Neal Schmitt - Academia.edu (original) (raw)

Papers by Neal Schmitt

Research paper thumbnail of Measuring and analyzing behavior in organizations: Advances in measurement and data analysis

Research paper thumbnail of Positive and negative cue redundancy in multiple cue probability learning

Research paper thumbnail of Inequity in the Performance Evaluation Process: How You Rate Me Affects How I Rate You

Journal of personnel evaluation in education, Jun 1, 2002

The current study examined issues of leniency in the ratings provided by students for their instr... more The current study examined issues of leniency in the ratings provided by students for their instructors. Based on equity theory from the psychological literature, we proposed that individuals would consider the evaluations that they expect to receive in concurrent classes when ...

Research paper thumbnail of Likability and Similarity as Potential Sources of Predictor-Related Criterion Bias in Validation Research

Organizational Behavior and Human Decision Processes, 1996

Research paper thumbnail of Profile-Matching Selection Procedures

Wiley Encyclopedia of Management, 2015

Profile matching involves matching the scores of an individual to some target profile. Matching i... more Profile matching involves matching the scores of an individual to some target profile. Matching indices are complicated by the fact that profiles can differ in both shape and level. Profile matching requires that individual scores be reliable and relatively uncorrelated. Keywords: profiles; matching; selection; reliability; intercorrelation

Research paper thumbnail of Biodata Inventory

Research paper thumbnail of An analysis of the role and trait components of sex-biased occupational beliefs

Sex Roles, 1982

This study investigated the role and trait components of sex-biased occupational beliefs. A repea... more This study investigated the role and trait components of sex-biased occupational beliefs. A repeated-measures analysis of variance design was used to assess the agreement patterns of 198 female and male undergraduates to three types of sentences: (1) traits necessary for a variety of occupations (job requisites); (2) the relative possession of these traits by men and women (traits); and (3) the relative suitability of women or men for these occupations (roles). A significant sex of subject by sentence type interaction was found, indicating that the sex of the subjects as well as the type of sentence (job, role, or trait) contributed to overall occupational beliefs. Moreover, tests of the simple main effects revealed that sentence type was significant for both females and males, and that sex was significant within two of the three levels of sentence type: fob requisites and role statements. The results indicated that greater understanding of occupational stereotyping may be attained through research aimed at distinguishing between role and trait components of job stereotypes.

Research paper thumbnail of The influence of sex bias upon compliance with expert power

Research paper thumbnail of Cost-Benefit Determinants of Decision Process and Accuracy

Organizational Behavior and Human Decision Processes, 1993

Research paper thumbnail of The Use Of Analysis Of Covariance Structures To Assess Beta And Gamma Change

Multivariate Behavioral Research, 1982

Detection of alpha, beta, and gamma change in assessments of organizational intervention have bee... more Detection of alpha, beta, and gamma change in assessments of organizational intervention have been problematic because of lack of clear definition of beta and gamma change and/or methods to assess such change. The present paper applies an analysis of covariance structures to this problem using pre and post employment responses to a questionnaire assessing human needs. An analysis of data transformed in a manner consistent with theoretical definitions of beta change indicated the presence of such change and further supported the use of the procedure.

Research paper thumbnail of A model of career success: A longitudinal study of emergency physicians

Journal of Vocational Behavior, 2008

Objective and subjective career success were hypothesized to mediate the relationships between so... more Objective and subjective career success were hypothesized to mediate the relationships between sociodemographic variables, human capital indices, individual difference variables, and organizational sponsorship as inputs and a retirement decision and intentions to leave either the specialty of emergency medicine (EM) or medicine as output variables. Objective career success operationalized as the number of leadership positions held did not mediate the

Research paper thumbnail of Method bias: The importance of theory and measurement

Journal of Organizational Behavior, 1994

... It is frequently argued that method effects would not produce complex moderator or media-tor ... more ... It is frequently argued that method effects would not produce complex moderator or media-tor effects ... steps to provide for measurement and/or control of the method effect and perhaps ... Cer-tainly, the impression management form of social desirability would seem like a plausible ...

