Schmidt, F. L., Hunter, J. E., Pearlman, K., & Shane, G. S. (1979). Further tests of the Schmidt-Hunter Bayesian validity generalization procedure: Personnel Psychology, volume 32
Schmitt, F. L., Hunter, J. E., & Urry, Y. W. (1976). Statistical power in criterion-related validity studies. Journal of Applied Psychology, (61).
Schmidt, N., Gooding, R. Z., Noe, R. A., & Kirsch, M. (1984). Meta-analysis of validity studies published between 1964 and 1982 and the investigation of study characteristics. Personnel Psychology, volume 37.
Schmitt, N., & Ostroff, C. (1986). Operationalizing the "behavioral consistency" approach: Selection test development based on a content oriented strategy. Personnel Psychology, volume 39.
Schneider, B., & Schmitt, N. (1986). Staffing organizations. Glenview, IL: Scott, Foresman.
Schneider, B. (1983). Interactional psychology and organizational behavior. In L. L. Cummings & B. M. Staw (Eds.), Research in organizational behavior, V. Greenwich, CT: JAI Press.
Schneider, B. (1987). The people make the place. Personnel Psychology, volume 40.
Schuler, R. S., & Jackson, 9. E (1987). Linking competitive strategies with human resource management practices. Academy of Management Executive, vol. 1.
Schwab, D. P. (1982). Recruiting and organizational participation. In K. Rowland & G. Ferris (Eds.), Personnel management. Boston: Allyn & Bacon.
Schwab, D. P., Rynes, S. L, & Aldag, R. J. (1987). Theories and research on job search and choice. In K. Rowland & G. Ferris (Eds.), Research in personnel and human resources management (Vol. 5). Greenwich, CF: JA Press.
Scott, W. D. (1915): The scientific selection of salesmen; Advertising and selling, volume 25.
Smith, A. (1976). An inquiry into the nature and causes of the wealth of nations. Dunwoody, GA: Norman S. Berg.
Smith, C. A., Organ, D. W., & Near, J. P. (1983). Organizational citizenship behavior: Its nature and antecedents. Journal of Applied Psychology, 68.
Smith, P.C., Budzeika, K.A., Edwards, N.A. ,Johnson, S. M., & Bearse, L. N. (1986). Guidelines for clean data: Detection of common mistakes. Journal of Applied Psychology, issue 76.
Smith, P.C., & Kendall, L M. (1963). Retranslation of expectations: An approach to the construction of un ambiguous anchors for rating scales. Journal of Applied Psychology, volume 47.
Snow, C. C., & Miles, R. E. (1986). Organizational strategy, design, and human resources management. In S. L. Rynes & G. T. Milkovich (Eds.), Current issues in human resource management: Commentary and readings. Plano, TX: Business Publications.
Snyder, M., & Swann, B. M. (1978). Hypothesis testing processes in social interaction. Journal of Personality and Social Psychology, vol. 36.
Society for Industrial and Organizational Psychology. (1987). Principles for the validation and use of personnel selection procedures . College Park, MD: Author.
Soelberg, P. 0. (1967). Unprogrammed decision making. Industrial Management Review, vol. 8.
Spence, J. T., Helmreich, R. L., & Pred, R. S. (1987). Impatience versus achievement strivings iii the Type A pattern: Differential effects on students’ health and academic achievement. Journal of Applied Psychology, vol. 72.
Spence, M. (1973). Job market signaling. Quarterly Journal of Economics, volume 87.
Stone, E. F. (1988). Moderator variables in research: A review and analysis of conceptual and methodological issues. In K. M. Roland & G. R. Ferris (Eds.), Research in personnel and human resources management (Vol. 6). Greenwich, CT: JAI Press.
Stoops, R. (1984). Reader survey supports market approach to recruitment. Personnel Journal, 63
Stuning,E. L., &Guttentag,M. (Eds.). (1975). Handbook of evaluation research (Vols. 1 & 2). Beverly Hills, CA: Sage.
Sussman, M., & Robertson, D. U. (1986). The validity of validity: An analysis of validation study designs. Journal of Applied Psychology (71).
Sutton, R. 1., & Louis,M. R. (1987). How selecting and socializing newcomers influences insiders. Human Resource Management, 26.
Swaroff, P. G., Barclay, L A., & Bass, A. R. (1985). Recruiting sources: Another look. Journal of Applied Psychology, 70.
Tannen, M. B. (1987). Is the Army college fund meeting its objectives? Industrial and Labor Relations Review, 41.
Taylor, M. S., & Bergmann, T. J. (1987). Organizational recruitment activities and applicants’ reactions at different stages of the recruitment process. Personnel Psychology, volume 40.
Taylor, M. S., & Schmidt, D. W. (1983). A process oriented investigation of recruitment source effectiveness. Personnel Psychology – 36.
