scholarly journals The predictive validity of the APIL-B in a financial institution

2001 ◽  
Vol 27 (1) ◽  
Author(s):  
A. Lopes ◽  
G. Roodt ◽  
R. Mauer
Keyword(s):  
Predictive Validity ◽  
Financial Institution ◽  
Job Applicants ◽  
Test Battery ◽  
Broad Context ◽  
Learning Potential ◽  
Employment Equity ◽  
Job Success

The purpose of this study was to assess the predictive validity of the APIL test battery, designed to identify learning potential. A sample of 235 successful job applicants completed the APIL Battery and the scores obtained were compared with a set of job success ratings provided by their direct managers. The predictive validity and the use of this psychometric device were assessed within the broad context of the provisions of the Employment Equity Act (55 of 1998), and the manner in which the information about an employee is to be used. The findings are generally positive and their implications are discussed below. Opsomming Die doel van hierdie ondersoek was om die voorspellings-geldigheid van die APIL-toetsbattery, wat ontwerp is om leerpotensiaal te identifiseer, te evalueer. n Steekproefvan 235 suksesvolle aansoekers het die APIL-toetsbattery voltooi en die tellings wat sodoende bekom is, is vergelyk met beoordelings van werksukses wat deur hul direkte bestuurders uitgevoer is. Die voorspellingsgeldighede en die gebruik van hierdie psigometriese meetmiddel is binne die bree konteks van die vereistes van die Employment Equity Act (Werkbillikheidswet) (55 van 1998) geeevalueer, sowel as die wyse waarop die inligting oor 'n werknemer gebruik behoort te word. Die bevindings was oor algemeen positiefen hul implikasies word in die artikel bespreek.

Estimation of the Predictive Validity of the HART by Means of a Dynamic Test of Geography

2009 ◽  
Vol 8 (1) ◽  
pp. 5-21 ◽  
Author(s):  
Marco G. P. Hessels
Keyword(s):  
Predictive Validity ◽  
Analogical Reasoning ◽  
School Success ◽  
Standardized Test ◽  
Age Groups ◽  
Dynamic Test ◽  
Mental Deficiency ◽  
Learning Potential ◽  
Learning Test ◽  
And Mathematics

In this study, a dynamic measure of school success was used to validate the Hessels Analogical Reasoning Test (HART), a standardized test of children’s learning potential. It is argued that dynamic tests are superior to standard intelligence tests with regard to ecological, construct, and predictive validity. In this context, it is argued that the usual measures of school success, such as tests for reading and mathematics, are not suited for the estimation of the predictive validity of a dynamic measure of general learning capacity (intelligence), especially for children with learning difficulties or mental deficiency. Therefore, the HART was validated with a dynamic measure of school learning. Three versions of a Geography Learning Test were developed for three different age groups. All versions consist of training followed by a test. The results show that: (a) young children need to be familiarized with a test to be able to respond to the items in the way that is expected; (b) the HART posttest measure is a better predictor of learning than the static pretest; and (c) dynamic measures of learning are preferred to static measures.

The General Aptitude Test Battery: Implications for Vocational Counseling and Employment in Epilepsy Rehabilitation

1987 ◽  
Vol 18 (3) ◽  
pp. 33-38
Author(s):  
David C. Clemmons ◽  
Robert T. Fraser ◽  
William Trejo
Keyword(s):  
Job Applicants ◽  
Test Battery ◽  
Vocational Counseling ◽  
Motor Speed ◽  
Aptitude Test ◽  
Employment Outcome ◽  
Cerebral Dysfunction ◽  
General Aptitude Test ◽  
Comparison Groups ◽  
Rehabilitation Agency

The performance of adults with epilepsy on the General Aptitude Test Battery (GATB) was explored, with an emphasis on later employment outcome and on vocational counseling implications. The study sample had mean GATB scores which were significantly lower than the published GATB norms. They were also significantly lower than the GATB means obtained from comparison groups comprised of job applicants in the local general labor force and of persons receiving services from the local state rehabilitation agency. Mean scores for measures of dexterity and motor speed were especially low. It was found that GATB scores alone are not highly predictive of employment outcome, although subjects who did not enter competitive employment did tend to have lower mean scores. GATB patterns which may be indicative of lateralized cerebral dysfunction are discussed, along with case studies.

