Anton J. Villado

Anton J. Villado
Amazon

Ph.D.

About

35
Publications
32,354
Reads
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1,599
Citations
Introduction
I am an executive and a scientist–practitioner. Throughout my career, I have focused on researching and developing sustainable and adaptable talent solutions. My areas of focus are identifying and assessing talent, training and development, and organizing and leading teams. My research interests require the use of repeated measures, and nested designs, and the statistical techniques to examine such designs.
Additional affiliations
November 2021 - present
Amazon
Position
  • Senior Researcher
October 2018 - October 2021
PracticeCraft
Position
  • Executive
Description
  • PracticeCraft is a membership website that provides dental practice owners and managers with insights, tools, and training resources to build and maintain a successful dental practice. We equip dental offices to manage personnel, engage patients, and grow your practice using the latest management and psychological science.
June 2016 - October 2018
RestaurantOwner.com
Position
  • Chief People Officer
Description
  • RestaurantOwner.com is a membership website that provides independent restaurant operators with insights, tools, and training resources to build successful restaurants
Education
August 2002 - July 2008
Texas A&M University
Field of study
  • Industrial/Organizational Psychology
August 1999 - December 2001
California State University, San Bernardino
Field of study
  • Industrial/Organizational Psychology
August 1997 - June 1999

Publications

Publications (35)
Article
Retesting occurs at all stages of the candidate life cycle—from screening and selection through development and promotion—and therefore has numerous human resource implications. Existing frameworks of retest performance address statistical and conceptual issues related to retest score change; however, little is understood about what causes score ga...
Article
Full-text available
Although most high-stakes admissions, credentialing, and pre-employment tests allow candidates to retest, relatively little is known about the personal traits of candidates who persist in retesting upon initial failure. In this study we investigated whether Big Five traits may predispose initially unsuccessful applicants to retest and subsequently...
Article
Introduction Although obesity stigma is pervasive, relatively little research has examined the extent to which the discrimination obese individuals experience extends to helping behavior. Objectives The purpose of the current set of experiments was to determine whether strangers help heavy individuals less than non-heavy individuals, and to examin...
Article
Full-text available
The purpose of this study was to test for race and sex differences in general mental ability (GMA) retest performance and to identify the psychological mechanisms underlying these differences. 318 participants completed an initial and retest administration of a GMA assessment separated by a six week span. Contrary to our predictions, we found that...
Article
Purpose: We sought to empirically assess the effect of predictor method characteristics (test form, item-type, and test type) on retest score change associated with an invariant construct—general mental ability—and to evaluate the effect of retesting on the criterion-related validity of assessments that vary in their susceptibility to retest effect...
Conference Paper
Full-text available
ABSTRACT We sought to empirically assess method characteristics on retest score change and to empirically evaluate the criterion-related validity of assessments that are more and less susceptible to retest effects and a specified criterion. Score changes are moderated by predictor method. Despite retest score changes, criterion-related validity is...
Conference Paper
Full-text available
ABSTRACT The current study examined the development of knowledge structures over multiple routine and adaptive performance episodes and the effect on subsequent performance. The results indicate that knowledge structure change is not related to subsequent performance. Study implications and the potential use of knowledge structures in training desi...
Conference Paper
Full-text available
ABSTRACT The current study examined the viability of self-report ability estimates by investigating the reliability and validity of two types of self-report ability assessments (transparent and non-transparent). The results suggest self-report ability assessments are relatively stable and demonstrate criterion-related validity. Implications for the...
Article
The after-action review (AAR; also known as the after-event review or debriefing) is an approach to training based on a review of trainees' performance on recently completed tasks or performance events. Used by the military for decades, nonmilitary organizations' use of AARs has increased dramatically in recent years. Despite the prevalence of AARs...
Article
As a constructive replication and extension of Arthur, Edwards, Bell, Villado, and Bennett (2005), the objective of the current study was to further investigate the efficacy of team relatedness and team workflow ratings (along with their composite) as metrics of interdependence. Although an analysis of task and job interdependence has important imp...
Article
Full-text available
The authors revisited the demographic diversity variable and team performance relationship using meta-analysis and took a significant departure from previous meta-analyses by focusing on specific demographic variables (e.g., functional background, organizational tenure) rather than broad categories (e.g., highly job related, less job related). They...