Tenopyr, M. (1981). The realities of employment testing. American Psychologist, volume 36.
Tenopyr, M. L., & Oeltjen, P. D. (1982). Personnel selection and classification. Annual Review of Psychology, volume 33.
Thomas, M. & H. Brull (1993): Tests improve hiring decisions at Franciscan. Personnel Journal.
Thorndike, R. L. (1949). Personnel selection: Test and measurement techniques. New York: Wiley.
Thorndike, R. L. (1971). Concepts of culture fairness. Journal of Educational Measurement, volume 8.
Thurow, L (1975). Generating inequality. New York: Basic Books.
Thurstone, L. L. (1928). Attitudes can be measured. American Journal of Sociology, volume 33.
Tiffin, J. (1942). Industrial psychology. Englewood Cliffs, NJ: Prentice-Hall
Tiffin, J. & E. J. McCormick (1965): Industrial psychology; Englewood Cliffs; New Jersey: Prentice-Hall.
Tversky, A.& Kahneman, D. (1974).Jud uncertainty: Heuristics and biases. Science, volume 185.
Tyler, L. E. (1986). Back to Spearman? Journal of Vocational Behavior, volume 29.
Uhrbrock, R. S. (1950). Standardization of 724 rating scale statements. Personnel Psychology , volume 3.
Uhrbrock R. S. (1961). 2000 scaled items. Personnel Psychology, volume 14.
Ullman, J. C. (1966). Employee referrals: Prime tool for recruiting workers. Personnel, volume 43.
Ullman, J. C., & Gutteridge, T. G. (1973). The job search Journal of College Placement, volume 33.
U. S. Department of Labor (1970). Manual for the U. S. E. 5. General Aptitude Test Battery. Section III: Development. Washington, DC: Manpower Administration, U. S. Department of Labor.
Vidno, F. L., &Bass, B. M. (1978). Lifespace variables and managerial success. Journal of Applied Psychology, issue 63.
Vroom,V. H. (1964). Work and motivation. New York: Wiley.
Wallace, S. R. (1965). Criteria for what? American Psychologist, issue 20.
Wanous,J. P. (1973). Effects of a realistic job preview on job acceptance, job attitudes, and job survival. Journal of Applied Psychology, issue 58.
Wanous, J. P. (1977). Organizational entry: New comers moving from outside to inside. Psychological Bulletin, issue 84.
Wanous, J. P. (1978). Realistic job previews: Can a procedure to reduce turnover also influence the relationship between a business and performance? Personnel Psychology, volume 31.
Wanous, J. P. (1980). Organizational entry: Recruitment, selection, and socialization of newcomers. Reading, MA: Addison-Wesley.
Wanous, J. P., & Colella, A. (1988). Organizational entry research: Current status and future directions (Working paper series 88-57). Columbus: Ohio State University, College of Business.
Wanous, J. P., & Premack, 5. L. (1986). The effects of met expectations (Working paper series 87-67). Columbus: Ohio State University, College of Business.
Weiss, A. (1980). Job queues and layoffs in labor markets with flexible wages. Journal of Political Economy, volume 88.
Wells, D. G., & Fruchter, B. (1970). Correcting the correlation coefficient for explicit restriction on both variables. Educational and Psychological Measurement, volume 30.
Wolfe, J. H., Alderton, D. L., Cory, C. H., & Larson, G. E. (1987). Reliability and validity of new computerized ability tests. In H. G. Baker & G. J. Laabs (Eds.), Proceedings of the Department of Defense/Educational Testing Service Conference on Job Performance Measurement Technologies . Washington, DC: Office of the Assistant Secretary of Defense (Force Management and Personnel).
Wyse, R E. (1972). Attitudes of selected black and white college business administration seniors toward recruiters and the recruitment process. (Doctoral dissertation, Ohio State University, 1972). Dissertation Abstracts International, volume 33.
Yerkes, R. R. (Ed.). (1921). Memoirs of the National Academy of Sciences, Vol. XV: Psychological examining in the United States Army. Washington, DC: Government Printing Office.
Yonge, K. A. (1956): "The value of the interview: an orientation and a pilot study". Journal of Applied Psychology, volume 49.
Zaharia, E. S., & Baumeister, A. A. (1981). Job preview effects during the critical initial employment period. Journal of Applied Psychology, volume 66.
Zedeck, S., Tziner, A., & Middlestadt, S. E. (1983). Interviewer validity and reliability: An individual analysis approach. Personnel Psychology, volume 36.
Agradeceremos contribuciones a esta lista que enriquezcan el producto. Muchas gracias.
Eric Gaynor Butterfield (RODP) –
Presidente
The Organization Development Institute International, Latin America
Board member of The Organization Development Institute – Worldwide