Research paper thumbnail of The Racial Digital Divide: Motivational, Affective, and Cognitive Correlates of Internet Use1

Journal of Applied Social Psychology, 2001

Research paper thumbnail of Interrater agreement in dimensionality and combination of assessment center judgments

Journal of Applied Psychology, 1977

Research paper thumbnail of Adverse impact and predictive efficiency of various predictor combinations

Journal of Applied Psychology, 1997

The effects of number of predictors, predictor intercorrelations, validity, and level of subgroup... more The effects of number of predictors, predictor intercorrelations, validity, and level of subgroup difference on composite validity, adverse impact ratios, and mean subgroup difference associated with various predictor composites, including and excluding a ' 'high impact'' ability measure, were assessed. The size of subgroup differences is substantially smaller when low-impact predictors are combined with a high-impact predictor, but hiring ratios for majority and minority groups still indicate a prima facie case of discrimination, using the fourth-fifths rule for most predictor-criterion combinations. However, the validity of a composite of alternate predictors and cognitive ability may exceed the validity of cognitive ability alone and reduce the size of subgroup differences.

Research paper thumbnail of Estimates of cross-validity for stepwise regression and with predictor selection

Journal of Applied Psychology, 1999

ABSTRACT

Research paper thumbnail of Traditional tests and job simulations: Minority and majority performance and test validities

Journal of Applied Psychology, 2001

Performance of 565 minority and 414 majority job applicants on traditional paper-and-pencil tests... more Performance of 565 minority and 414 majority job applicants on traditional paper-and-pencil tests and on a telephone simulation that measured similar constructs was assessed. Models of the measurement characteristics of these 2 test batteries indicated larger subgroup mean differences on the traditional tests than on the simulation. Correlations between traditional tests were lower in the majority sample than in the minority sample, and the variance of the minority candidates' scores on the traditional tests was much larger than the variance of majority applicants' scores on the same measures. The validity of the simulation was lower than the validity of the traditional tests. This study replicates previous laboratory research that has indicated smaller subgroup differences on simulations than on paper-and-pencil tests and extends this research by providing evidence of the relative validity of these 2 types of measures. Evidence from individual empirical studies, as well as metaanalytic reviews of those studies, has shown that cognitive ability tests provide valid prediction of performance in most, if not all, jobs in the U.

Research paper thumbnail of An exercise design approach to understanding assessment center dimension and exercise constructs

Journal of Applied Psychology, 1992

A robust finding in assessment center research is that ratings cluster according to exercises and... more A robust finding in assessment center research is that ratings cluster according to exercises and not dimensions. Seeking further understanding of exercise effects, we proposed two exercise-based factors, exercise form and exercise content, as sources of variance in assessment center ratings. Exercise designs were manipulated so that two levels of form (leaderless group discussions and role play exercises) were crossed with two levels of content (cooperative and competitive task designs). Analysis of variance and confirmatory factor analysis procedures applied to multitrait-multimethod ratings of 89 high school student assessees revealed that most of the variance in the ratings was explained by exercises and not dimensions. Exercise form accounted for 16% of method variance, whereas exercise content had near zero effect. The form effect was primarily due to higher correlations of dimension ratings across role play exercises. Practical implications and future directions for exercise design research are discussed. This research was conducted as part of Jeffrey R. Schneider's master's thesis requirement at Michigan State University, under the direction of Neal Schmitt. Jeffrey R. Schneider would also like to thank Daniel R. Ilgen and J. Kevin Ford for their assistance as members of his thesis committee and three anonymous reviewers for their comments on this article. We also thank Paul Stemmer and William Brown for all of their efforts associated with this project and the Michigan Department of Education for their support.

Research paper thumbnail of Reactions to cognitive ability tests: The relationships between race, test performance, face validity perceptions, and test-taking motivation

Journal of Applied Psychology, 1997

The relationships among race, face validity perceptions, test-taking motivation, and test perform... more The relationships among race, face validity perceptions, test-taking motivation, and test performance on a cognitive ability test were examined. Undergraduates completed 2 parallel cognitive ability tests and a test reactions measure. Results showed that testtaking motivation was related positively to subsequent performance on a parallel test even after the effects of race and performance on the first test were controlled. The effect of race on subsequent test performance was found to be mediated partially by motivation that provided evidence that some portion of the Black-White difference in test performance may be explained through differences in test-taking motivation. Results also indicated that Black-White differences in face validity perceptions of the test may be a function of Black-White differences in test performance. Face validity perceptions of the test affected subsequent performance on the parallel test but only indirectly through test-taking motivation. Recent research in personnel selection has begun to focus attention on test reactions or examinee attitudes to selection procedures (e.g.

