Chequeos de referencias, habilidad mental general y experienciaUn estudio de validez de constructo

Bibliographic References

• Aamodt, M. G. (1999). Applied Industrial / Organizational Psychology. Belmont, CA; Wadsworth Publishing Com pany.
• Aamodt, M. G., Bryan, d. A., & Whitcomb, A. J. (1993). Predicting performance with letters of recommendation. Public Personnel Management, 22, 81-90.
• Aamodt, M. G., Nagy, M. S., & Thompson, N. (1998). Employment References: who are we talking about? Paper presented at the Annual Meeting of the International management Association. Assessment Council. June, 22, 1998. Chicago, Il.
• Alexander, R. A., Carson, K. P., Alliger, G., & Carr, L. (1987). Correcting doubly truncated correlations: An improved approximation for correcting the bivariate normal correlation when truncation has occurred on both variables. Educational and Psychological Measurement, 47, 309-315.
• Beason, G., & Belt, J. A. (1976). Verifying applicants´ backgrounds. Personnel Journal, 55, 345-348.
• Bevan, S., & Fryatt, J. (1988). Employee selection in the UK. Brighton, UK: Institute of Manpower Studies.
• Bingham, W. V. (1926). The three functions of the interview in employment. Management Review, VX, 36
• Block, J. (1995). A contrarian view of the five-factor approach to personality description. Psychological Bulletin, 117, 187-215.
• Browning, R. C. (1968).Validity of reference ratings from previous employers. Personnel Psychology, 21, 389-393.
• Bryan, d. A. (1992). differences in trait interpretation between Black and White professional when evaluating letters of recommendation. Applied Human Resources Management Research, 3, 130-161.
• Carroll, S.J., & Nash,A. N. (1970). The evaluation of performance. University of Maryland. Unpublished manuscript.
• Carroll, S. J., & Nash, A. N. (1972). Effectiveness of a forced-choice reference check. Personnel Administration, March-April, S. 42-46.
• Ceci, S. J., & Peters, d. (1984). Letters of reference. A naturalistic study of the effects of confidentially. American Psychologist, 39, 29-31.
• Clark, T. (1992). Management selection by executive recruitment consultancies. Journal of Managerial Psychology, 7, 3-10.
• Cook, M. (1988). Personnel selection and productivity. London. Wiley.
• Cronbach, L. J., & Meehl, P. E. (1955). Construct validity in psychological tests. Psychological Bulletin, 52, 281-302.
• Goldberg, L. R. (1990). An alternative “description of personality”: The Big-Five factor structure. Journal of Personality and Social Psychology, 59, 1216-1229.
• Goldberg, L. R. (1992). The development of markers for the Big-Five factor structure. Psychological Assessment, 4, 26-42.
• Handyside, J. d., & duncan, d. C. (1954). Four years later: a follow-up of an experiment in selecting supervisors. Occupational Psychology, 28, 9-23.
• Heneman, H. G., & Heneman, R. (1994). Staffing Organizations. Homewood, IL: Austen. Press-Irwin.
• Hunter, J. E., & Hunter, R. F. (1984). Validity and utility of alternative predictors of job performance. Psychological Bulletin, 96, 72-95.
• Hunter, J. E., & Schmidt, F. L. (2004). Methods of metaanalysis: correcting for error and bias in research findings (2nd edition). Newbury Park, CA; Sage.
• Hyde, B. (1982). First job references: a different ballgame. Personnel Management, 14, 5.
• IRS (1991). The state of selection: 1. Current practices and main results. Industrial Relations Services. Recruitment and Development Report, 16, 2-9.
• John, O. P. (1989). Towards a taxonomy of personality descriptors. En d. M. Buss & N. Cantor (Eds.), Personality Psychology: Recent Trends and Emerging Directions (pp. 261-271). New York: Springer-Verlag.
• Kingston, N. (1971). Selecting managers. a survey of current practice in 200 companies. London, UK: British Institute of Management.
• Knouse, S. B. (1983). The letter of recommendation: Specificity and favorability of information. Personnel Psychology, 36, 331-341.
• Kryger, B. F., & Shikiar, R. (1978). Sexual discrimination in the use of the letters of recommendation: A case of reverse discrimination. Journal of Applied Psychology, 63, 309-314.
• Lado, M. (2001). Validez de constructo y de criterio de las referencias personales. Tesis doctoral. Universidad de Santiago de Compostela.
• Loher, B. T., Hazer, J. T., Tsai, A., Tilton, K., & James, J. (1997). Letters of reference: A process approach. Journal of Business and Psychology, 11, 339-356.
• Marsden, P. V. (1994). Selection methods in U.S. establishments. Acta Sociologica, 37, 287-301.
• McCrae, R. R., & Costa, P. T., Jr. (1991). Adding Liebe und Arbeit: The full five-factor model and well-being. Personality and Social Psychology Bulletin, vol 17, No 2, 227-232.
• Mehrabian, A. (1965). Communication length as an index of communication attitude. Psychological Reports, 17, 519-522.
