EXPLORING OPTIONS FOR SUPPORTING TEST USE IN SITUATIONS PRECLUDING LOCAL VALIDATION
研究了测试可迁移性、效度概化和合成效度三种方法在组织选拔中的优缺点，并通过四项未公开的效度研究比较了工作成分效度与观察效度系数，发现认知能力测试对文职岗位的预测效度具有高度一致性。
This paper examines some of the options available to practitioners interested in supporting the use of selection measures in an organization, including test transportability, validity generalization (VG), and synthetic validation, reviewing some of the advantages, disadvantages and requirements of each approach. Results of four unpublished, proprietary validation studies are reported which compare validity estimates provided by the job component validation (JCV; a type of synthetic validation) routine inherent in the Position Analysis Questionnaire (PAQ) with observed validity coefficients for a variety of criterion measures. We then examine the accuracy of the JCV procedure in predicting validity coefficients for 51 clerical classifications extracted from an existing PAQ job evaluation database of a large utility company. Predicted JCVs are compared to mean observed validity coefficients for five DOT clerical categories provided by Pearlman, Schmidt, and Hunter (1980). The VG and JCV methods provided highly similar and converging estimates of the validity of cognitive ability tests for predicting performance in clerical occupations. Implications for practice are discussed, particularly the need to use multiple, converging lines of evidence to support test use.