Article
Utility analysis is a series of statistical procedures used to quantify the fiscal gains accrued from implementing human resource management interventions (e.g., training programs) over their associated costs. Although empirical evaluation studies are typically used to generate the required utility parameters, particular circumstances might make it...
Conference Paper
Full-text available
ABSTRACT We examined the effectiveness of an expert–led after–action review (AAR) versus a non–AAR team training approach. Teams trained using expert–led AARs attained higher team performance, reported higher team–efficacy, and were better able to adapt their performance than teams trained without an AAR. PRESS PARAGRAPH The after–action review (AA...
Article
Using 192 paid participants who trained on a command-and-control microworld simulation, we examined the comparative effectiveness of two distributed practice schedules in enhancing performance at the end of training as well as after an 8-week nonuse period. Longer interstudy intervals (10 hr of practice over 2 weeks) led to higher levels of skill a...
Article
The use of unproctored internet-based testing (UIT) for employee selection is quite widespread. Although this mode of testing has advantages over onsite testing, researchers and practitioners continue to be concerned about potential malfeasance (e.g., cheating and response distortion) under high-stakes conditions. Therefore, the primary objective o...
Conference Paper
Full-text available
ABSTRACT We examined the effectiveness of an after-action review versus a non-after-action review team training approach and the effect of objectivity during the review. After-action training was effective for some, but not all training outcomes. Moreover, there was no difference between subjective and objective reviews on any of the training outco...
Thesis
Full-text available
The after–action review (AAR; also known as the after–event review or debriefing) is a training approach that is based on reviews of trainees’ performance on recently completed tasks or performance events. Used by the military for decades, the use of AAR–based training has increased dramatically in recent years. Empirical research investigating AAR...
Conference Paper
Full-text available
ABSTRACT This study addresses an overlooked issue in the training literature—skill decay on a cognitively complex task. We examined the amount and trend of skill decay over periods of nonuse, ranging from 1 to 8 weeks. Our results suggest that complex skill decay may not parallel that of simple skills. PRESS PARAGRAPH Military reserves, first respo...
Article
The authors highlight the importance and discuss the criticality of distinguishing between constructs and methods when comparing predictors. They note that comparisons of constructs and methods in comparative evaluations of predictors result in outcomes that are theoretically to conceptually uninterpretable and thus potentially misleading. The theo...
Technical Report
This study fills a void in the literature on skill decay by incorporating a cognitively complex task and an extended nonuse period. Using 192 paid participants who trained for approximately 17 hours on a command-and-control microworld simulation, we examined the effectiveness of distributed versus massed practice and post-acquisition observational...
Technical Report
Full-text available
Crew Resource Management (CRM) is a human factors training process that has been employed in the commercial aviation industry for over 25 years. During that time period, CRM has been credited with contributing to a marked decrease in human factors-caused accidents. Military teams, commercial shipping crews, surgical teams, nuclear power operators,...
Article
Because measures of person-organization (P-O) fit are accountable to the same psychometric and legal standards used for other employment tests when they are used for personnel decision making, the authors assessed the criterion-related validity of P-O fit as a predictor of job performance and turnover. Meta-analyses resulted in estimated true crite...
Conference Paper
Full-text available
ABSTRACT This study investigated the comparative effectiveness of massed and distributed practice schedules on complex nonmotor skill acquisition, retention, transfer, and reacquisition using a complex command–and–control task. Our results indicated that the massed protocol resulted in higher performance on acquisition but displayed greater skill l...
Article
This paper presents initial information on the development and validation of three team task analysis scales. These scales were designed to quantitatively assess the extent to which a group of tasks or a job is team based. During a 2-week period, 52 male students working in 4-person teams were trained to perform a complex highly interdependent comp...
Conference Paper
Full-text available
ABSTRACT Communicating via computer or face-to-face in a laboratory, three person groups completed a related series of tasks that required increasing levels of coordination. Using measures of performance and multiple types of satisfaction, computer-mediated groups and face-to-face groups differed on measures of satisfaction but not performance. Res...
Conference Paper
Full-text available
Quantity of information provided during organizational change can impact employees. Research suggests a curvilinear relationship between quantity of information and perceptions of procedural justice. This study found a linear relationship. However, participants indicated a preference for a medium amount of information. Design limitations and implic...

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