Practical Issues in the Use of Personality Tests in Police Selection

Public Personnel Management

Volumn 32, Issue 4, 2003, Pages 497-517

  Barrett, Gerald V ^a   Miguel, Rosanna F ^a   Hurd, Jennifer M ^b   Lueke, Sarah B ^a   Tan, James A ^c  

^a Barrett and Associates   (United States)

^b Aon Consulting   (United States)

^c UNIVERSITY OF WISCONSIN STOUT   (United States)

Author keywords

[No Author keywords available]

Indexed keywords

EID: 0348226396     PISSN: 00910260     EISSN: None     Source Type: Journal    
DOI: 10.1177/009102600303200403     Document Type: Article

References (104)

1. Barrick, M. R., & Mount, M. K. (in press). Impact of meta-analysis methods on understanding personality-performance relationships. In K. R. Murphy (Ed.), Validity generalization: A critical review; Barrick, M. R., Mount, M. K., & Judge, T. A. (2001). Personality and performance at the beginning of the new millennium: What do we know and where do we go next? International Journal of Selection and Assessment, 9, 9-29; Hough, L. M. (1992). The Big Five personality variables - construct confusion: Description versus prediction. Human Performance, 5, 139-155; Hurtz, G. M., & Donovan, J. J. (2000). Personality and job performance: The big five revisited. Journal of Applied Psychology, 85, 869-879; Salgado, J. F. (1997). The five factor model of personality and job performance in the European community. Journal of Applied Psychology, 82, 30-43; Tett, R. P., Jackson, D. N., & Rothstein, M. (1991). Personality measures as predictors of job performance: A meta-analytic review. Personnel Psychology, 44, 703-742; Tett, R. P., Jackson, D. N., & Rothstein, M., & Reddon, J.R. (1994). Meta-analysis of personality-job performance relations: A reply to Ones, Mount, Barrick, and Hunter (1994). Personnel Psychology, 47, 157-172.
2. Barrick, M. R., & Mount, M. K. (in press). Impact of meta-analysis methods on understanding personality-performance relationships. In K. R. Murphy (Ed.), Validity generalization: A critical review; Barrick, M. R., Mount, M. K., & Judge, T. A. (2001). Personality and performance at the beginning of the new millennium: What do we know and where do we go next? International Journal of Selection and Assessment, 9, 9-29; Hough, L. M. (1992). The Big Five personality variables - construct confusion: Description versus prediction. Human Performance, 5, 139-155; Hurtz, G. M., & Donovan, J. J. (2000). Personality and job performance: The big five revisited. Journal of Applied Psychology, 85, 869-879; Salgado, J. F. (1997). The five factor model of personality and job performance in the European community. Journal of Applied Psychology, 82, 30-43; Tett, R. P., Jackson, D. N., & Rothstein, M. (1991). Personality measures as predictors of job performance: A meta-analytic review. Personnel Psychology, 44, 703-742; Tett, R. P., Jackson, D. N., & Rothstein, M., & Reddon, J.R. (1994). Meta-analysis of personality-job performance relations: A reply to Ones, Mount, Barrick, and Hunter (1994). Personnel Psychology, 47, 157-172.
3. Barrick, M. R., & Mount, M. K. (in press). Impact of meta-analysis methods on understanding personality-performance relationships. In K. R. Murphy (Ed.), Validity generalization: A critical review; Barrick, M. R., Mount, M. K., & Judge, T. A. (2001). Personality and performance at the beginning of the new millennium: What do we know and where do we go next? International Journal of Selection and Assessment, 9, 9-29; Hough, L. M. (1992). The Big Five personality variables - construct confusion: Description versus prediction. Human Performance, 5, 139-155; Hurtz, G. M., & Donovan, J. J. (2000). Personality and job performance: The big five revisited. Journal of Applied Psychology, 85, 869-879; Salgado, J. F. (1997). The five factor model of personality and job performance in the European community. Journal of Applied Psychology, 82, 30-43; Tett, R. P., Jackson, D. N., & Rothstein, M. (1991). Personality measures as predictors of job performance: A meta-analytic review. Personnel Psychology, 44, 703-742; Tett, R. P., Jackson, D. N., & Rothstein, M., & Reddon, J.R. (1994). Meta-analysis of personality-job performance relations: A reply to Ones, Mount, Barrick, and Hunter (1994). Personnel Psychology, 47, 157-172.
