Predictive validity of therapeutic alliance in group marital therapy.

This article considers the nature of the therapeutic alliance in marital therapy and suggests that it is not particularly useful to consider the alliance as a uniform phenomenon across forms of therapy, such as therapies that focus upon cognitive interventions as opposed to therapies that use more affectively oriented interventions. In different forms of therapy and at different times, different aspects of the alliance may be crucial in facilitating change.

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Gender differences in item performance and predictive validity on the DAT Quantitative Reasoning Test

Journal of Dental Education ◽

10.1002/j.0022-0337.1989.53.12.tb02376.x ◽

1989 ◽

Vol 53 (12) ◽

pp. 708-711 ◽

Cited By ~ 1

Author(s):

RM Smith ◽

GA Kramer ◽

AT Kubiak

Keyword(s):

Gender Differences ◽

Predictive Validity ◽

Quantitative Reasoning ◽

Reasoning Test

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Effect of Stress and Relax Instructions on the Predictive Validity of a Test Device

Measurement and Evaluation in Guidance ◽

10.1080/00256307.1974.12022617 ◽

1974 ◽

Vol 7 (1) ◽

pp. 46-50 ◽

Cited By ~ 1

Author(s):

Bruce W. Hall ◽

T. Salvatore Tocco ◽

Larry S. Schwartz

Keyword(s):

Predictive Validity ◽

Test Device

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Investigating the Unified Motive Scales

European Journal of Psychological Assessment ◽

10.1027/1015-5759/a000571 ◽

2020 ◽

pp. 1-5

Author(s):

Martin Bettschart ◽

Marcel Herrmann ◽

Benjamin M. Wolf ◽

Veronika Brandstätter

Keyword(s):

Field Study ◽

Predictive Validity ◽

Selection Process ◽

Police Department ◽

Longitudinal Field ◽

Explicit Motives ◽

Achievement Motive

Abstract. Explicit motives are well-studied in the field of personality and motivation psychology. However, the statistical overlap of different explicit motive measures is only moderate. As a consequence, the Unified Motive Scales (UMS; Schönbrodt & Gerstenberg, 2012 ) were developed to improve the measurement of explicit motives. The present longitudinal field study examined the predictive validity of the UMS achievement motive subscale. Applicants of a police department ( n = 168, Mage = 25.11, 53 females and 115 males) completed the UMS and their performance in the selection process was assessed. As expected, UMS achievement predicted success in the selection process. The findings provide first evidence for the predictive validity of UMS achievement in an applied setting.

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Using the Theory of Planned Behavior to Predict Faking in Selection Exercises Varying in Fidelity

Journal of Personnel Psychology ◽

10.1027/1866-5888/a000211 ◽

2018 ◽

Vol 17 (3) ◽

pp. 155-160 ◽

Cited By ~ 3

Author(s):

Daniel Dürr ◽

Ute-Christine Klehe

Keyword(s):

Theory Of Planned Behavior ◽

Planned Behavior ◽

Predictive Validity ◽

Group Discussion ◽

Role Play ◽

Selection Procedure ◽

High Fidelity ◽

Selection Research ◽

Play Group

Abstract. Faking has been a concern in selection research for many years. Many studies have examined faking in questionnaires while far less is known about faking in selection exercises with higher fidelity. This study applies the theory of planned behavior (TPB; Ajzen, 1991 ) to low- (interviews) and high-fidelity (role play, group discussion) exercises, testing whether the TPB predicts reported faking behavior. Data from a mock selection procedure suggests that candidates do report to fake in low- and high-fidelity exercises. Additionally, the TPB showed good predictive validity for faking in a low-fidelity exercise, yet not for faking in high-fidelity exercises.

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Predictive Validity of a Selection Procedure for Air Traffic Controller Trainees

Aviation Psychology and Applied Human Factors ◽

10.1027/2192-0923/a000039 ◽

2013 ◽

Vol 3 (1) ◽

pp. 19-27 ◽

Cited By ~ 6

Author(s):

Yvonne Pecena ◽

Doris Keye ◽

Kristin Conzelmann ◽

Dietrich Grasshoff ◽

Peter Maschke ◽

...

Keyword(s):

Predictive Validity ◽

Selection Procedure ◽

Air Traffic ◽

Performance Criteria ◽

Training Phase ◽

Air Traffic Controller ◽

Training Performance ◽

Navigation Service ◽

German Aerospace ◽

Training Success

The job of an air traffic controller (ATCO) is very specific and demanding. The assessment of potential suitable candidates requires a customized and efficient selection procedure. The German Aerospace Center DLR conducts a highly selective, multiple-stage selection procedure for ab initio ATCO applicants for the German Air Navigation Service Provider DFS. Successful applicants start their training with a training phase at the DFS Academy and then continue with a unit training phase in live traffic. ATCO validity studies are scarcely reported in the international scientific literature and have mainly been conducted in a military context with only small and male samples. This validation study encompasses the data from 430 DFS ATCO trainees, starting with candidate selection and extending to the completion of their training. Validity analyses involved the prediction of training success and several training performance criteria derived from initial training. The final training success rate of about 79% was highly satisfactory and higher than that of other countries. The findings demonstrated that all stages of the selection procedure showed predictive validity toward training performance. Among the best predictors were scores measuring attention and multitasking ability, and ratings on general motivation from the interview.

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The Predictive Validity of Assessment Centers in German-Speaking Regions

Journal of Personnel Psychology ◽

10.1027/1866-5888/a000031 ◽

2011 ◽

Vol 10 (2) ◽

pp. 61-69 ◽

Cited By ~ 16

Author(s):

Nicolas Becker ◽

Stefan Höft ◽

Marcus Holzenkamp ◽

Frank M. Spinath

Keyword(s):

Predictive Validity ◽

Target Group ◽

Assessment Centers ◽

Credibility Interval ◽

German Speaking ◽

English Speaking ◽

Intelligence Measures ◽

Meta Analyses

As previous meta-analyses have focused almost solely on English-speaking regions, this study presents the first systematic meta-analytical examination of the predictive validity of assessment centers (ACs) conducted in German-speaking regions. It summarizes 24 validity coefficients taken from 19 studies (N = 3,556), yielding a mean corrected validity of ρ = .396 (80% credibility interval .235 ≤ ρ ≤ .558). ACs with different purposes and different kinds of criterion measures were analyzed separately. Furthermore, target group (internal vs. external candidates), average age of the assessees, inclusion of intelligence measures, number of instruments used, AC duration, as well as time elapsed between AC and criterion assessment were found to moderate the validity.

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