Individual Psychological Assessment: The Poster Child of Blended Science and Practice

Industrial and Organizational Psychology

Volumn 4, Issue 3, 2011, Pages 297-301

  Hazucha, Joy Fisher ^a   Ramesh, Anuradha ^a   Goff, Maynard ^a   Crandell, Stu ^a   Gerstner, Charlotte ^a   Sloan, Elaine ^a   Bank, Jurgen ^a   Van Katwyk, Paul ^a  

^a PDI Ninth House ^*  (United States)

Author keywords

[No Author keywords available]

Indexed keywords

EID: 84867661288     PISSN: 17549426     EISSN: 17549434     Source Type: Journal    
DOI: 10.1111/j.1754-9434.2011.01342.x     Document Type: Note

References (15)

1. Adverse Impact Analysis of PDI Ninth House Assessments. (2011). Internal technical summary. Minneapolis, MN: Personnel Decisions International.
2. Connelly, B. S., Ones, D. S., Ramesh, A., & Goff, M. (2008). A pragmatic view of assessment center exercises and dimensions. Industrial and Organizational Psychology: Perspectives on Science and Practice, 1, 121-124.
3. DeCorte, W., Lievens, F., & Sackett, P. R. (2007). Combining predictors to achieve optimal trade-offs between selection quality and adverse impact. Journal of Applied Psychology, 92, 1380-1393.
4. Dilchert, S., & Ones, D. S. (2009). Assessment center dimensions: Individual differences correlates and meta-analytic incremental validity. International Journal of Selection and Assessment, 17, 254-270.
5. Gaugler, B., Rosenthal, D., Thornton, G., & Bentson, C. (1987). Meta-analysis of assessment center validity. Journal of Applied Psychology, 72, 493-511.
6. Goff, M., & Ramesh, A. (2011). The validity and value of PDI NH assessments 2011. Internal PDI NH white paper. Minneapolis, MN: PDI Ninth House.
7. Grove, W. M., Zald, D. H., Lebow, B. S., Snitz, B. E., & Nelson, C. (2000). Clinical versus mechanical prediction: A meta-analysis. Psychological Assessment, 12, 19-30.
8. Hausknecht, J., Day, D., & Thomas, S. (2004). Applicant reactions to selection procedures: An updated model and meta-analysis. Personnel Psychology, 57, 639-683.
9. Hermelin, E., Lievens, F., & Robertson, I. T. (2007). The validity of assessment centres for the prediction of supervisory performance ratings: A meta-analysis. International Journal of Selection and Assessment, 15, 405-411.
10. Oswald, F. L., & Hough, L. M. (2008). Personality testing and industrial-organizational psychology: A productive exchange and some future directions. Industrial and Organizational Psychology Perspectives on Science and Practice, 1, 323-332.
11. Sackett, P. R., Schmitt, N., Ellingson, J. E., & Kabin, M. B. (2001). High-stakes testing in employment, credentialing and higher education. American Psychologist, 56, 302-318.
12. Schmitt, N., & Chan, D. (1998). Personnel selection: A theoretical approach. Thousand Oaks, CA: Sage.
13. Security and Exchange Commission. (2009, October). Staff Legal Bulletin No. 14E (CF). Retrieved from http://www.sec.gov/interps/legal/cfslb14e.htm.
14. Silzer, R., & Jeanneret, R. (2011). Individual psychological assessment: A practice and science in search of common ground. Industrial and Organizational Psychology: Perspectives on Science and Practice, 4, 270-296.
15. Thornton, G. C., & Gibbons, A. M. (2009). Validity of assessment centers for personnel selection. Human Resource Management Review, 19, 169-187.