Personnel Selection and Classification

Bringing together several key elements needed to identify the most promising themes for future research in selection and classification, this book's underlying aim is to improve job performance by selecting the right persons and matching them most effectively with the right jobs. An emphasis is placed on current, innovative research approaches which in some cases depart substantially from traditional approaches. The contributors -- consisting of professionals in measurement, personnel research, and applied and military psychology -- discuss where the quantum advances of the last decade should take us further. Comprehensive coverage of the selection and classification domain is provided, including a broad range of topics in each of the following areas: performance conceptualization and measurement, individual differences, and selection and classification decision models. The presentations in each of these areas are integrated into a set of coherent themes. This integration was the product of structured group discussions which also resulted in a further evolution of some of the ideas presented.

Foreword: Selection and Classification for the Army of the Future	p. ix
Preface	p. xi
References	p. xiii
Conceptualizing and Measuring Performance	p. xv
Job Analysis for the Future	p. 1
References	p. 10
Jobs and Roles: Accepting and Coping with the Changing Structure of Organizations	p. 13
Acknowledgments	p. 30
References	p. 30
Alternative Models of Job Performance and Their Implications for Selection and Classification	p. 33
References	p. 49
Organizational Citizenship Behavior and the Good Soldier	p. 53
Selecting and Classifying Future Naval Officers: the Paradox of Greater Specialization in Broader Arenas	p. 69
References	p. 83
Acknowledgments	p. 83
Toward a Broader Conception of Jobs and Job Performance: Impact of Changes in the Military Environment on the Structure, Assessment, and Prediction of Job Performance	p. 85
Cognitive Abilities Testing: an Agenda for the 1990s	p. 103
References	p. 124
""""The Ubiquitous Predictiveness of g	p. 127
Appendix	p. 133
References	p. 134
Dimensions of Ability: Diminishing Returns?	p. 137
Implications of Cognitive Psychology for Ability Testing: Three Critical Assumptions	p. 145
References	p. 170
Environments for Presenting and Automatically Scoring Complex Constructed-Response Items	p. 173
Acknowledgments	p. 189
References	p. 189
Multimedia Testing	p. 193
References	p. 229
Theoretical and Applied Developments in Models of Individual Differences: Physical Abilities	p. 233
Basic Research on Personality Structure: Implications of the Emerging Consensus for Applications to Selection and Classification	p. 247
References	p. 257
Regulative Function of Perceived Self-Efficacy	p. 261
References	p. 270
If Past Behavior Really Predicts Future, so Should Biodata's	p. 273
the Measurement of Vocational Interests	p. 293
References	p. 310
the Prsvl Model of Person-Context Interaction in the Study of Human Potential	p. 317
References	p. 331
the Future of Personnel Selection in the U.S. Army	p. 333
References	p. 349
Operational Models for Selection and Classification Decisions: Making Use of Predictor and Criterion Information	p. 350A
Goals of the Selection and Classification Decision	p. 351
Fair Test Use: Research and Policy	p. 363
Is Personnel Classification a Concept Whose Time Has Passed?	p. 377
Setting Recruit Quality Goals: a Cost-Performance Trade-Off Model1	p. 411
References	p. 430
Recent Advances in Classification Theory and Practice	p. 431
Issues in Operational Selection and Classification Systems: Comments and Commonalities	p. 443
References	p. 455
Where Do We Go Now? Toward a New Agenda	p. 456A
The Future: A Research Agenda	p. 457
Author Index	p. 467
Subject Index	p. 479
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Personnel Selection and Classification

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