Mark Schmit - Academia.edu (original) (raw)
Papers by Mark Schmit
... Louis, MO. Citation. Ryan, Ann Marie; Ployhart, Robert E.; Greguras, GJ; and Schmit, Mark J.,... more ... Louis, MO. Citation. Ryan, Ann Marie; Ployhart, Robert E.; Greguras, GJ; and Schmit, Mark J., "Predicting Applicant Withdrawal from Applicant Attitudes" (1997). Research Collection Lee Kong Chian School of Business. Paper 1974. ...
The International Journal of Organizational Analysis, 1996
... A series of studies with a Q-sort measure of climate and fit (the Organizational Fit Instrume... more ... A series of studies with a Q-sort measure of climate and fit (the Organizational Fit Instrument OFI) indicated ... of the measure, it may provide the organizational development practi-tioner or researcher with a sound and useful tool. Suggestions for future research are proposed. ...
The Internet has significantly changed the way people conduct business, communicate, and live. In... more The Internet has significantly changed the way people conduct business, communicate, and live. In this article, the authors' focus is on how the Internet influences the practice of psychology as it relates to testing and assessment. The report includes 5 broad sections: background and context, new problems yet old issues, issues for special populations, ethical and professional issues, and recommendations
Journal of Business and Psychology, 2001
Using generalizability theory, a partial reanalysis and reinterpretation of the Schmit et al. (19... more Using generalizability theory, a partial reanalysis and reinterpretation of the Schmit et al. (1995) data was conducted with undergraduate students who were asked to respond to both noncontextualized and work-specific versions of the NEO Five-Factor Inventory (Costa & McCrae, 1989) either honestly (N = 100) or as if they were applying for a job (N = 100). Results indicated that
Personnel Psychology, 1998
Research examining coaching effects on test performance and other outcomes in selection settings ... more Research examining coaching effects on test performance and other outcomes in selection settings has been limited despite an increase in test orientation programs. This study examined factors potentially related to self-selection into a test preparation program, the outcomes of such a program, and the differential effectiveness of the program. Attendees were more likely to be female, African American, and low in Stress Tolerance. After considering potential differences due to selfselection, attendance was unrelated to ability test performance, anxiety, or motivation levels. No evidence of the differential effectiveness of the program based on characteristics of attendees was found. Implications for research and practice related to test preparation programs in selection contexts are discussed.
Personnel Psychology, 2000
A common practice among practitioners and researchers doing crosscultural work is to transport pe... more A common practice among practitioners and researchers doing crosscultural work is to transport personality inventories developed in one country to another country of interest. This transport process is done with varying degrees of rigor and success. This paper describes the development of the Global Personality Inventory (GPI). The development process involved cross-cultural input from psychologists around the world following best practices that have been identified to date for each step of the development of a cross-cultural measure of personality. Construct validity studies including data from 11 countries and 10 languages are reported. Initial criterion-related validity evidence for inferences made from the GPI about job performance is presented. Examples of challenges and best practices are illustrated in the areas of construct development, item writing, item selection, translation, and data analysis.
Personnel Psychology, 1997
The role of test-taking attitudes in the decisions of applicants to withdraw from a selection pro... more The role of test-taking attitudes in the decisions of applicants to withdraw from a selection process was examined. Measures of test-taking attitudes were administered to 3,290 police officer applicants. Interviews were conducted with 618 applicantswho withdrew from the selection process. Comparative anxiety, motivation, and literacy scales were found to predict withdrawal, but the effects were quite small. African-Americans were more likely to withdraw. Small race differences were found on test attitude scales. The requirement of taking a test was not a major factor in applicant withdrawal; procedural fairness and several other factors appeared to play a greater role. A model of applicant withdrawal is proposed based on the qualitative data from applicants who withdrew.
