Craig J. Russell

• Ph.D.
• Professor (Full) at University of Oklahoma

Using a stratified random sample drawn from 11,709 business professionals’ survey responses across 26 societies, we investigated and failed to find support for the construct validity of the Schwartz Values Survey's (SVS) a priori 10-factor circumplex model of human values, originally developed from student and teacher responses. Subsequent explorat...

Moderator variables are widely hypothesized and studied in the organizational sciences, but the empirical track record of moderator variable studies is very discouraging. These studies often lack sufficient statistical power and the type of designs and measures common in organizational research virtually guarantee that the moderator effects that ar...

Reference checks and a brief history of their use in personnel selection systems are described. Generally yielding low criterion validity due to low reliability, reference checks can help minimize employer exposure to negligent hiring charges when applicants provide false information about prior credentials or accomplishments. Hurdles including ref...

Biographical information (biodata) inventories and a brief history of their development into one of the most powerful predictors in personnel selection systems are described. Linked to the basis of the popular book and movie Moneyball, methods of theoretical and non-theory (empirically) based item generation and scoring are described. Cutting edge...

Methods for estimating the economic impact of management interventions on organizations are described. Difficulties in estimating standard deviation in dollar terms precluded its operational use until recently, though issues remain.

Background checking in the broadest sense gathers any and all existing information about job applicants from electronic and human sources (e.g., creditors, prior employers, court records, and neighbors).

The current research literature on voluntary employee turnover exhibits at least four shortcomings: low predictive validity, excessive exuberance with predictors, low rigor, and little relevance. Existing theories of voluntary employee turnover research are under specified, as none contains the full range of variables originally hypothesized by Mar...

Aspects of March and Simon’s (1958) subjective expected utility model and a prediction of Lee and Mitchell’s (1994) unfolding model of voluntary employee turnover were tested. A policy capturing simulation that varied high, moderate, and low levels of five job characteristics was used to model voluntary turnover decision processes for 532 nurses. S...

The construct of new employee anticipation was explored within a model of newcomer socialization. Measures of anticipation, socialization processes and outcomes obtained from new college graduates one year after graduation (N = 378) suggested low-anticipation newcomers report lower job satisfaction, commitment, work motivation, job involvement and...

In reading the title of Johnson et al.'s (2010) article on synthetic validity, I immediately asked myself “Better at what?” Motor oil serves three functions in internal combustion engines: lubricate, cool, and clean engine parts. There is little doubt that synthetic motor oil does all three of these better than nonsynthetic motor oil, although some...

In reading the title of Johnson et al.'s (2010) article on synthetic validity, I immediately asked myself “Better at what?” Motor oil serves three functions in internal combustion engines: lubricate, cool, and clean engine parts. There is little doubt that synthetic motor oil does all three of these better than nonsynthetic motor oil, although some...

The article examines alternative paths by which voluntary turnover decisions might unfold, which resulted in what came to known as the unfolding model. The ways in which such paths might vary are discussed, including whether discrete informational shock initiated the turnover decision, the occurrence of simultaneous job search, and the profile of j...

Firms and individuals budget or account for dollars, not standardized dollars, squared dollars, squared deviations from mean dollars, or percentage of squared deviations from mean dollars – my checking account reports my balance in dollars. In contrast, we have all seen a model dismissed because it “only explained 9% of the variance.” However, the...

This study examined whether items from a biodata inventory were consistent with theory-based constructs as suggested by the ecology model. The model posits five constructs explain biodata predictive ability. Items were sorted using the theory-based construct domains. The resulting scale scores were assessed for evidence of content, criterion-relate...

Although a growing literature indicates that cultural distance – that is, differences between national cultures – is an important determinant of organizational actions and performance, both empirical and theoretical concerns abound. In this study, the relationships of cultural distance with entry mode choice, international diversification, and MNE...

One result of the increasing sophistication and complexity of MIS theory and research is the number of studies hypothesizing and testing for

One result of the increasing sophistication and complexity of MIS theory and research is the number of studies hypothesizing and testing for moderation effects. A review of the MIS and broader management literatures suggests researchers investigating moderated relationships often commit one or more errors falling into three broad categories: inappr...

Competency ratings were obtained from a hybrid selection system on 98 top-level executives in a predictive validity design. Hierarchical linear modeling results indicated that "resource problem-solving-oriented" competency ratings predicted initial performance. "People-oriented" competency ratings predicted subsequent performance trends. Utility es...

