Corrections for criterion reliability in validity generalizationThe consistency of hermes, the utility of midas

  1. Jesús F. Salgado
  2. Silvia Moscoso
  3. Neil Anderson
Revista:
Revista de psicología del trabajo y de las organizaciones = Journal of work and organizational psychology

ISSN: 1576-5962

Ano de publicación: 2016

Volume: 32

Número: 1

Páxinas: 17-23

Tipo: Artigo

DOI: 10.1016/J.RPTO.2015.12.001 DIALNET GOOGLE SCHOLAR lock_openAcceso aberto editor

Outras publicacións en: Revista de psicología del trabajo y de las organizaciones = Journal of work and organizational psychology

Obxectivos de Desenvolvemento Sustentable

Resumo

En la literature se critica el uso de los coeficientes interjueces para corregir por la fiabilidad del criterio en los estudios de generalización de la validez (GV) y cuestionan si .52 es un estimador preciso y no dudoso de la fiabilidad interjueces de las valoraciones del desempeno˜ global en el trabajo. En este articulo, presentamos un meta-análisis de segundo orden de tres estudios meta-analíticos independientes sobre la fiabilidad interjueces de las valoraciones del desempeno˜ en el trabajo y hacemos diversos comentarios y reflexiones sobre el artículo de LeBreton et al. Los resultados de nuestro meta-análisis indican que la fiabilidad interjueces es .52 (k = 66, N = 18.582, SD = .105) para un único supervisor. Nuestras principales conclusiones son: (a) el valor de .52 es un estimador preciso de la fiabilidad interjueces del desempeno˜ global en el trabajo para un único valorador, (b) no es razonable concluir que los estudios de GV que han usado .52 como valor de la fiabilidad del criterio tengan una fundamentación estadística poco segura, (c) sobre la base de la fiabilidad interjueces, la fiabilidad test-retest y el coeficiente alfa, los juicios del supervisor son una medida útil y adecuada del desempeno˜ en el trabajo y pueden ser usados con confianza como criterio, (d) la corrección de la validez por falta de fiabilidad del criterio ha sido unánimemente recomendada por los psicómetras y psicólogos industriales “clásicos” como el método correcto de estimar la validez del predictor y es todavía recomendada en la actualidad y (e) la contribución sustantiva de los procedimientos de GV para orientar las prácticas de recursos humanos en las organizaciones no debería perderse en estas cuestiones técnicas de debate.

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Información de financiamento

The research reported was partially supported by Grant PSI2014-56615-P from the Ministry of Economy and Competitiveness to Jesús F. Salgado and Silvia Moscoso and by a Leverhulme Trust grant number IN-2012-095 to Neil Anderson. Appendix Formulas used 1) Formula to attenuate the reliability coefficient due to range restriction (Formula of Otis-Kelley): = = unrestricted reliability coefficient. r y y = 1 − U 2 1 − R y y ; where U SD / sd and R yy 2) Formula to correct validity for range restriction (Thorndike's Case I; Pearson, 1902; Thondike,1949): = = observed validity; R = corrected validity. R 12 = 1 − u 2 2 1 − r 12 2 ; where u sd / SD ; r 12 12 3) Formula to correct validity for double range restriction ( Pearson, 1908 ): = = sd/SD in variable 2; = observed validity, and = validity corrected for double range restriction. R 12 = r 12 u 1 u 2 1 − r 12 2 1 − u 1 2 1 − r 12 2 1 − u 2 2 ; where u 1 sd / SD in variable 1, and u 2 r 12 R 12

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