Application form items as predictors of performance and longevity among respiratory therapists: a multiple regression analysis.
Errors in employee selection and consequent high turnover rates are expensive and can result in poor staff morale and possible harm to patients and personnel.


METHODS
We investigated the predictive validity of commonly used application blank items as measures of future performance, absenteeism, tardiness, and tenure (the criterion variables) among 100 hospital-employed respiratory therapists and looked at the relationships among the criterion variables.


RESULTS
Regression analysis showed the most significant predictive variables to be grade point average in respiratory therapy school, college education in addition to respiratory therapy training (particularly an associate degree in health sciences or a baccalaureate degree), and, surprisingly, the neatness of the application form itself. No important differences were found among the types of respiratory therapy program attended or the length of previous respiratory therapy experience.


CONCLUSIONS
The data offer cautious evidence for the validity of some application items to predict some employee behaviors. The relatively low correlations among the criterion variables (absenteeism, tardiness, tenure, and performance) suggest that these items may be assessing substantially different aspects of employee behavior.
Stanford University Medical Center, CA 94305.
P
P
Gurza-Dully
M
M
Melaney
D000041:Absenteeism; D002140:California; D004650:Employee Performance Appraisal / Q000706:statistics & numerical data*; D005544:Forecasting; D006745:Hospital Bed Capacity, 300 to 499; D006801:Humans; D007586:Job Application; D010560:Personnel Selection / Q000379:methods* / Q000592:standards; D010563:Personnel Turnover / Q000706:statistics & numerical data; D012044:Regression Analysis; D012138:Respiratory Therapy / Q000193:education; D012139:Respiratory Therapy Department, Hospital; D000078329:Workforce