Personnel Psychology, 1996
Recent evidence has suggested that attitudes-organizational effectiveness relations may exist. Re... more Recent evidence has suggested that attitudes-organizational effectiveness relations may exist. Relations between employee attitudes, organizational unit performance, customer satisfaction, and turnover were examined at the branch level for a large automobile finance company. Using data from 142 branches in 2 consecutive years, several significant relations between attitude factors and performance were observed. In addition, causal analyses conducted at the branch level suggested that customer satisfaction led to employee attitudes, rather than the opposite. Additional analyses to explain this result suggested that economic conditions and related factors might be the causal mechanism at the aggregated level. Other potential interpretations of these findings and caveats about generalizing organizational-level findings to the individual level are discussed.
Personnel Psychology, 1996
The temporary workforce has experienced tremendous growth in the past decade. Given the number of... more The temporary workforce has experienced tremendous growth in the past decade. Given the number of individuals employed by temporary help firms, it is surprising that so little attention has been given to EEO issues in this industry. The calculation of flow statistics in the temporary help industry presents some unique concerns because of the multiple status states (e.g., active, placed) an individual might hold. Difficulties in calculating compliance figures are illustrated with data from one temporary services firm. Record keeping recommendations are detailed.
Organizational Research Methods, 2000
Page 1. http://orm.sagepub.com/ Organizational Research Methods http://orm.sagepub. com/content/3... more Page 1. http://orm.sagepub.com/ Organizational Research Methods http://orm.sagepub. com/content/3/4/348 The online version of this article can be found at: DOI: 10.1177/109442810034003 2000 3: 348 Organizational Research ...
Journal of Management, 2008
The multiple needs model of justice was used to understand employee reactions to perceived discri... more The multiple needs model of justice was used to understand employee reactions to perceived discrimination. In particular, the fulfillment of the three needs discussed in that model-economic, interpersonal, and deontic (ethical)-were tested as consequences of perceived discrimination and as antecedents of job attitudes and turnover intentions. A representative sample of the U.S. workforce (N = 5,605) rated the three needs-fulfillment variables while also rating their perceptions of discrimination, job satisfaction, organizational commitment, and intent to leave. The proposed model was supported. This study extends research on perceived discrimination by proposing a role for the multiple needs model of justice through the use of a specific and important role for needs fulfillment. It also extends support for the multiple needs model of justice.
Journal of Applied Psychology, 1995
Page 1. Journal of Applied Psychology 1995, Vol. 80, No. 5,607-620 Copyright 1995 by the American... more Page 1. Journal of Applied Psychology 1995, Vol. 80, No. 5,607-620 Copyright 1995 by the American Psychological Association, Inc. 0021-9010/95/S3.00 Frame-of-Reference Effects on Personality Scale Scores and Criterion-Related Validity Mark J. Schmit University of Florida ...
Journal of Applied Psychology, 1993
Recent%20personnel%20selection%20studies%20have%20focused%20on%20the%205% 2Dfactor%20model%20of%2... more Recent%20personnel%20selection%20studies%20have%20focused%20on%20the%205% 2Dfactor%20model%20of%20personality%2E%20However%2C%20the%20stability%20of% 20this%20factor%20structure%20in%20job%20applicant%20populations%20has%20not% ...
Journal of Applied Psychology, 1992
... Test-Taking Dispositions: A Missing Link? ... Test-taking dispositions and motivation have be... more ... Test-Taking Dispositions: A Missing Link? ... Test-taking dispositions and motivation have been proposed as moderators of employment test validity. ...
International Journal of Selection and Assessment, 2005
Applied psychologists have long been interested in the relationship between applicant personality... more Applied psychologists have long been interested in the relationship between applicant personality and employment interview ratings. Analysis of data from two studies, one using a situational interview and one using a behavioral interview, suggests that the correlations of structured interview ratings with self-report measures of personality factors are generally rather low. Further, a small meta-analysis integrates these two studies and the limited previous literature to arrive at a similar conclusion -there is relatively little relationship between structured interviews and self-reported personality factors.