4. Barrick, M. R., & Mount, M. K. (in press). Impact of meta-analysis methods on understanding personality-performance relationships. In K. R. Murphy (Ed.), Validity generalization: A critical review; Barrick, M. R., Mount, M. K., & Judge, T. A. (2001). Personality and performance at the beginning of the new millennium: What do we know and where do we go next? International Journal of Selection and Assessment, 9, 9-29; Hough, L. M. (1992). The Big Five personality variables - construct confusion: Description versus prediction. Human Performance, 5, 139-155; Hurtz, G. M., & Donovan, J. J. (2000). Personality and job performance: The big five revisited. Journal of Applied Psychology, 85, 869-879; Salgado, J. F. (1997). The five factor model of personality and job performance in the European community. Journal of Applied Psychology, 82, 30-43; Tett, R. P., Jackson, D. N., & Rothstein, M. (1991). Personality measures as predictors of job performance: A meta-analytic review. Personnel Psychology, 44, 703-742; Tett, R. P., Jackson, D. N., & Rothstein, M., & Reddon, J.R. (1994). Meta-analysis of personality-job performance relations: A reply to Ones, Mount, Barrick, and Hunter (1994). Personnel Psychology, 47, 157-172.
5. Barrick, M. R., & Mount, M. K. (in press). Impact of meta-analysis methods on understanding personality-performance relationships. In K. R. Murphy (Ed.), Validity generalization: A critical review; Barrick, M. R., Mount, M. K., & Judge, T. A. (2001). Personality and performance at the beginning of the new millennium: What do we know and where do we go next? International Journal of Selection and Assessment, 9, 9-29; Hough, L. M. (1992). The Big Five personality variables - construct confusion: Description versus prediction. Human Performance, 5, 139-155; Hurtz, G. M., & Donovan, J. J. (2000). Personality and job performance: The big five revisited. Journal of Applied Psychology, 85, 869-879; Salgado, J. F. (1997). The five factor model of personality and job performance in the European community. Journal of Applied Psychology, 82, 30-43; Tett, R. P., Jackson, D. N., & Rothstein, M. (1991). Personality measures as predictors of job performance: A meta-analytic review. Personnel Psychology, 44, 703-742; Tett, R. P., Jackson, D. N., & Rothstein, M., & Reddon, J.R. (1994). Meta-analysis of personality-job performance relations: A reply to Ones, Mount, Barrick, and Hunter (1994). Personnel Psychology, 47, 157-172.
6. Barrick, M. R., & Mount, M. K. (in press). Impact of meta-analysis methods on understanding personality-performance relationships. In K. R. Murphy (Ed.), Validity generalization: A critical review; Barrick, M. R., Mount, M. K., & Judge, T. A. (2001). Personality and performance at the beginning of the new millennium: What do we know and where do we go next? International Journal of Selection and Assessment, 9, 9-29; Hough, L. M. (1992). The Big Five personality variables - construct confusion: Description versus prediction. Human Performance, 5, 139-155; Hurtz, G. M., & Donovan, J. J. (2000). Personality and job performance: The big five revisited. Journal of Applied Psychology, 85, 869-879; Salgado, J. F. (1997). The five factor model of personality and job performance in the European community. Journal of Applied Psychology, 82, 30-43; Tett, R. P., Jackson, D. N., & Rothstein, M. (1991). Personality measures as predictors of job performance: A meta-analytic review. Personnel Psychology, 44, 703-742; Tett, R. P., Jackson, D. N., & Rothstein, M., & Reddon, J.R. (1994). Meta-analysis of personality-job performance relations: A reply to Ones, Mount, Barrick, and Hunter (1994). Personnel Psychology, 47, 157-172.