Students' perceptions of their own and other students' ethics were compared. Eighty-seven business majors (43 in accounting and 44 in marketing) returned responses to a questionnaire asking for their perceptions of the likelihood that they and others would engage in unethical behavior, given varying probabilities of their being caught and penalized...

Competency ratings were obtained from a hybrid selection system on 98 top-level executives in a predictive validity design. Hierarchical linear modeling results indicated that "resource problem-solvingoriented" competency ratings predicted initial performance. "People-oriented" competency ratings predicted subsequent performance trends. Utility est...

Murphy (1983, 1984) described how investigators could fool themselves with single sample cross-validation designs, recommending use of formula-based methods of estimating prediction error. Efron and Tibshirani (1997) proved the ".632 bootstrap method" outperforms alternatives recommended by Murphy (1984). This study applied the .632 bootstrap metho...

When gross deviations from parametric assumptions are observed, conventional data transformations are often applied with little regard for substantive theoretical implications. One such transformation involves using the logarithm of positively skewed dependent variables. Log transformations were shown to severely decrease estimates of true moderato...

Competency ratings were obtained from a hybrid selection system on 98 top-level executives in a predictive validity design. Hierarchical linear modeling results indicated that "resource problem- solving oriented" competency ratings predicted initial performance. "People-oriented" competency ratings predicted subsequent performance trends. Utility e...

When gross deviations from parametric assumptions are observed, conventional data transformations are often applied with little regard for substantive theoretical implications. One such transformation involves using the logarithm of positively skewed dependent variables. Log transformations were shown to severely decrease estimates of true moderato...

New college graduates' perceptions of organizational entry constructs were measured at the end of the first year of employment and related to subsequent turnover as well as work attitudes 3 years later in a longitudinal design. The research design examined the simultaneous effects of entry constructs for the first time in an exploratory model. The...

The relationship of superior-subordinate work value congruence to subordinate performance was examined in a retail setting. Additionally, because of on-going interest in the role of justice or fairness in the performance appraisal process, the relationship between the supervisor''s value of fairness and subordinate performance was examined. Superio...

The selection literature has long debated the theoretical and practical significance of dynamic criteria. Recent research has begun to explore the nature of individual performance over time. This study contributes to this body of research through a hierarchical linear modeling analysis of dynamic criteria. The purpose of this study was to investiga...

The link between organizational configurations and performance has become a central and somewhat controversial focus of research in the strategic management literature. We statistically aggregated results from 40 original tests of the configurations-performance relationship. In contrast to previous qualitative reviews, this meta-analysis demonstrat...

Traditional approaches to detecting the presence of moderators in meta-analyses involve inferences drawn from the residual variance in criterion-related validities (n) (tfter correctingfor sampling error and statistical artifacts. James. Demaree, Mulaik. and Ladd (1992) argued that these residualized interpretations ofmeta-analytic results may be s...

Evaluated the construct and criterion-related validity of assessment centers designed to measure job performance constructs. In Study 1, assessor training was modified to have assessors (25 district managers) view traditional assessment dimensions as role requirements. Concurrent validation of assessor evaluations of retail store managers ( n = 450...

Work values were examined as an antecedent of recruiters' judgments of applicant fit with the organization. Data were collected on the work values of recruiters, their organizations, and job applicants in actual job interviews conducted through the placement center of a large university. Following the interviews, recruiters evaluated applicants' ge...

Surrogate measures of original authors' reward context, primary motivation for doing the research, and knowledge, skills, and abilities (KSAs) were examined for their affect on criterion-related validities reported in the Journal of Applied Psychology and Personnel Psychology between 1964 and 1992. Number of years of experience (a surrogate KSA me...

This study is based on a review of several papers on multiple regression (with an emphasis on moderated regression) that have recently been published in the Journal of Management and elsewhere. Independent contributions from each of these articles suggest six sets of questions and/or conclusions that might motivate future researchers in this area,...

purpose of this chapter is to help future investigators generate biodata items that demonstrate both construct- and criterion-related validity / it is [the author's] belief that such efforts will ultimately lead to the development and evaluation of theories of performance prediction / theories of life history events . . . are described in light of...

