ELIZABETH A. JANAK’s research while affiliated with State University of New York and other places

Advances have occurred in incorporating fuzzy sets into decision theory, but these advances have not been applied to the personnel selection process. Rating data obtained from employment interview or performance appraisal settings may, in fact, be particularly appropriate for such a fuzzy decision approach since these data are subjective. One fuzzy set decision approach allowing for importance estimates of various dimensions of a decision (R. R. Yager, 1981) is described and applied to 2 sets of employment interview rating data. While the distribution of a fuzzy score obtained on the interview data appears different from the distribution of a more typical regression score, and while the 2 methods are clearly not multicollinear, the correlations of both fuzzy scores and regression scores with other variables of interest were somewhat similar. (PsycINFO Database Record (c) 2012 APA, all rights reserved)

Kirkpatrick's model (1959a, 1959b, 1960a, 1960b) of training evaluation criteria has had widespread and enduring popularity. This model proposed four “levels” of training evaluation criteria: reactions, learning, behavior, and results. Three problematic assumptions of the model may be identified: (1) The levels are arranged in ascending order of information provided. (2) The levels are causally linked. (3) The levels are positively intercorrelated. This article examines the validity of these assumptions, the frequency of each level in published evaluation studies, correlations from the literature in regard to Assumptions 2 and 3, and implications for the researcher and training manager.