Research Topics
| Paul R SackettSummaryAffiliation: University of Minnesota Country: USA Publications
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Detail Information
Publications
Personnel selectionPaul R Sackett
Department of Psychology, University of Minnesota, Minneapolis, Minnesota 55455, USA
Annu Rev Psychol 59:419-50. 2008....
High stakes testing in higher education and employment: appraising the evidence for validity and fairnessPaul R Sackett
Department of Psychology, University of Minnesota, Minneapolis, MN 55455, USA
Am Psychol 63:215-27. 2008....- The role of socioeconomic status in SAT-grade relationships and in college admissions decisionsPaul R Sackett
University of Minnesota, Minneapolis 55455, USA
Psychol Sci 23:1000-7. 2012.... - On reconciling conflicting meta-analytic findings regarding integrity test validityPaul R Sackett
Department of Psychology, N218 Elliott Hall, 75 East River Road, University of Minnesota, Minneapolis, MN 55455 0344, USA
J Appl Psychol 97:550-6. 2012..We call for increased detail in meta-analytic reporting and for better information sharing among the parties producing and meta-analytically integrating validity evidence... - Does socioeconomic status explain the relationship between admissions tests and post-secondary academic performance?Paul R Sackett
Department of Psychology, University of Minnesota, Minneapolis, MN 55455, USA
Psychol Bull 135:1-22. 2009..44. Thus, the vast majority of the test?academic performance relationship was independent of SES: The authors concluded that the test?grade relationship is not an artifact of common influences of SES on both test scores and grades... - A cautionary note on the effects of range restriction on predictor intercorrelationsPaul R Sackett
Department of Psychology, University of Minnesota, Minneapolis, MN 55455, USA
J Appl Psychol 92:538-44. 2007.... - Ability-performance relationships in education and employment settings: critical tests of the more-is-better and the good-enough hypothesesJustin J Arneson
Human Resource Research Organization, Minneapolis, Minnesota, USA
Psychol Sci 22:1336-42. 2011..Monotonicity was maintained in all instances. Contrary to the good-enough hypothesis, the ability-performance relationship was commonly stronger at the top end of the score distribution than at the bottom end... - Using SAT-grade and ability-job performance relationships to test predictions derived from stereotype threat theoryMichael J Cullen
Department of Psychology, University of Minnesota, Twin Cities, Minneapolis, MN 55455, USA
J Appl Psychol 89:220-30. 2004..Findings were not supportive of the predictions arising from stereotype threat theory, suggesting caution in positing threat as a key determinant of subgroup mean test score differences in applied settings... - Individual differences in course choice result in underestimation of the validity of college admissions systemsChristopher M Berry
Wayne State University, Department of Psychology, 5057 Woodward Ave, 7th Floor, Detroit, MI 48202, USA
Psychol Sci 20:822-30. 2009..This study provides new estimates of the criterion-related validity of SAT scores and high school GPAs, and highlights the care that must be taken in choosing appropriate criteria in validity studies... - Selective citation mars conclusions about test validity and predictive biasNathan R Kuncel
Department of Psychology, University of Minnesota, Minneapolis, MN 55455, USA
Am Psychol 62:145-6. 2007 - Retesting after initial failure, coaching rumors, and warnings against faking in online personality measures for selectionRichard N Landers
Department of Psychology, Old Dominion University, Norfolk, VA 23529, USA
J Appl Psychol 96:202-10. 2011..Results suggest that faking increases over time as the coaching rumor spreads but that warnings deter this spread. Evidence suggests that faking is indeed a problem in real-world selection settings... - Differential prediction and the use of multiple predictors: the omitted variables problemPaul R Sackett
Dept of Psychology, University of Minnesota, Elliott Hall, 75 East River Road, Minneapolis, MN 55455, USA
J Appl Psychol 88:1046-56. 2003.... - No easy solution to subgroup differencesNeal Schmitt
Department of Psychology, Michigan State University, East Lansing, MI 48824-1117, USA
Am Psychol 57:305-6. 2002 - Educational attainment as a proxy for cognitive ability in selection: effects on levels of cognitive ability and adverse impactChristopher M Berry