International Journal of Selection and Assessment, 2008
This study tested the idea that some personality variables are related to interpersonal aspects o... more This study tested the idea that some personality variables are related to interpersonal aspects of job performance primarily through interpersonal knowledge and skill, just as cognitive ability has been shown to be related to technical aspects of job performance primarily through technical knowledge and skill. We measured personality factors, cognitive ability, customer service knowledge (through a structured interview), customer service skill (through role-play simulations), and customer service performance (through supervisory ratings) in a sample of 140 retail store associates. As expected, results showed that interpersonally oriented personality characteristics are related to customer service knowledge even when effects of ability, conscientiousness, and experience are taken into account, and that customer service knowledge and skill together carry the indirect effects of personality characteristics, ability, and experience to customer service performance. We also found that conscientiousness moderates the relation between knowledge and performance such that knowledge predicts performance best for people who are highly conscientious.
Human Performance, 1997
... Contextual knowledge, contextual skills, and contextual habits affect contextual performance ... more ... Contextual knowledge, contextual skills, and contextual habits affect contextual performance by increasing the likelihood that people will perform behavioral episodes that have positive contribution values because they promote the viability of the social and organizational ...
... Louis, MO. Citation. Ryan, Ann Marie; Ployhart, Robert E.; Greguras, GJ; and Schmit, Mark J.,... more ... Louis, MO. Citation. Ryan, Ann Marie; Ployhart, Robert E.; Greguras, GJ; and Schmit, Mark J., "Predicting Applicant Withdrawal from Applicant Attitudes" (1997). Research Collection Lee Kong Chian School of Business. Paper 1974. ...
American Psychologist, 2004
The Internet has significantly changed the way people conduct business, communicate, and live. In... more The Internet has significantly changed the way people conduct business, communicate, and live. In this article, the authors' focus is on how the Internet influences the practice of psychology as it relates to testing and assessment. The report includes 5 broad sections: background and context, new problems yet old issues, issues for special populations, ethical and professional issues, and recommendations for the future. Special attention is paid to implications for people with disabling conditions and culturally and linguistically diverse persons. The authors conclude that ethical responsibilities of psychologists and current psychometric standards, particularly those regarding test reliability and validity, apply even though the way in which the tests are developed and used may be quite different.
... Louis, MO. Citation. Ryan, Ann Marie; Ployhart, Robert E.; Greguras, GJ; and Schmit, Mark J.,... more ... Louis, MO. Citation. Ryan, Ann Marie; Ployhart, Robert E.; Greguras, GJ; and Schmit, Mark J., "Predicting Applicant Withdrawal from Applicant Attitudes" (1997). Research Collection Lee Kong Chian School of Business. Paper 1974. ...
The International Journal of Organizational Analysis, 1996
... A series of studies with a Q-sort measure of climate and fit (the Organizational Fit Instrume... more ... A series of studies with a Q-sort measure of climate and fit (the Organizational Fit Instrument OFI) indicated ... of the measure, it may provide the organizational development practi-tioner or researcher with a sound and useful tool. Suggestions for future research are proposed. ...
The Internet has significantly changed the way people conduct business, communicate, and live. In... more The Internet has significantly changed the way people conduct business, communicate, and live. In this article, the authors' focus is on how the Internet influences the practice of psychology as it relates to testing and assessment. The report includes 5 broad sections: background and context, new problems yet old issues, issues for special populations, ethical and professional issues, and recommendations
Journal of Business and Psychology, 2001
Using generalizability theory, a partial reanalysis and reinterpretation of the Schmit et al. (19... more Using generalizability theory, a partial reanalysis and reinterpretation of the Schmit et al. (1995) data was conducted with undergraduate students who were asked to respond to both noncontextualized and work-specific versions of the NEO Five-Factor Inventory (Costa & McCrae, 1989) either honestly (N = 100) or as if they were applying for a job (N = 100). Results indicated that
Personnel Psychology, 1998
Research examining coaching effects on test performance and other outcomes in selection settings ... more Research examining coaching effects on test performance and other outcomes in selection settings has been limited despite an increase in test orientation programs. This study examined factors potentially related to self-selection into a test preparation program, the outcomes of such a program, and the differential effectiveness of the program. Attendees were more likely to be female, African American, and low in Stress Tolerance. After considering potential differences due to selfselection, attendance was unrelated to ability test performance, anxiety, or motivation levels. No evidence of the differential effectiveness of the program based on characteristics of attendees was found. Implications for research and practice related to test preparation programs in selection contexts are discussed.