Research paper thumbnail of Internal analyses of task ratings by job incumbents

Journal of Applied Psychology, 1989

Research paper thumbnail of Measuring and analyzing behavior in organizations: Advances in measurement and data analysis

Research paper thumbnail of Positive and negative cue redundancy in multiple cue probability learning

Research paper thumbnail of Inequity in the Performance Evaluation Process: How You Rate Me Affects How I Rate You

Journal of personnel evaluation in education, Jun 1, 2002

The current study examined issues of leniency in the ratings provided by students for their instr... more The current study examined issues of leniency in the ratings provided by students for their instructors. Based on equity theory from the psychological literature, we proposed that individuals would consider the evaluations that they expect to receive in concurrent classes when ...

Research paper thumbnail of Likability and Similarity as Potential Sources of Predictor-Related Criterion Bias in Validation Research

Organizational Behavior and Human Decision Processes, 1996

Research paper thumbnail of Profile-Matching Selection Procedures

Wiley Encyclopedia of Management, 2015

Profile matching involves matching the scores of an individual to some target profile. Matching i... more Profile matching involves matching the scores of an individual to some target profile. Matching indices are complicated by the fact that profiles can differ in both shape and level. Profile matching requires that individual scores be reliable and relatively uncorrelated. Keywords: profiles; matching; selection; reliability; intercorrelation

Research paper thumbnail of Biodata Inventory

Research paper thumbnail of An analysis of the role and trait components of sex-biased occupational beliefs

Sex Roles, 1982

This study investigated the role and trait components of sex-biased occupational beliefs. A repea... more This study investigated the role and trait components of sex-biased occupational beliefs. A repeated-measures analysis of variance design was used to assess the agreement patterns of 198 female and male undergraduates to three types of sentences: (1) traits necessary for a variety of occupations (job requisites); (2) the relative possession of these traits by men and women (traits); and (3) the relative suitability of women or men for these occupations (roles). A significant sex of subject by sentence type interaction was found, indicating that the sex of the subjects as well as the type of sentence (job, role, or trait) contributed to overall occupational beliefs. Moreover, tests of the simple main effects revealed that sentence type was significant for both females and males, and that sex was significant within two of the three levels of sentence type: fob requisites and role statements. The results indicated that greater understanding of occupational stereotyping may be attained through research aimed at distinguishing between role and trait components of job stereotypes.

Research paper thumbnail of The influence of sex bias upon compliance with expert power

Research paper thumbnail of Cost-Benefit Determinants of Decision Process and Accuracy

Organizational Behavior and Human Decision Processes, 1993

Research paper thumbnail of The Use Of Analysis Of Covariance Structures To Assess Beta And Gamma Change

Multivariate Behavioral Research, 1982

Detection of alpha, beta, and gamma change in assessments of organizational intervention have bee... more Detection of alpha, beta, and gamma change in assessments of organizational intervention have been problematic because of lack of clear definition of beta and gamma change and/or methods to assess such change. The present paper applies an analysis of covariance structures to this problem using pre and post employment responses to a questionnaire assessing human needs. An analysis of data transformed in a manner consistent with theoretical definitions of beta change indicated the presence of such change and further supported the use of the procedure.

Research paper thumbnail of A model of career success: A longitudinal study of emergency physicians

Journal of Vocational Behavior, 2008

Objective and subjective career success were hypothesized to mediate the relationships between so... more Objective and subjective career success were hypothesized to mediate the relationships between sociodemographic variables, human capital indices, individual difference variables, and organizational sponsorship as inputs and a retirement decision and intentions to leave either the specialty of emergency medicine (EM) or medicine as output variables. Objective career success operationalized as the number of leadership positions held did not mediate the

Research paper thumbnail of Method bias: The importance of theory and measurement

Journal of Organizational Behavior, 1994

... It is frequently argued that method effects would not produce complex moderator or media-tor ... more ... It is frequently argued that method effects would not produce complex moderator or media-tor effects ... steps to provide for measurement and/or control of the method effect and perhaps ... Cer-tainly, the impression management form of social desirability would seem like a plausible ...