• Milkovich, G. T., & Boudreau, J. W. (1994). Dirección y Administración de Recursos Humanos: Un enfoque de estrategia. Bogotá, Colombia: Addison-Wesley Iberoamericana, Wilmington.
• Moscoso, S. (1999). Validez de constructo de la entrevista de selección. Tesis doctoral. Universidad de Santiago de Compostela.
• Mosel, J. N., & Goheen, H. W. (1958). The validity of the employment recommendation questionnaire in personnel selection: I. Skilled Traders. Personnel Psychology, 11, 4, 481-490.
• Mosel, J. N., & Goheen, H. W. (1959). The employment recommendation questionaire: III. Validity of different types of references. Personnel Psychology, 12, 469-477.
• Murden, R., Galloway, G. M., Reid, J. C., & Colwill, J. M. (1978). Academic and personal predictors of clinical success in medical school. Journal of Medical Education, 53, 711-719.
• Nash, A. L. (1970). A methodological suggestion for constructing forced choice scales. Experimental Journal of the APA.
• Nash, A. N. y Carroll, S. J., Jr. (1970a). A hard look at the reference check: its modest worth can be improved. Business Horizons, 13, 43-49.
• Nash, A. N., & Carroll, S. J., Jr. (1970b). Improving the validity of a forced choice reference check with rater and job characteristics moderators. Proceedings of the 78th Annual Convention. American Psychological Association, pp. 577-578.
• National Industrial Conference Board (1965): Personnel practices in factory and office: Nonmanufactoring. Studies in personnel policy, no. 197. New York: NICB.
• Pearson, K. (1908). On the influence of double selection on the variation and correlation of two characteristics. Biometrika, 8, 437-443.
• Peres, S. H., & Garcia, J. R. (1962). Validity and dimensions of descriptive adjectives used in reference letters for engineering applicants. Personnel Psychology, 15, 279-296.
• Pyron, H. C. (1970). The use and misuse of previous employer references in hiring. Management of Personnel Quarterly, 9, 15-22.
• Rhea, B. d. (1966). Validation of O.C.S. selection instruments. The relationship of OCS selection measures to OCS performance. U.S. Naval Personnel Research Activity. Technical Bulletin STB 66-18, San diego, California.
• Robertson, I. T., & Makin, P. J. (1986). Management selection in Britain: A survey and a critique. Journal of Occupational Psychology, 59, 45-57.
• Ryan, A. M., McFarland, L., Baron, H., & Page, R. (1999). An international look at selection practices: nation and culture as explanations for variability in practice. Personnel Psychology, 52, 359 - 391.
• Salgado, J. F. (1998). Big five personality dimensions and job performance in army and civil occupations: A European perspective. Human Performance, 11, 271-288.
• Salgado, J. F., Anderson, N., Moscoso, S., Bertua, C., & de Fruyt, F. (2003a). International Validity Generalization of GMA and Cognitive Abilities: A European Community Meta-analysis. Personnel Psychology, 56, 573-605.
• Salgado, J. F., Anderson, N., Moscoso, S., Bertua, C., de Fruyt, F., & Rolland, J. P. (2003b). A Meta-Analytic Study of General Mental Ability Validity for different Occupations in the European Community. Journal of Applied Psychology, Vol 88(6), dec 2003, 1068-1081.
• Salgado, J. F., Lado, M., Alvarez, Y. y Moscoso, S. (2001). Relationship between GMA and experience with personal references. departamento de Psicología Social y Básica. Universidad de Santiago de Compostela. Manuscrito no publicado.
• Schmidt, F. L. (1993). Personnel Psychology at the cutting edge. In N. Schmitt & W. Borman (Eds.), Personnel Selection in organizations (pp. 497-515). San Francisco, CA: Jossey Bass.
• Schmidt, F. L., & Hunter, J. E. (1998). The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings. Psychological Bulletin, 124, 262- 274.
• Schmidt, F. L., & Rader, M. (1999). Exploring the boundary conditions for interview validity: meta-analytic validity findings for a new interview type. Personnel Psychology, 52(2), 445-464.
• Schmitt, N. W., & Klimoski, R. J. (1991). Research methods in human resources management. Cincinnati, OH: South –Western Publishing.
• Shackleton, V., & Newell, S. (1994). European management selection methods: A comparison of five countries. International Journal of Selection and Assessment, 2, 91- 102.
• Shaffer, d. R., & Tomarelli, M. (1981). Bias in the ivory tower: An unintended consequence of the Buckley Amendment for graduate admissions? Journal of Applied Psychology, 66, 7-11.
• Wells, d. G., y Fruchter, B. (1970). Correcting the correlation coefficient for explicit restriction on both variables. Educational and Psychological Measurement, 30, 925- 934.
• Wiens, A. N., Jackson, R. H., Manaugh, T. S., & Matarazzo, J. d. (1969). Communication length as an index of communicator attitude: a replication. Journal of Applied Psychology, 53, 4, 264-266.