Department of Psychology, University of Minnesota, Minneapolis, MN 55455, USA
J Appl Psychol 91:696-705. 2006..Finally, adverse impact is examined for selection using educational attainment, compared with selection on the basis of cognitive ability... - Investigating differential prediction by gender in employment-oriented personality measuresSyed Saad
Industrial Relations Center, University of Minnesota, USA
J Appl Psychol 87:667-74. 2002..Findings of overprediction of female performance parallel those of research investigating differential prediction by race in the ability domain... - Interpersonal deviance, organizational deviance, and their common correlates: a review and meta-analysisChristopher M Berry
Department of Psychology, University of Minnesota, Twin Cities Campus, USA
J Appl Psychol 92:410-24. 2007..Correlations with organizational justice were small to moderate, and correlations with demographic variables were generally negligible... - On interpreting stereotype threat as accounting for African American-White differences on cognitive testsPaul R Sackett
Department of Psychology, University of Minnesota, Twin Cities Campus, Elliott Hall, 75 E River Road, Mineapolis, MN 55455, USA
Am Psychol 59:7-13. 2004..The authors caution against interpreting the Steele and Aronson experiment as evidence that stereotype threat is the primary cause of African American-White differences in test performance... - A comment on sampling error in the standardized mean difference with unequal sample sizes: avoiding potential errors in meta-analytic and primary researchRoxanne M Laczo
Department of Psychology, University of Minnesota, Minneapolis, MN 55455-0344, USA
J Appl Psychol 90:758-64. 2005..Correcting rs for unequal sample sizes, but using the standard formula for sampling error in uncorrected r, can result in bias. The authors offer a set of recommendations for conducting meta-analyses of group differences... - The operational validity of a video-based situational judgment test for medical college admissions: illustrating the importance of matching predictor and criterion construct domainsFilip Lievens
Department of Personnel Management and Work and Organizational Psychology, Ghent University, Ghent, Belgium
J Appl Psychol 90:442-52. 2005..The SJT became more valid through the years. This demonstrates the importance of carefully specifying predictor- criterion linkages and of differentiating both predictor and criterion constructs... - Personality assessment across selection and development contexts: insights into response distortionJill E Ellingson
Department of Management and Human Resources, Fisher College of Business, Ohio State University, Columbus, OH 43210, USA
J Appl Psychol 92:386-95. 2007..Scale-score analyses both within and across contexts revealed a limited degree of response distortion... - Video-based versus written situational judgment tests: a comparison in terms of predictive validityFilip Lievens
Department of Personnel Management and Work and Organizational Psychology, Ghent University, Ghent, Belgium
J Appl Psychol 91:1181-8. 2006..These findings suggest that SJT format changes be made with caution and that validation evidence is needed when changes are proposed... - Combining predictors to achieve optimal trade-offs between selection quality and adverse impactWilfried De Corte
Department of Data Analysis, Ghent University, Belguim
J Appl Psychol 92:1380-93. 2007..g., validity estimates, predictor intercorrelations, subgroup mean differences on the predictors and criteria) are available from either a local validation study or meta-analytic research... - Situational judgment tests in high-stakes settings: issues and strategies with generating alternate formsFilip Lievens
Department of Personnel Management and Work and Organizational Psychology, Ghent University, Ghent, Belgium
J Appl Psychol 92:1043-55. 2007..The contributions, implications, and limitations of these results for the development of situational judgment tests and high-stakes testing are discussed... - Predicting adverse impact and mean criterion performance in multistage selectionWilfried De Corte
Ghent University, Department of Data Analysis, Ghent, Belgium
J Appl Psychol 91:523-37. 2006..Finally, the authors indicate how the method can be integrated into a broader analytical framework to design multistage selection decisions that achieve intended levels of selection cost, workforce quality, and workforce diversity...