Research paper thumbnail of The Racial Digital Divide: Motivational, Affective, and Cognitive Correlates of Internet Use1

Journal of Applied Social Psychology, 2001

Research paper thumbnail of Interrater agreement in dimensionality and combination of assessment center judgments

Journal of Applied Psychology, 1977

Research paper thumbnail of Adverse impact and predictive efficiency of various predictor combinations

Journal of Applied Psychology, 1997

The effects of number of predictors, predictor intercorrelations, validity, and level of subgroup... more The effects of number of predictors, predictor intercorrelations, validity, and level of subgroup difference on composite validity, adverse impact ratios, and mean subgroup difference associated with various predictor composites, including and excluding a ' 'high impact'' ability measure, were assessed. The size of subgroup differences is substantially smaller when low-impact predictors are combined with a high-impact predictor, but hiring ratios for majority and minority groups still indicate a prima facie case of discrimination, using the fourth-fifths rule for most predictor-criterion combinations. However, the validity of a composite of alternate predictors and cognitive ability may exceed the validity of cognitive ability alone and reduce the size of subgroup differences.

Research paper thumbnail of Estimates of cross-validity for stepwise regression and with predictor selection

Journal of Applied Psychology, 1999

ABSTRACT

Research paper thumbnail of Traditional tests and job simulations: Minority and majority performance and test validities

Journal of Applied Psychology, 2001

Performance of 565 minority and 414 majority job applicants on traditional paper-and-pencil tests... more Performance of 565 minority and 414 majority job applicants on traditional paper-and-pencil tests and on a telephone simulation that measured similar constructs was assessed. Models of the measurement characteristics of these 2 test batteries indicated larger subgroup mean differences on the traditional tests than on the simulation. Correlations between traditional tests were lower in the majority sample than in the minority sample, and the variance of the minority candidates' scores on the traditional tests was much larger than the variance of majority applicants' scores on the same measures. The validity of the simulation was lower than the validity of the traditional tests. This study replicates previous laboratory research that has indicated smaller subgroup differences on simulations than on paper-and-pencil tests and extends this research by providing evidence of the relative validity of these 2 types of measures. Evidence from individual empirical studies, as well as metaanalytic reviews of those studies, has shown that cognitive ability tests provide valid prediction of performance in most, if not all, jobs in the U.

Research paper thumbnail of An exercise design approach to understanding assessment center dimension and exercise constructs

Journal of Applied Psychology, 1992

A robust finding in assessment center research is that ratings cluster according to exercises and... more A robust finding in assessment center research is that ratings cluster according to exercises and not dimensions. Seeking further understanding of exercise effects, we proposed two exercise-based factors, exercise form and exercise content, as sources of variance in assessment center ratings. Exercise designs were manipulated so that two levels of form (leaderless group discussions and role play exercises) were crossed with two levels of content (cooperative and competitive task designs). Analysis of variance and confirmatory factor analysis procedures applied to multitrait-multimethod ratings of 89 high school student assessees revealed that most of the variance in the ratings was explained by exercises and not dimensions. Exercise form accounted for 16% of method variance, whereas exercise content had near zero effect. The form effect was primarily due to higher correlations of dimension ratings across role play exercises. Practical implications and future directions for exercise design research are discussed. This research was conducted as part of Jeffrey R. Schneider's master's thesis requirement at Michigan State University, under the direction of Neal Schmitt. Jeffrey R. Schneider would also like to thank Daniel R. Ilgen and J. Kevin Ford for their assistance as members of his thesis committee and three anonymous reviewers for their comments on this article. We also thank Paul Stemmer and William Brown for all of their efforts associated with this project and the Michigan Department of Education for their support.

Research paper thumbnail of Reactions to cognitive ability tests: The relationships between race, test performance, face validity perceptions, and test-taking motivation

Journal of Applied Psychology, 1997

The relationships among race, face validity perceptions, test-taking motivation, and test perform... more The relationships among race, face validity perceptions, test-taking motivation, and test performance on a cognitive ability test were examined. Undergraduates completed 2 parallel cognitive ability tests and a test reactions measure. Results showed that testtaking motivation was related positively to subsequent performance on a parallel test even after the effects of race and performance on the first test were controlled. The effect of race on subsequent test performance was found to be mediated partially by motivation that provided evidence that some portion of the Black-White difference in test performance may be explained through differences in test-taking motivation. Results also indicated that Black-White differences in face validity perceptions of the test may be a function of Black-White differences in test performance. Face validity perceptions of the test affected subsequent performance on the parallel test but only indirectly through test-taking motivation. Recent research in personnel selection has begun to focus attention on test reactions or examinee attitudes to selection procedures (e.g.

Research paper thumbnail of Internal analyses of task ratings by job incumbents

Journal of Applied Psychology, 1989