Job-specific applicant pools and national norms for personality scales: implications for range-restriction corrections in validation research.
This article compares variability in national norms to variability in job-specific applicant pools for personality scales. Across 23,231 job applicants for 111 jobs, we found that job-specific applicant pools were slightly less variable than broad normative data (by about 4%) based on a national norm sample of 40,474 job applicants. For some personality variables, the amount of variability reduction correlated with work characteristics as captured by the Data, People and Things scales of the Dictionary of Occupational Titles (US Department of Labor, 1977). Most correlations were small in magnitude. In general, the small reductions in job-specific applicant pool variability provide evidence that researchers' decisions to use manual norm group standard deviations in range restriction corrections has not appreciably inflated the personality-criterion relationships studied. Implications for attraction and gravitation to jobs are discussed.
Ones
Deniz S
DS
Department of Psychology, University of Minnesota, Minneapolis 55455, USA. deniz.s.ones-1@tc.umn.edu
Viswesvaran
Chockalingam
C
D002755:Choice Behavior; D004651:Employment / Q000592:standards*; D006801:Humans; D010551:Personality; D010555:Personality Inventory; D015203:Reproducibility of Results; D011795:Surveys and Questionnaires; D000078329:Workforce