THE IMPLICATIONS FOR PERSONNEL SELECTION OF APPARENT DECLINES IN PREDICTIVE VALIDITIES OVER TIME: A CRITIQUE OF HULIN, HENRY, AND NOON
批判性分析Hulin等人关于预测效度随时间下降的观点，指出其证据有限且缺乏现场研究，遗漏了大量相关数据，对人员选拔实践和研究的实际影响有限。
Hulin, Henry, and Noon (1990) reviewed evidence from a number of studies which supported, in their view, the position that predictive validities decreased over time. If correct, their results would have significant implications for personnel selection practice and research. However, further analysis of their evidence suggested that their results may have only limited generalizability. More specifically, few of the studies they used to support their claim of decreasing predictive validities were field studies of prediction‐criterion pairs. Furthermore^ reported data on lagged intercorrelations were of limited relevance to the question of decreasing validities. Finally, a large body of data relevant to the issue of time‐lagged validities in a personnel selection context were omitted because the data did not meet Hulin et al.'s restrictive criteria.