Others have demonstrated that traditional applications of the Brogden-Cronbach-Gleser (BCG) selection utility formula are deficient in responding to the financial context of managerial decisions (Boudreau, 1983a, 1983b; Cronshaw & Alexander, 1985, 1991). We demonstrate that traditional estimates of selection utility also fail to reflect the strateg...

This essay integrates approaches from three literatures to develop a model of leader development. Kanfer and Ackerman's (1989) episodic model of skill acquisition is combined with Kegan's approach to adult development to encompass development of transactional and transformational leadership. Importantly, feedback mechanisms are added to explain cha...

Investigators have examined the impact of organizations' structural and environmental characteristics on innovation. We developed a measure of the innovation management process, specifically organizational norms toward innovation, and examined its relationship to innovation (as measured by effective entrepreneurial strategy) in combination with mea...

One of the most commonly accepted models of relationships among three variables in applied industrial and organizational psychology is the simple moderator effect. However, many authors have expressed concern over the general lack of empirical support for interaction effects reported in the literature. We demonstrate in the current sample that use...

The argument is made that meta-analytic results have liberated the field from an indentured relationship with criterion-related validity. Three major approaches to managerial selection are reviewed with special attention paid to construct validity and theory development efforts. Emphasis is given to meaningful historical trends in the evolution of...

One of the most commonly accepted models of relationships among three variables in applied industrial and organizational psychology is the simple moderator effect. However, many authors have expressed concern over the general lack of empirical support for interaction effects reported in the literature. We demonstrate in the current sample that use...

The use of taxonomies in human resources management is considered both from theoretical and applications perspectives. First, a philosophical overview is provided, followed by a review of existing taxonomies in management research. The review consists of selected taxonomies based upon traditional human resources management functions, as well as tax...

Investigated response biases in biodata scores derived with option-keying and item-keying procedures. Results indicated that (1) when Ss simulated responding as job applicants they distorted their responses in a socially desirable direction; (2) item-keyed scores were susceptible to inflation due to socially desirable responding and specific job-ti...

Paunonen and Jackson (1988) demonstrated that stepwise moderated regression provides a test of interaction effects that protects the nominal Type I error rate. However, the stepwise procedure has also been characterized as failing to detect interaction effects in empirical studies. This issue has led to questions regarding the method's statistical...

Biographical information was generated from retrospective life-history essays completed in the fall of 1986 by 1st-yr students at the US Naval Academy. Essays were targeted to aspects of 4 generic life experiences (individual accomplishments, group accomplishments, disappointing situations, and stressful situations) that might reflect the processes...

A model of initial salary detemination for professional and managerial employees is developed. That part of the model which concentrates on the role of employee salary negotiation behaviors and attitudes was investigated using a sample of 117 individuals. Significant variance in salary bargaining attitudes and behaviors was found; attitudinal and d...

This article proposes a strategy for integrating the research on a powerful selection tool (biographical data) with a promising approach to leader development (constructiveldevelopmental theory) in an attempt to bridge the gap between personnel selection and leadership theory. Building on previous calls for integrative approaches to the study of le...

A system of structured interviews, superior-peer-subordinate ratings, and consensus discussion is describedfor the selection of top level managers in a multi-national Fortune 50 firm. The interviews and superior-peer-subordinate ratings were used to gather biographical information on 66 candidates. The biographical information was used to generate...

A data transformation recently used by E. F. Stone and J. R. Hollenbeck (see record 1989-17703-001) is based on a faulty premise and should not be considered in future analyses. Specifically, these authors mistakenly equate the homoscedasticity assumption in regression analysis with the notion that subgroup variances need to be equal. We demonstra...

Analyzed individual ratings made by 46 assessors working in an assessment center for the selection of entry-level managers. 10 Ss' ratings (each of whom had rated more than 200 assessees) were individually subjected to confirmatory factor analyses (using linear structural relations) and examined within a lens model framework. Support was found for...

For a sample of police personnel, a longitudinal design was employed to examine the relationships between leader role clarification behaviors and subordinate job satisfaction and attitudes toward citizenry as well as the role of perceived skill variety as a potential moderator of those relationships. Further, both the relationships of perceived ski...

After Kipnis et al., it was hypothesized that superiors who believe they employ strong means of influence attribute the behavior of their subordinates to that influence, devalue the contributions of their subordinates, and increase the social distance between themselves and their subordinates. Also, the effects of superior power from the viewpoint...