Alternative Validation Strategies: Developing New and Leveraging Existing Validity Evidence
February 2012, Pfeiffer
Preface (S. Morton McPhail).
1 Development of Validation Evidence (S. Morton McPhail).
Part 1: Applying Existing Validity Evidence.
2 Transportation of Validation Results (Wade M. Gibson and Julie A. Caplinger).
3 Job Component Validity: Background, Current Research, and Applications (Calvin C. Hoffman, Boris Rashkovsky, and Erika D’Egidio).
4 Synthetic Validity: A Technique of Use (Finally) (Jeff W. Johnson).
5 Validity Generalization as a Test Validation Approach (Michael A. McDaniel).
6 Generalizing Personality-Based Validity Evidence (Joyce Hogan, Scott Davies, and Robert Hogan).
Part 2: Developing New Evidence for Validity.
7 Consortium Studies (Nancy T. Tippins and William H. Macey).
8 Application of Content Validation Methods to Broader Constructs (Damian J. Stelly and Harold W. Goldstein).
9 Practical Construct Validation for Personnel Selection (Timothy E. Landon and Richard D. Arvey).
Part 3: Implementation.
10 Implementation Based on Alternate Validation Procedures: Ranking, Cut Scores, Banding, and Compensatory Models (Lorin Mueller, Dwayne Norris, and Scott Oppler).
Part 4: Where Do We Go from Here?
11 The Validation of Personnel Decisions in the Twenty-First Century: Back to the Future (Frank J. Landy).
The Professional Practice Series is sponsored by The Society for Industrial and Organizational Psychology, Inc. (SIOP). The series was launched in 1988 to provide industrial and organizational psychologists, organizational scientists and practitioners, human resources professionals, managers, executives, and those interested in organizational behavior and performance with volumes that are insightful, current, informative, and relevant to organizational practice.
—George Thornton, professor, Department of Psychology, Colorado State University
"This work offers a comprehensive survey of current thought on
alternative methods of validation. It provides insight into the
relative strengths of various methods and gives hope to those of us
who argue that criterion-related methods should not be preferred
over other methods simply because they appear to be more
scientific. Throughout, the authors remind us that whatever the
methodology, the goal remains the same: selection procedures that
help employers identify the best employees for the job and that
their attorneys can defend against legal challenge. Every attorney
practicing in this area should add this work to the reference
—Patrick J. Rocks, general counsel, Chicago Public Schools
"While the Uniform Guidelines provide the 'rules' for the
validation of selection procedures, this compilation of techniques
offers both researchers and practitioners timely, practical, and
defensible approaches for getting it done."
—John Leonard, manager, organizational development, Valero Energy Corporation