Validation of a Trainability Test for Young Apprentices

2004 ◽  
Vol 9 (1) ◽  
pp. 56-63 ◽  
Author(s):  
Luis Aramburu-Zabala Higuera ◽  
Marina Casals Riera
Keyword(s):  
Predictive Validity ◽  
Vocational Training ◽  
Standardized Test ◽  
Prior Experience ◽  
Test Validation ◽  
Predictive Test ◽  
Learning Potential ◽  
Validation Data ◽  
Predicting Success ◽  
The Individual

Predictive test validation data were collected to analyze the usefulness of a content-valid trainability test of carpentry for predicting success at a full-scale course. Results supported the effectiveness of the standardized test CAR-1 to predict the individual job-learning potential in a sample of 109 young unemployed persons. Several advantages of structured trainability tests as predictors of job learning are indicated. These include greater standardization, the content and predictive validity, and the possibility of assessing the potential of candidates with no prior experience. The high and significant coefficients obtained in this study suggest that the trainability testing methodology may provide useful guidelines for developing job learning predictors in other areas of vocational training.

Predictive Validity of Mental Ability Tests for Selecting Clerical Employees

1963 ◽  
Vol 12 (2) ◽  
pp. 435-438
Author(s):  
J. H. Rainwater ◽  
William B. Michael ◽  
Roger Stewart
Keyword(s):  
Los Angeles ◽  
Multiple Regression ◽  
Predictive Validity ◽  
Los Angeles County ◽  
Civil Service ◽  
Test Battery ◽  
Mental Ability ◽  
Ability Tests ◽  
Regression Techniques ◽  
Service Commission

Through use of correlational and multiple-regression techniques comparable predictive validities and regression weights of six tests in the Career Test Battery of the Los Angeles County Civil Service Commission were obtained for two independent samples of 228 and 223 typist-clerks relative to a criterion concerning appraisal for promotability to a higher level position.

Psychometric Properties of a Learning Potential Test for Reading: The Picture Word Game

1998 ◽  
Vol 14 (2) ◽  
pp. 124-133 ◽  
Author(s):  
M. Dolores Calero ◽  
José Márquez
Keyword(s):  
Psychometric Properties ◽  
Predictive Validity ◽  
Learning Potential ◽  
Word Game ◽  
Potential Test

This paper focuses on the adaptation and analysis of the psychometric properties of a learning potential test, called “Picture Word Game” (PWG, Corman & Budoff, 1974), which was tested on a sample of 205 Spanish prereaders. The test examines their capacity for symbolization and addresses reading-specific abilities, particularly those attributing a concept or meaning to a visual arrangement or symbol. The paper aims to confirm the reliability and satisfactory concurrent and predictive validity of this adapted version of the PWG.

Personality and absenteeism: a meta‐analysis of integrity tests

2003 ◽  
Vol 17 (1_suppl) ◽  
pp. S19-S38 ◽  
Author(s):  
Deniz S. Ones ◽  
Chockalingam Viswesvaran ◽  
Frank L. Schmidt
Keyword(s):  
Predictive Validity ◽  
Big Five ◽  
Personnel Selection ◽  
Meta Analysis ◽  
Total Sample ◽  
Job Applicants ◽  
Future Research ◽  
Research Focus ◽  
Organizational Variables ◽  
Integrity Tests

Until recently, research focus has been on a variety of demographic, attitudinal, and organizational variables in predicting and explaining absenteeism. If personality traits predict absenteeism, then it may be possible to use measures of these traits to identify and select job applicants and thereby reduce absenteeism rates. In this research, our goal was to examine whether integrity tests could be used to predict absenteeism. Meta‐analysis was applied to studies of the validity of pre‐employment integrity tests for predicting voluntary absenteeism. Twenty‐eight studies based on a total sample of 13 972 were meta‐analysed. The estimated mean predictive validity of personality‐based integrity tests was 0.33. This operational validity generalized across various predictor scales, organizations, settings, and jobs (SDρ = 0.00). Overt integrity tests, however, showed much lower predictive validity for absenteeism and greater variability than personality‐based tests (ρ = 0.09; SDρ = 0.16). The results indicate that a personnel selection approach to reducing absenteeism in organizations may be a useful strategy, particularly if personality‐based integrity tests are utilized. Potential explanations for differences between these results and those found for Big Five measures of personality are offered. Future research investigating models of absenteeism should incorporate the personality constructs assessed by integrity tests. Copyright © 2003 John Wiley & Sons, Ltd.

Sign in / Sign up

Export Citation Format

Share Document