Week 5 - Validity (continued)

Question 1

Ferris, D. L., Brown, D. J., Berry, J. W., & Lian, H. (2008). The development and validation of the Workplace Ostracism Scale. The Journal of Applied Psychology, 93(6), 1348 -1366.

Answer 1

• Development of a 10-item Workplace Ostracism Scale (WOS) validated through six samples, demonstrating reliability, unidimensionality, and validity.
• WOS measures perceived exclusion or ignorance in the workplace, showing important implications for individual and organizational well-being, attitudes, performance, and withdrawal.
• Workplace ostracism identified as a distinct form of deviant behavior, universally experienced and impactful across diverse cultural and organizational contexts.
• Ostracism’s painful nature linked to threats to fundamental human needs: belonging, self-esteem, control, and meaningful existence, eliciting both physical and social pain responses.
• Methodological rigor ensured through item generation, reduction, and validation phases, including factor analyses and assessments of convergent, discriminant, and criterion-related validity.
• WOS distinguished from related constructs like social undermining, interpersonal justice, and perceived organizational support, establishing its unique contribution to understanding workplace dynamics.
• The study underscores the significance of addressing workplace ostracism, highlighting its pervasive effects on employee well-being and organizational functioning.

Question 2

Society for Industrial and Organizational Psychology, Inc. (2018). Principles for the validation and use of personnel selection procedures (5th ed.).

Answer 2

The Principles provides:
1. principles regarding the conduct of selection and validation research;
2. principles regarding the application and use of selection procedures;
3. information for those responsible for authorizing or implementing validation efforts;
and
4. information for those who evaluate the adequacy and appropriateness of selection
procedures

The Principles is not intended:
1. to be a substitute for adequate education and training in validation theory and
procedures;
2. to be exhaustive (although it covers the major aspects of selection procedure validation and use);
3. to be a technical translation of existing or future regulations;
4. to freeze the field to prescribed practices and so limit creative endeavors; or
5. to provide an enumerated list of separate principles

Question 3

Van Iddekinge, C.H. & Ployhart, R.E. (2008). Developments in the criterion-related validation of selection procedures: A critical review and recommendations for practice. Personnel Psychology, 61(4), 871 – 925.

Answer 3

• Focus: Criterion-related validation of employee selection and promotion procedures.
• Importance: Key to workforce productivity and legal defensibility of personnel decisions.
• Scope: Review of studies from the past decade on criterion-related validation.
• Key Topics: Validity coefficient correction procedures, multiple predictor evaluation, differential prediction analysis, validation sample characteristics, criterion issues.
• Methodology: Focus on criterion-related validity due to its fundamental role in evaluating selection systems.
• Statistical Artifacts: Measurement error and range restriction (RR) affect validity coefficients.
• Measurement Error Corrections: Disagreement on estimating reliability of ratings criteria; internal consistency coefficients might overestimate reliability.
• Range Restriction: Direct and indirect RR impact on validity estimates; accurate correction sequence involves correcting for unreliability first then RR.
• Relative Importance in Multiple Predictors: Traditional methods vs. newer approaches like Relative Weight Analysis (RWA) and Dominance Analysis (DA).
• Cross-Validity: Importance of formula-based estimation for cross-validity; use of equal weights can provide more accurate cross-validity estimates.
• Differential Prediction: Focus on detecting differential prediction rather than estimating it; importance of considering criterion choice in differential prediction analyses.