Creating organizational designs that maximize performance is a key goal for many executives. We sought to uncover ways that a giant organization – the United States Department of Defense (DoD) – could improve its performance via organazational design changes. Based on input from 80...

Early meta‐analyses in management research sought primarily to resolve seemingly conflicting findings by estimating a relationship’s population‐level effect size. Since then, management researchers have adopted increasingly sophisticated approaches that permit new theorizing, testing and...

In their recent article, Tett, Hundley, and Christiansen (in press) stated in multiple places (e.g., pp. 7-9) that if there are good reasons to expect moderating effect(s) the application of an overall validity generalization (VG) analysis (meta-analysis) is “moot,” “irrelevant,”...

Correcting validity estimates for selection procedures for range restriction typically involves comparing variance in predictor scores between all job applicants and applicants who were selected. However, some research on criterion-related and differential validity of cognitive ability tests has...

The concept of differential validity suggests that cognitive ability tests are associated with varying levels of validity across ethnic groups, such that validity is lower in certain ethnic subgroups than in others. A recent meta-analysis has revived the viability of this concept. Unfortunately,...

Simulations and analyses based on meta-analytic matrices are fairly common in human resource management and organizational behavior research, particularly in staffing research. Unfortunately, the meta-analytic values estimates for validity and group differences (i.e., ρ and δ, respectively)...

Although there has been empirical attention paid to the criterion-related validity of predictor composites, there has been much less attention paid to the standardized ethnic group differences associated with these composites. One important area of inquiry in predictor composite research is the...

Applied psychologists have long been interested in the relationship between applicant personality and employment interview ratings. Analysis of data from two studies, one using a situational interview and one using a behavioral interview, suggests that the correlations of structured interview...

The method of selecting among job applicants using statistically based banding has been proposed over the last 10 years as a way to increase workforce diversity. The method continues to be reviewed by academics and considered by practitioners. Although the goal of increasing workforce diversity...

The primary purpose of this investigation was to test two key characteristics hypothesized to influence the validity of situational (SI) and behavior description (BDI) structured interviews. A meta-analysis of 54 studies with a total sample size of 5536 suggested that job complexity influences...