7. Barrick, M. R., & Mount, M. K. (in press). Impact of meta-analysis methods on understanding personality-performance relationships. In K. R. Murphy (Ed.), Validity generalization: A critical review; Barrick, M. R., Mount, M. K., & Judge, T. A. (2001). Personality and performance at the beginning of the new millennium: What do we know and where do we go next? International Journal of Selection and Assessment, 9, 9-29; Hough, L. M. (1992). The Big Five personality variables - construct confusion: Description versus prediction. Human Performance, 5, 139-155; Hurtz, G. M., & Donovan, J. J. (2000). Personality and job performance: The big five revisited. Journal of Applied Psychology, 85, 869-879; Salgado, J. F. (1997). The five factor model of personality and job performance in the European community. Journal of Applied Psychology, 82, 30-43; Tett, R. P., Jackson, D. N., & Rothstein, M. (1991). Personality measures as predictors of job performance: A meta-analytic review. Personnel Psychology, 44, 703-742; Tett, R. P., Jackson, D. N., & Rothstein, M., & Reddon, J.R. (1994). Meta-analysis of personality-job performance relations: A reply to Ones, Mount, Barrick, and Hunter (1994). Personnel Psychology, 47, 157-172.
8. Salgado, J. F. (1997). The five factor model of personality and job performance in the European community. Journal of Applied Psychology, 82, 30-43.
9. Barrick, M. R., & Mount, M. K. (1991). The big five dimensions and job performance: A meta-analysis. Personnel Psychology, 44, 1-26; Hurtz, G. M., & Donovan, J. J. (2000). Personality and job performance: The big five revisited. Journal of Applied Psychology, 85, 869-879; Mount, M. K., & Barrick, M. R. (1995). The big five personality dimensions: Implications for research and practice in human resources management. Research in Personnel and Human Resources Management, 13, 153-200; Schmidt, F. L., & Hunter, J. E. (1998). The validity and utility of selection methods in Personnel Psychology: Practical and theoretical implications of 85 years of research findings. Psychological Bulletin, 124, 262-274; Tett, R. P., Jackson, D. N., & Rothstein, M., & Reddon, J.R. (1994). Meta-analysis of personality-job performance relations: A reply to Ones, Mount, Barrick, and Hunter (1994). Personnel Psychology, 47, 157-172.
10. Barrick, M. R., & Mount, M. K. (1991). The big five dimensions and job performance: A meta-analysis. Personnel Psychology, 44, 1-26; Hurtz, G. M., & Donovan, J. J. (2000). Personality and job performance: The big five revisited. Journal of Applied Psychology, 85, 869-879; Mount, M. K., & Barrick, M. R. (1995). The big five personality dimensions: Implications for research and practice in human resources management. Research in Personnel and Human Resources Management, 13, 153-200; Schmidt, F. L., & Hunter, J. E. (1998). The validity and utility of selection methods in Personnel Psychology: Practical and theoretical implications of 85 years of research findings. Psychological Bulletin, 124, 262-274; Tett, R. P., Jackson, D. N., & Rothstein, M., & Reddon, J.R. (1994). Meta-analysis of personality-job performance relations: A reply to Ones, Mount, Barrick, and Hunter (1994). Personnel Psychology, 47, 157-172.
11. Barrick, M. R., & Mount, M. K. (1991). The big five dimensions and job performance: A meta-analysis. Personnel Psychology, 44, 1-26; Hurtz, G. M., & Donovan, J. J. (2000). Personality and job performance: The big five revisited. Journal of Applied Psychology, 85, 869-879; Mount, M. K., & Barrick, M. R. (1995). The big five personality dimensions: Implications for research and practice in human resources management. Research in Personnel and Human Resources Management, 13, 153-200; Schmidt, F. L., & Hunter, J. E. (1998). The validity and utility of selection methods in Personnel Psychology: Practical and theoretical implications of 85 years of research findings. Psychological Bulletin, 124, 262-274; Tett, R. P., Jackson, D. N., & Rothstein, M., & Reddon, J.R. (1994). Meta-analysis of personality-job performance relations: A reply to Ones, Mount, Barrick, and Hunter (1994). Personnel Psychology, 47, 157-172.
