Indirect processes in criterion-related validity
研究了四种间接过程如何影响自评人格特质与工作行为评价之间的相关性，发现这些过程共同提升了人格-行为相关性的强度，且模式在传统效度系数和单一评判者判断中一致。
Four indirect processes affecting the relationship between self-reported personality attributes and rated job behaviors were examined: through correlated personality attributes which are conceptually concordant with a criterion, through correlated cognitive ability conceptually concordant with a criterion, through correlated concepts in general, and in terms of an emphasis on motivation. It was shown that all four indirect processes contributed to the magnitude of personality – behavior correlations, both singly and in combination, over and above variations in inherent logical overlap, scale reliability and the observability of a criterion. The same pattern was present for conventional validity coefficients (correlations between self-reports and ratings by a supervisor) and judgments all made by a single individual, suggesting that the measured validity of personality scales reflects general perceptions about interdependencies among attributes. Copyright © 2000 John Wiley & Sons, Ltd.