Personnel Psychology, 2000
A common practice among practitioners and researchers doing crosscultural work is to transport pe... more A common practice among practitioners and researchers doing crosscultural work is to transport personality inventories developed in one country to another country of interest. This transport process is done with varying degrees of rigor and success. This paper describes the development of the Global Personality Inventory (GPI). The development process involved cross-cultural input from psychologists around the world following best practices that have been identified to date for each step of the development of a cross-cultural measure of personality. Construct validity studies including data from 11 countries and 10 languages are reported. Initial criterion-related validity evidence for inferences made from the GPI about job performance is presented. Examples of challenges and best practices are illustrated in the areas of construct development, item writing, item selection, translation, and data analysis.
Personnel Psychology, 1997
The role of test-taking attitudes in the decisions of applicants to withdraw from a selection pro... more The role of test-taking attitudes in the decisions of applicants to withdraw from a selection process was examined. Measures of test-taking attitudes were administered to 3,290 police officer applicants. Interviews were conducted with 618 applicantswho withdrew from the selection process. Comparative anxiety, motivation, and literacy scales were found to predict withdrawal, but the effects were quite small. African-Americans were more likely to withdraw. Small race differences were found on test attitude scales. The requirement of taking a test was not a major factor in applicant withdrawal; procedural fairness and several other factors appeared to play a greater role. A model of applicant withdrawal is proposed based on the qualitative data from applicants who withdrew.
Personnel Psychology, 1996
Recent evidence has suggested that attitudes-organizational effectiveness relations may exist. Re... more Recent evidence has suggested that attitudes-organizational effectiveness relations may exist. Relations between employee attitudes, organizational unit performance, customer satisfaction, and turnover were examined at the branch level for a large automobile finance company. Using data from 142 branches in 2 consecutive years, several significant relations between attitude factors and performance were observed. In addition, causal analyses conducted at the branch level suggested that customer satisfaction led to employee attitudes, rather than the opposite. Additional analyses to explain this result suggested that economic conditions and related factors might be the causal mechanism at the aggregated level. Other potential interpretations of these findings and caveats about generalizing organizational-level findings to the individual level are discussed.
Personnel Psychology, 1996
The temporary workforce has experienced tremendous growth in the past decade. Given the number of... more The temporary workforce has experienced tremendous growth in the past decade. Given the number of individuals employed by temporary help firms, it is surprising that so little attention has been given to EEO issues in this industry. The calculation of flow statistics in the temporary help industry presents some unique concerns because of the multiple status states (e.g., active, placed) an individual might hold. Difficulties in calculating compliance figures are illustrated with data from one temporary services firm. Record keeping recommendations are detailed.
Organizational Research Methods, 2000
Page 1. http://orm.sagepub.com/ Organizational Research Methods http://orm.sagepub. com/content/3... more Page 1. http://orm.sagepub.com/ Organizational Research Methods http://orm.sagepub. com/content/3/4/348 The online version of this article can be found at: DOI: 10.1177/109442810034003 2000 3: 348 Organizational Research ...
Journal of Management, 2008
The multiple needs model of justice was used to understand employee reactions to perceived discri... more The multiple needs model of justice was used to understand employee reactions to perceived discrimination. In particular, the fulfillment of the three needs discussed in that model-economic, interpersonal, and deontic (ethical)-were tested as consequences of perceived discrimination and as antecedents of job attitudes and turnover intentions. A representative sample of the U.S. workforce (N = 5,605) rated the three needs-fulfillment variables while also rating their perceptions of discrimination, job satisfaction, organizational commitment, and intent to leave. The proposed model was supported. This study extends research on perceived discrimination by proposing a role for the multiple needs model of justice through the use of a specific and important role for needs fulfillment. It also extends support for the multiple needs model of justice.