12. Barrick, M. R., & Mount, M. K. (1991). The big five dimensions and job performance: A meta-analysis. Personnel Psychology, 44, 1-26; Hurtz, G. M., & Donovan, J. J. (2000). Personality and job performance: The big five revisited. Journal of Applied Psychology, 85, 869-879; Mount, M. K., & Barrick, M. R. (1995). The big five personality dimensions: Implications for research and practice in human resources management. Research in Personnel and Human Resources Management, 13, 153-200; Schmidt, F. L., & Hunter, J. E. (1998). The validity and utility of selection methods in Personnel Psychology: Practical and theoretical implications of 85 years of research findings. Psychological Bulletin, 124, 262-274; Tett, R. P., Jackson, D. N., & Rothstein, M., & Reddon, J.R. (1994). Meta-analysis of personality-job performance relations: A reply to Ones, Mount, Barrick, and Hunter (1994). Personnel Psychology, 47, 157-172.
13. Barrick, M. R., & Mount, M. K. (1991). The big five dimensions and job performance: A meta-analysis. Personnel Psychology, 44, 1-26; Hurtz, G. M., & Donovan, J. J. (2000). Personality and job performance: The big five revisited. Journal of Applied Psychology, 85, 869-879; Mount, M. K., & Barrick, M. R. (1995). The big five personality dimensions: Implications for research and practice in human resources management. Research in Personnel and Human Resources Management, 13, 153-200; Schmidt, F. L., & Hunter, J. E. (1998). The validity and utility of selection methods in Personnel Psychology: Practical and theoretical implications of 85 years of research findings. Psychological Bulletin, 124, 262-274; Tett, R. P., Jackson, D. N., & Rothstein, M., & Reddon, J.R. (1994). Meta-analysis of personality-job performance relations: A reply to Ones, Mount, Barrick, and Hunter (1994). Personnel Psychology, 47, 157-172.
14. Bobko, P., & Stone-Romero, E. F. (1998). Meta-analysis may be another useful research tool, but it is not a panacea. Research in Personnel and Human Resources Management, 16, 359-397; Gillespie, M. A., Oswald, F. L., & Converse, P. D. (2002, April). On using meta-analysis to make judgments about validity generalization. In S. Morris (Chair), Rethinking artifact corrections in meta-analysis: Innovations and extensions. Symposium conducted at the 17th annual conference of the Society for Industrial and Organizational Psychology, Toronto, Ontario, Canada; Hunter, J. E., & Schmidt, F. L. (2000). Fixed effects vs. random effects in meta-analysis models: Implications for cumulative research knowledge. International Journal of Selection and Assessment, 8, 275- 292; Murphy, K. R. (2000). Impact of assessments of validity generalization and situational specificity on the science and practice of personnel selection. International Journal of Selection and Assessment, 8, 194-206.
15. Bobko, P., & Stone-Romero, E. F. (1998). Meta-analysis may be another useful research tool, but it is not a panacea. Research in Personnel and Human Resources Management, 16, 359-397; Gillespie, M. A., Oswald, F. L., & Converse, P. D. (2002, April). On using meta-analysis to make judgments about validity generalization. In S. Morris (Chair), Rethinking artifact corrections in meta-analysis: Innovations and extensions. Symposium conducted at the 17th annual conference of the Society for Industrial and Organizational Psychology, Toronto, Ontario, Canada; Hunter, J. E., & Schmidt, F. L. (2000). Fixed effects vs. random effects in meta-analysis models: Implications for cumulative research knowledge. International Journal of Selection and Assessment, 8, 275- 292; Murphy, K. R. (2000). Impact of assessments of validity generalization and situational specificity on the science and practice of personnel selection. International Journal of Selection and Assessment, 8, 194-206.
