Increased Accuracy for Range Restriction Corrections: Implications for the Role of Personality and General Mental Ability in Job and Training Performance
By Frank L. Schmidt, Jonathan A. Shaffer, In-Sue Oh. 2008
211 citations recorded by the source corpus.
Subfields: Clinical Psychology, Experimental and Cognitive Psychology
View Paper: https://www.semanticscholar.org/paper/cc14e4131b5263d2bf2a9279259d0a496deae606
How researchers see this paper
The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.
In Clinical Psychology
- R. Humphrey
- Gabriel Táuriz
- J. Pollack
- Ernest H. O’Boyle
- J. Block
- Daniel D. Goering
- Thomas H. Hawver
- Michael Howe
In Experimental and Cognitive Psychology
- J. Block
- Ernest H. O’Boyle
- Thomas H. Hawver
- Jesús Salgado
- Gabriel Táuriz
- Paul Story
- S. Seibert
- James G. Field
Citations in the corpus
- A Tale of Two Sample Sources: Do Results from Online Panel Data and Conventional Data Converge? (2018, methodology): “Additionally, we used the ux values from Schmidt et al. (2008) to correct for direct range restriction in the personality values when calculating the true score values between the Big Five personality traits and OCB (to be comparable with Chiaburu et al., 2011).”
- The Five-Factor Model, forced-choice personality inventories and performance: A comprehensive meta-analysis of academic and occupational validity studies (2014, methodology): “Globally, Schmidt et al. (2008) found that IRR correction improved the operational validity by .01.”
- The relation between emotional intelligence and job performance: A meta‐analysis (2011, methodology): “Because Schmidt et al. (2008) did not examine extraversion, agreeableness, and openness, we turned to Mount et al. (2005) for the remaining FFM intercorrelations, and Hurtz and Donovan (2000) provided these three FFM correlations to job performance.”
- The Five-Factor Framing of Personality and Beyond: Some Ruminations (2010, background): “For example, a high coefficient alpha may sometimes be only a reflection of the remarkable redundancy of questionnaire statements as in the still widely used Rosenberg (1965) measure; there is unawareness of the possibly influential, misdirecting effects of attenuation (Schmidt, in press), and the”
- Investigating the Uniqueness and Usefulness of Proactive Personality in Organizational Research: A Meta-Analytic Review (2015, methodology): “…reported the means of predictor reliability artifact distributions, we attenuated their true-score correlations by employing the meta-analytically derived estimates of Big Five scale reliabilities by Viswesvaran and Ones (2000) and GMA scale reliability by Schmidt, Shaffer, and Oh (2008).”