Journal of Applied Psychology, 1995
Page 1. Journal of Applied Psychology 1995, Vol. 80, No. 5,607-620 Copyright 1995 by the American... more Page 1. Journal of Applied Psychology 1995, Vol. 80, No. 5,607-620 Copyright 1995 by the American Psychological Association, Inc. 0021-9010/95/S3.00 Frame-of-Reference Effects on Personality Scale Scores and Criterion-Related Validity Mark J. Schmit University of Florida ...
Journal of Applied Psychology, 1993
Recent%20personnel%20selection%20studies%20have%20focused%20on%20the%205% 2Dfactor%20model%20of%2... more Recent%20personnel%20selection%20studies%20have%20focused%20on%20the%205% 2Dfactor%20model%20of%20personality%2E%20However%2C%20the%20stability%20of% 20this%20factor%20structure%20in%20job%20applicant%20populations%20has%20not% ...
Journal of Applied Psychology, 1992
... Test-Taking Dispositions: A Missing Link? ... Test-taking dispositions and motivation have be... more ... Test-Taking Dispositions: A Missing Link? ... Test-taking dispositions and motivation have been proposed as moderators of employment test validity. ...
International Journal of Selection and Assessment, 2005
Applied psychologists have long been interested in the relationship between applicant personality... more Applied psychologists have long been interested in the relationship between applicant personality and employment interview ratings. Analysis of data from two studies, one using a situational interview and one using a behavioral interview, suggests that the correlations of structured interview ratings with self-report measures of personality factors are generally rather low. Further, a small meta-analysis integrates these two studies and the limited previous literature to arrive at a similar conclusion -there is relatively little relationship between structured interviews and self-reported personality factors.
International Journal of Selection and Assessment, 2008
This study tested the idea that some personality variables are related to interpersonal aspects o... more This study tested the idea that some personality variables are related to interpersonal aspects of job performance primarily through interpersonal knowledge and skill, just as cognitive ability has been shown to be related to technical aspects of job performance primarily through technical knowledge and skill. We measured personality factors, cognitive ability, customer service knowledge (through a structured interview), customer service skill (through role-play simulations), and customer service performance (through supervisory ratings) in a sample of 140 retail store associates. As expected, results showed that interpersonally oriented personality characteristics are related to customer service knowledge even when effects of ability, conscientiousness, and experience are taken into account, and that customer service knowledge and skill together carry the indirect effects of personality characteristics, ability, and experience to customer service performance. We also found that conscientiousness moderates the relation between knowledge and performance such that knowledge predicts performance best for people who are highly conscientious.
Human Performance, 1997
... Contextual knowledge, contextual skills, and contextual habits affect contextual performance ... more ... Contextual knowledge, contextual skills, and contextual habits affect contextual performance by increasing the likelihood that people will perform behavioral episodes that have positive contribution values because they promote the viability of the social and organizational ...
... Louis, MO. Citation. Ryan, Ann Marie; Ployhart, Robert E.; Greguras, GJ; and Schmit, Mark J.,... more ... Louis, MO. Citation. Ryan, Ann Marie; Ployhart, Robert E.; Greguras, GJ; and Schmit, Mark J., "Predicting Applicant Withdrawal from Applicant Attitudes" (1997). Research Collection Lee Kong Chian School of Business. Paper 1974. ...
American Psychologist, 2004
The Internet has significantly changed the way people conduct business, communicate, and live. In... more The Internet has significantly changed the way people conduct business, communicate, and live. In this article, the authors' focus is on how the Internet influences the practice of psychology as it relates to testing and assessment. The report includes 5 broad sections: background and context, new problems yet old issues, issues for special populations, ethical and professional issues, and recommendations for the future. Special attention is paid to implications for people with disabling conditions and culturally and linguistically diverse persons. The authors conclude that ethical responsibilities of psychologists and current psychometric standards, particularly those regarding test reliability and validity, apply even though the way in which the tests are developed and used may be quite different.