16. Bobko, P., & Stone-Romero, E. F. (1998). Meta-analysis may be another useful research tool, but it is not a panacea. Research in Personnel and Human Resources Management, 16, 359-397; Gillespie, M. A., Oswald, F. L., & Converse, P. D. (2002, April). On using meta-analysis to make judgments about validity generalization. In S. Morris (Chair), Rethinking artifact corrections in meta-analysis: Innovations and extensions. Symposium conducted at the 17th annual conference of the Society for Industrial and Organizational Psychology, Toronto, Ontario, Canada; Hunter, J. E., & Schmidt, F. L. (2000). Fixed effects vs. random effects in meta-analysis models: Implications for cumulative research knowledge. International Journal of Selection and Assessment, 8, 275- 292; Murphy, K. R. (2000). Impact of assessments of validity generalization and situational specificity on the science and practice of personnel selection. International Journal of Selection and Assessment, 8, 194-206.
17. Bobko, P., & Stone-Romero, E. F. (1998). Meta-analysis may be another useful research tool, but it is not a panacea. Research in Personnel and Human Resources Management, 16, 359-397; Gillespie, M. A., Oswald, F. L., & Converse, P. D. (2002, April). On using meta-analysis to make judgments about validity generalization. In S. Morris (Chair), Rethinking artifact corrections in meta-analysis: Innovations and extensions. Symposium conducted at the 17th annual conference of the Society for Industrial and Organizational Psychology, Toronto, Ontario, Canada; Hunter, J. E., & Schmidt, F. L. (2000). Fixed effects vs. random effects in meta-analysis models: Implications for cumulative research knowledge. International Journal of Selection and Assessment, 8, 275- 292; Murphy, K. R. (2000). Impact of assessments of validity generalization and situational specificity on the science and practice of personnel selection. International Journal of Selection and Assessment, 8, 194-206.
18. Engels, E. A., Schmid, C. H., Terrin, N., Olkin, I., & Lau, J. (2000). Heterogeneity and statistical significance in meta-analysis: An empirical study of 125 meta-analyses. Statistics in Medicine, 19, 1707-1728; Lee, P. N. (1999). Simple methods for checking for possible errors in reported odds ratios, relative risks, and confidence intervals. Statistics in Medicine, 18, 1973-1981; Tritchler, D. (1999). Modeling study quality in meta-analysis. Statistics in Medicine, 18, 2135-2145.
19. Engels, E. A., Schmid, C. H., Terrin, N., Olkin, I., & Lau, J. (2000). Heterogeneity and statistical significance in meta-analysis: An empirical study of 125 meta-analyses. Statistics in Medicine, 19, 1707-1728; Lee, P. N. (1999). Simple methods for checking for possible errors in reported odds ratios, relative risks, and confidence intervals. Statistics in Medicine, 18, 1973-1981; Tritchler, D. (1999). Modeling study quality in meta-analysis. Statistics in Medicine, 18, 2135-2145.
20. Engels, E. A., Schmid, C. H., Terrin, N., Olkin, I., & Lau, J. (2000). Heterogeneity and statistical significance in meta-analysis: An empirical study of 125 meta-analyses. Statistics in Medicine, 19, 1707-1728; Lee, P. N. (1999). Simple methods for checking for possible errors in reported odds ratios, relative risks, and confidence intervals. Statistics in Medicine, 18, 1973-1981; Tritchler, D. (1999). Modeling study quality in meta-analysis. Statistics in Medicine, 18, 2135-2145.
21. Hayden v. County of Nassau, 180 F. 3d 42 (2nd Cir. 1999); United States v. City of Garland, No. 3-98-CV-0307-L (N.D. Tex. 2000), filed but not decided.
22. Hayden v. County of Nassau, 180 F. 3d 42 (2nd Cir. 1999); United States v. City of Garland, No. 3-98-CV-0307-L (N.D. Tex. 2000), filed but not decided.
23. Hurtz, G. M., & Donovan, J. J. (2000). Personality and job performance: The big five revisited. Journal of Applied Psychology, 85, 869-879.
