TWO‐STAGE SEQUENTIAL SELECTION PROCEDURES USING ABILITY AND TRAINING PERFORMANCE: INCREMENTAL VALIDITY OF BEHAVIORAL CONSISTENCY MEASURES
研究了在顺序选拔程序中，能力测试和培训绩效对任务表现的预测效度，发现培训绩效在能力基础上具有显著增量效度，而能力在培训绩效后无实际增益。
A behavioral consistency model was used to evaluate the predictive validity of ability and training performance measures as components in a two‐stage pre‐reject sequential selection procedure. Participants were 91 college students who completed ability tests and training relevant to an air intercept and traffic control operator task. A simulation study was conducted so that two groups could be examined: a high ability group, analogous to a screened hired employee group in an organization; and a quasi‐random ability group, analogous to an applicant pool as a validation sample. The incremental validity of training performance was practically and statistically significant in the prediction of component and overall task performance after including ability as a predictor in both groups. Adding ability to the prediction of task performance after training performance had been used as a predictor had no practical effects in either sample. The validity and likely utility of using sequential procedures to select employees as well as implications of behavioral consistency measures for privacy and discrimination in employee testing are discussed. Future research directions using different types of training and employee samples are also described.