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| Research article summary (published 30 May 2003): |
Job-specific applicant pools and national norms for personality scales: implications for range-restriction corrections in validation research.
Full Abstract
This article compares variability in national norms to variability in job-specific applicant pools for personality scales. Across 23,231 job applicants for 111 jobs, we found that job-specific applicant pools were slightly less variable than broad normative data (by about 4%) based on a national norm sample of 40,474 job applicants. For some personality variables, the amount of variability reduction correlated with work characteristics as captured by the Data, People and Things scales of the Dictionary of Occupational Titles (US Department of Labor, 1977). Most correlations were small in magnitude. In general, the small reductions in job-specific applicant pool variability provide evidence that researchers' decisions to use manual norm group standard deviations in range restriction corrections has not appreciably inflated the personality-criterion relationships studied. Implications for attraction and gravitation to jobs are discussed.
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Author information
Author/s: Ones, Deniz S (DS); Viswesvaran, Chockalingam (C);
Affiliation: Department of Psychology, University of Minnesota, Minneapolis 55455, USA. deniz.s.ones-1(-atsign-)tc.umn.edu
Journal and publication information
Publication Type: Journal Article; Validation Studies
Journal: The Journal of applied psychology (J Appl Psychol), published in United States. (Language: eng)
Reference: 2003-Jun; vol 88 (issue 3) : pp 570-7
Dates: Created 2003/06/19; Completed 2003/07/28; Revised 2004/11/17;
PMID: 12814305, status: MEDLINE (last retrieval date: 11/6/2008)
Sourced from the National Library of Medicine. Abstract text and other information may be subject to copyright.
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