24. Arnold v. Ballard, 390 F. Supp. 72.3 (N.D. Ohio, 1975).
25. For example, Barnhill v. City of Chicago, 142 F. Supp. 2d 948 (N.D. Ill. 2001); Bew v. City of Chicago, 252 F. 3d 891 (7th Cir. 2001); Bryant v. City of Chicago, 200 F. 3d 1092 (7th Cir. 2000); Hayden v. County of Nassau, 180 F. 3d 42 (2nd Cir. 1999); United States v. City of Torrance, Nos. 98-56503, 98-56906, 2000 U.S. App. LEXIS 10971 (9th Cir. 2000).
26. For example, Barnhill v. City of Chicago, 142 F. Supp. 2d 948 (N.D. Ill. 2001); Bew v. City of Chicago, 252 F. 3d 891 (7th Cir. 2001); Bryant v. City of Chicago, 200 F. 3d 1092 (7th Cir. 2000); Hayden v. County of Nassau, 180 F. 3d 42 (2nd Cir. 1999); United States v. City of Torrance, Nos. 98-56503, 98-56906, 2000 U.S. App. LEXIS 10971 (9th Cir. 2000).
27. For example, Barnhill v. City of Chicago, 142 F. Supp. 2d 948 (N.D. Ill. 2001); Bew v. City of Chicago, 252 F. 3d 891 (7th Cir. 2001); Bryant v. City of Chicago, 200 F. 3d 1092 (7th Cir. 2000); Hayden v. County of Nassau, 180 F. 3d 42 (2nd Cir. 1999); United States v. City of Torrance, Nos. 98-56503, 98-56906, 2000 U.S. App. LEXIS 10971 (9th Cir. 2000).
28. For example, Barnhill v. City of Chicago, 142 F. Supp. 2d 948 (N.D. Ill. 2001); Bew v. City of Chicago, 252 F. 3d 891 (7th Cir. 2001); Bryant v. City of Chicago, 200 F. 3d 1092 (7th Cir. 2000); Hayden v. County of Nassau, 180 F. 3d 42 (2nd Cir. 1999); United States v. City of Torrance, Nos. 98-56503, 98-56906, 2000 U.S. App. LEXIS 10971 (9th Cir. 2000).
29. For example, Barnhill v. City of Chicago, 142 F. Supp. 2d 948 (N.D. Ill. 2001); Bew v. City of Chicago, 252 F. 3d 891 (7th Cir. 2001); Bryant v. City of Chicago, 200 F. 3d 1092 (7th Cir. 2000); Hayden v. County of Nassau, 180 F. 3d 42 (2nd Cir. 1999); United States v. City of Torrance, Nos. 98-56503, 98-56906, 2000 U.S. App. LEXIS 10971 (9th Cir. 2000).
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31. Aamodt, M. G. (1998). The use of personality tests in the selection of law enforcement personnel. Unpublished manuscript, Radford University, Radford, VA; Horstman, P. L. (1977). Assessing the California Psychological Inventory (CPI) for predicting police performance (Doctoral Dissertation, University of Oklahoma, Norman, OK, 1976), Dissertation Abstracts International, 37, 6387.
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34. Hattrup, K., Rock, J., & Scalia, C. (1997). The effects of varying conceptualizations of job performance on adverse impact, minority hiring, and predicted performance. Journal of Applied Psychology, 82, 656-664; Kriska, S. D. (2001, April). The validity-adverse impact trade-off: Real data and mathematical model estimates. In J. P. Wiesen, (Chair), Reducing adverse impact while maintaining validity: The public sector experience. Symposium conducted at the 16th annual conference of the Society for Industrial and Organizational Psychology, San Diego, CA; Sackett, P. R., & Roth, L. (1996). Multi-stage selection strategies: A monte carlo investigation of effects on performance and minority hiring. Personnel Psychology, 49, 549-572; Schmitt, N., Rogers, W., Chan, D., Sheppard, L., & Jennings, D. (1997). Adverse impact and predictive efficiency of various predictor combinations. Journal of Applied Psychology, 82, 719-730.
