On Biodata Construct Validity, Criterion-Related Validity, and Adverse Impact
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Louisiana State University LSU Digital Commons LSU Historical Dissertations and Theses Graduate School 1999 On Biodata Construct Validity, Criterion-Related Validity, and Adverse Impact. Michelle Ann Dean Louisiana State University and Agricultural & Mechanical College Follow this and additional works at: https://digitalcommons.lsu.edu/gradschool_disstheses Recommended Citation Dean, Michelle Ann, "On Biodata Construct Validity, Criterion-Related Validity, and Adverse Impact." (1999). LSU Historical Dissertations and Theses. 6938. https://digitalcommons.lsu.edu/gradschool_disstheses/6938 This Dissertation is brought to you for free and open access by the Graduate School at LSU Digital Commons. It has been accepted for inclusion in LSU Historical Dissertations and Theses by an authorized administrator of LSU Digital Commons. For more information, please contact [email protected]. INFORMATION TO USERS This manuscript has been reproduced from the microfilm master. 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ON BIODATA CONSTRUCT VALIDITY, CRITERION-RELATED VALIDITY, AND ADVERSE IMPACT A Dissertation Submitted to the Graduate Faculty of the Louisiana State University and Agricultural and Mechanical College in partial fulfillment of the requirements for the degree of Doctor of Philosophy in The Interdepartmental Program in Business Administration by Michelle Ann Dean B.S., Louisiana State University, 1992 M.B.A., Louisiana State University, 1994 May 1999 Reproduced with permission of the copyright owner. Further reproduction prohibited without permission. UMI Number: 9936089 UMI Microform 9936089 Copyright 1999, by UMI Company. Ail rights reserved. This microform edition is protected against unauthorized copying under Title 17, United States Code. UMI 300 North Zeeb Road Ann Arbor, MI 48103 Reproduced with permission of the copyright owner. Further reproduction prohibited without permission. ACKNOWLEDGMENTS I would like to thank Dr. Dana Broach of the Federal Aviation Administration Aeromedical Research Institute for making available the data analyzed in this dissertation. I would also like to express thanks to my dissertation committee members: Drs. Nate Bennett, Eric Braverman, Paul Jarley, Kevin Mossholder, and Craig Russell for their dissertation input and suggestions as well as their guidance throughout my doctoral studies. I would also like to thank my family for their encouragement, especially my grandmother, Pauleta Dean, who passed away while I was completing my dissertation. ii Reproduced with permission of the copyright owner. Further reproduction prohibited without permission. TABLE OF CONTENTS ACKNOWLEDGMENTS....................................................................................... ii ABSTRACT ........................................................................................................... iv CHAPTER 1 INTRODUCTION..................................................................................1 2 REVIEW OF THE LITERATURE ................................................... 15 3 METHODS ........................................................................................48 4 R E S U LT S..........................................................................................71 5 DISCUSSION AND CONCLUSION ........................................ 105 REFERENCES .................................................................................................... 128 A P P E N D IX .............................................................................................................142 VITA ........................................................................................................................143 iii Reproduced with permission of the copyright owner. Further reproduction prohibited without permission. ABSTRACT This study examined the personnel selection technique of biographical information (biodata) in terms of theory, criterion-related validity, and adverse impact. First, the construct validity of biodata was examined to determine if biodata theory was useful in explaining biodata’s strong criterion validity. Items from an existing biodata inventory were mapped onto construct domains drawn from Mumford, Stokes, and Owens’ (1990) ecology model. Relationships between subjects' biodata responses and training performance was examined for consistency with the model's predictions in an organizational sample. The ecology model did not fit the data well. Follow up exploratory analyses did yield good fit when the model was extended by grouping construct domains within developmental time periods. Second, biodata was examined in terms of simple and incremental criterion-related validity relative to a general cognitive ability test. The biodata instrument was also investigated in terms of incremental criterion validity of biodata predictor scales used in combination with a general cognitive ability, or "g," test. Predictor scales consisted of all biodata response options, "g-loaded" response options, and "non-g-loaded" response options, respectively. The biodata scale (including all biodata items) outperformed the general cognitive ability test both individually and incrementally (both before and after correcting for the effect of range restriction due to selection on g). The biodata g and non-g item sub-scales slightly outperformed the test of general cognitive ability. iv Reproduced with permission of the copyright owner. Further reproduction prohibited without permission. Finally, biodata adverse impact was assessed in two ways. First, individual biodata response options were examined for possible adverse impact. Second, separate biodata scales including and excluding adverse impact response options and a test of general cognitive ability were compared in terms of adverse impact. Eliminating response options that violated the four- fifths rule resulted in a relatively large decline in the standardized mean difference between subgroups, no appreciable decrease in biodata criterion- related validity, and minimal adverse impact relative to both the biodata scale containing all response options and the general cognitive ability measure. Research findings are discussed and implications for theory, future research, and practice are offered. v Reproduced with permission of the copyright owner. Further reproduction prohibited without permission. CHAPTER 1 INTRODUCTION The argument could be made that people are organizations’ most valuable assets (Beatty, Schneler, & McEvoy, 1987). If this Is indeed true, the method by which organizations select employees is critical. Any selection device can be evaluated against the degree to which it: 1) identifies people who will perform best on the job (i.e., maximizes predictive power), 2) complies with Federal regulations on employee selection, and, 3) contributes to development of a theory of performance prediction. The literature on scored biographical information (hereafter simply biodata), typically gives this selection device high marks with respect to the first and second criterion. Narrative and meta-analytic reviews consistently report average cross-validities between .30 and .40 (Asher, 1972; Hunter & Hunter, 1984; Reilly & Chao, 1982; Schmitt, Gooding, Noe, & Kirsch, 1984). Reilly and Chao (1982) concluded that only biodata and peer evaluations have criterion validities roughly equal to those reported for general cognitive ability tests. Of equal significance, biodata has been reported to have a low degree of adverse impact (Pace & Schoenfeldt, 1978) compared to levels characteristic of cognitive ability tests (U.S. Employment Service, 1970). 1 Reproduced with permission of the copyright owner. Further reproduction prohibited without permission. 2 Despite the cumulative evidence of biodata’s validity and lack of adverse impact on minority populations, it has not been received with widespread acceptance by practitioners. For example, Hammer and Kleinman (1988) found only 6.8% of 248 firms surveyed had ever used biodata in employment