MHR 411 Lecture Notes - Lecture 13: Minimum Cut, Regression Analysis, Face Validity
6 May 2017
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Document Summary
Organizations that have strong cultures and heavy needs for customer service might put a stronger emphasis on candidate personality and values. Intuitive decision making tends to rely on relatively little information, stories about past events that may not represent the current situation, and personal biases. Validity refers to the relationship between predictor and criterion scores. The closer the validity coefficient is to 1. 00, the more useful the predictor. Practical significance refers to the extent to which the predictor adds value to the prediction of job success. Statistical significance, as assessed by probability or p values, is another factor that should be used to interpret the validity coefficient. If a validity coefficient has a reasonable p value, chances are good that it would yield a similar validity coefficient if the same predictor were used with different sets of job applicants. Face validity concerns whether the selection measure appears valid to the applicant.