35. Hattrup, K., Rock, J., & Scalia, C. (1997). The effects of varying conceptualizations of job performance on adverse impact, minority hiring, and predicted performance. Journal of Applied Psychology, 82, 656-664; Kriska, S. D. (2001, April). The validity-adverse impact trade-off: Real data and mathematical model estimates. In J. P. Wiesen, (Chair), Reducing adverse impact while maintaining validity: The public sector experience. Symposium conducted at the 16th annual conference of the Society for Industrial and Organizational Psychology, San Diego, CA; Sackett, P. R., & Roth, L. (1996). Multi-stage selection strategies: A monte carlo investigation of effects on performance and minority hiring. Personnel Psychology, 49, 549-572; Schmitt, N., Rogers, W., Chan, D., Sheppard, L., & Jennings, D. (1997). Adverse impact and predictive efficiency of various predictor combinations. Journal of Applied Psychology, 82, 719-730.
36. Hattrup, K., Rock, J., & Scalia, C. (1997). The effects of varying conceptualizations of job performance on adverse impact, minority hiring, and predicted performance. Journal of Applied Psychology, 82, 656-664; Kriska, S. D. (2001, April). The validity-adverse impact trade-off: Real data and mathematical model estimates. In J. P. Wiesen, (Chair), Reducing adverse impact while maintaining validity: The public sector experience. Symposium conducted at the 16th annual conference of the Society for Industrial and Organizational Psychology, San Diego, CA; Sackett, P. R., & Roth, L. (1996). Multi-stage selection strategies: A monte carlo investigation of effects on performance and minority hiring. Personnel Psychology, 49, 549-572; Schmitt, N., Rogers, W., Chan, D., Sheppard, L., & Jennings, D. (1997). Adverse impact and predictive efficiency of various predictor combinations. Journal of Applied Psychology, 82, 719-730.
37. Ash, P., Slora, K. B., & Britton, C. F. (1990). Police agency officer selection practices. Journal of Police Science and Administration, 17, 258-269 Cochrane, R. E. (1999). Psychological testing and the selection of police officers: A national survey. Unpublished doctoral dissertation, Wright State University, Dayton, OH; Murphy, J. J. (1972). Current practices in the use of psychological testing by police agencies. Journal of Criminal Law, Criminology, and Police Science, 63, 570-576.
38. Ash, P., Slora, K. B., & Britton, C. F. (1990). Police agency officer selection practices. Journal of Police Science and Administration, 17, 258-269 Cochrane, R. E. (1999). Psychological testing and the selection of police officers: A national survey. Unpublished doctoral dissertation, Wright State University, Dayton, OH; Murphy, J. J. (1972). Current practices in the use of psychological testing by police agencies. Journal of Criminal Law, Criminology, and Police Science, 63, 570-576.
39. Ash, P., Slora, K. B., & Britton, C. F. (1990). Police agency officer selection practices. Journal of Police Science and Administration, 17, 258-269 Cochrane, R. E. (1999). Psychological testing and the selection of police officers: A national survey. Unpublished doctoral dissertation, Wright State University, Dayton, OH; Murphy, J. J. (1972). Current practices in the use of psychological testing by police agencies. Journal of Criminal Law, Criminology, and Police Science, 63, 570-576.
40. Cochrane, R. E. (1999). Psychological testing and the selection of police officers: A national survey. Unpublished doctoral dissertation, Wright State University, Dayton, OH.
41. Barrick, M. R., & Mount, M. K. (1991). The big five dimensions and job performance: A meta-analysis. Personnel Psychology, 44, 1-26; Mount, M. K., & Barrick, M. R. (1995). The big five personality dimensions: Implications for research and practice in human resources management. Research in Personnel and Human Resources Management, 13, 153-200; Salgado, J. F. (1997). The five factor model of personality and job performance in the European community. Journal of Applied Psychology, 82, 30-43; Tett, R. P., Jackson, D. N., & Rothstein, M. (1991). Personality measures as predictors of job performance: A meta-analytic review. Personnel Psychology, 44, 703-742.
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