Marvin D. Dunnette's research while affiliated with University of Minnesota Duluth and other places

Publications (11)

Article
One way of summarising what has been presented here is to refer to the title of this article and comment briefly on emerging trends and vexing issues. Emerging trends can be viewed as areas of accomplishment for our field. At the beginning of this decade, Campbell (1990) commented that the last 25 years has witnessed an increased feeling of genuine...
Article
This paper is a conceptual and methodological critique of arguments advanced by Ones and Viswesvaran (1996, this issue) favoring ‘broad’ over ‘narrow’ personality traits for personnel selection and theoretical explanation. We agree with Ones and Viswesvaran that predictors should match criteria in terms of specificity. We depart from them, however,...
Article
This paper is a conceptual and methodological critique of arguments advanced by Ones and Viswesvaran (1996, this issue) favoring ‘broad’ over ‘narrow’ personality traits for personnel selection and theoretical explanation. We agree with Ones and Viswesvaran that predictors should match criteria in terms of specificity. We depart from them, however,...
Article
This study investigated the predictive validity of a selection battery for insurance agent support persons. The selection battery included cognitive tests, personality scales, and biodata scales. Predictor data were collected as part of the agent support person selection process. Behavior summary scale ratings made by immediate supervisors of agent...
Article
Recruiters from 8 telecommunications companies interviewed applicants or incumbents in 4 studies of the psychometric properties of structured behavioral interviews for management and marketing positions. Results yielded an interrater reliability estimate of .64 ( n = 37), a mean criterion-related validity estimate of .22 ( n ∼ 500), evidence of con...
Article
I appear to be one of the few persons who attended both the colloquium at Princeton titled Construct Validity in Psychological Measurement held in 1979 and the conference at Newport Beach titled Construct Validity: Issues and Opportunities held in 1990. As a discussant for both meetings, I have compared construct validity as seen by participants at...
Article
The research described in this report was performed under Project A, the Army's large-scale, multiyear manpower and personnel effort for improving the selection, classification, and utilization of Army personnel. This report is one of three derived from an extensive literature review to identify constructs that might enhance the accuracy of the Arm...
Article
From critical-incident analysis and judgments by subject-matter experts, a low-fidelity simulation was developed for selecting entry-level managers in the telecommunications industry. The simulation presents applicants with descriptions of work situations and five alternative responses for each situation. It asks them to select one response they wo...
Article
Full-text available
A review of criterion-related validities of personality constructs indicated that 6 constructs are useful predictors of important job-related criteria. An inventory was developed to measure the 6 constructs. In addition, 4 response validity scales were developed to measure accuracy of self-description. These scales were administered in 3 contexts:...
Article
A major goal of the Army Selection and Classification Project was to develop an experimental predictor battery that would best supplement the Armed Forces Vocational Aptitude Battery for making selection and classification decisions for entry-level enlisted personnel. That is, what predictor measures would best serve the needs of all the jobs in an...
Article
Behavior reliability describes the extent to which an individual's behavior is consistently effective, particularly in sensitive duty positions. Academic literature described in this report shows the effect on behavioral reliability of personal characteristics, environmental variables, stress, and coping. The correlates of substance abuse are descr...

Citations

... Relying on broad traits may make a precise conceptual understanding of the relationship between personality and performance difficult to achieve, which has led some authors to conclude that narrower traits have more explanatory potential (Schneider, Hough, & Dunnette, 1996). Empirically, narrower facets have been shown to outperform broader trait domains (Pletzer, Oostrom, Bentvelzen, & De Vries, 2020). ...
... Research conducted on cognitive ability tests using military and civilian samples suggests there will be mean score differences on most cognitive ability tests when racial groups are compared, but that the tests will not be unfair to any racial subgroup (Campbell, 1996;Carretta & Ree, 2000;Roth, Bevier, Bobko, Switzer, & Tyler, 2001;Russell, Reynolds, & Campbell, 1994;Sackett, Schmitt, Ellingson, & Kabin, 2001;Toquam, Corpe, & Dunnette, 1989;Wise, Welsh, Grafton, Foley, Earles, Sawin, & Divgi, 1992). Research suggests that there will be a standardized mean score difference of 0.6-1.0 between African-Americans and Whites, with Whites scoring higher on average. ...
... Such a proposal implies that it is possible to identify the individuals involved in espionage if we can identify their indicative characteristics and the underlying traits that are crucial in spying behaviour (Eoyang, 1994). Barge et al. (1984) have endeavoured to determine behavioural reliability, specifically for sensitive positions, by establishing the consistency of an individual's personal characteristics, environment, stress and coping techniques. However, recent investigations suggest that 30 per cent of employees believe that such people are laying low due to recession (NBES, 2011). ...
... Over the past couple of decades, the claim that there now exists a new consensus over the nature of validity-embodied in the fourth and, especially, the fifth edition-has repeatedly been asserted (e.g., Angoff, 1988;Cronbach, 1989;Downing, 2003;Dunnette, 1992;Kane, 2001;Shepard, 1993;Sireci, 2009). Moss (1995, p. 6) went so far as to describe this as "a close to universal consensus among validity theorists." ...
... By presenting job candidates with scenarios the recruiter is likely to determine from the responses future behaviors that might be enacted. Otherwise termed behavioral interviewing (Motowidlo et al., 1992), the technique has been used extensively in the human resources management literature to hire private security personnel (Moscoso & Salgado, 2001) and to evaluate the Accreditation Council for Graduate Medical Education (ACGME) competencies in resident selection (Easdown, Castro, Shinkle, Small, & Algren, 2005). It has also been used in the educational context. ...
... Job applicants show elevated means on scales measuring traits such as Conscientiousness and Extraversion (Anglim et al., 2017;Birkeland et al., 2006;Jeong et al., 2017), and scale SDs tend to decline as responses become more compressed around a perceived ideal (Anglim et al., 2017;Hooper, 2007;Salgado, 2016). Nonetheless, the extent to which this response distortion reduces validity remains an active topic of research, with some researchers suggesting that it is a serious problem (e.g., Rothstein & Goffin, 2006) and others that it is not (Hogan et al., 1996;Hogan et al., 2007;Hough et al., 1990;Ones & Viswesvaran, 1998;Ones et al., 2007). By incorporating several design strengths, including a large sample and personality ratings of targets by multiple others, the current research seeks to contribute to a deeper understanding of the effect of high-stakes testing on the validity of personality assessments and whether job applicant faking is a substantial concern. ...
... For this study, we opted for an SJT developmental approach consistent with the current literature on tacit knowledge (e.g., Sternberg, 1985, 1987;Cianciolo et al., 2006;Sternberg, 2006). Developing an SJT is usually characterized by three steps (see Figure 2 for a full description of the development approach): first, the scenarios are collected through interviews, followed by formulating the responses to the scenarios, and finally, the effectiveness of the responses for each scenario is evaluated (Motowidlo et al., 1990;Lievens et al., 2008). As is standard procedure for SJTs, we engage with subject matter experts to develop our instrument. ...
... Similar variables in concept are usually combined during the coding process (Viswesvaran et al., 1999). In the literature, there is the bandwidth-fidelity dilemma (BFD), which suggests a trade-off between the bandwidth and its fidelity for a measure (Cronbach & Gleser, (Hogan & Roberts, 1996;Schneider et al., 1996) also supported that predictors and criteria should be aligned in terms of breadth and fidelity. Therefore, in the present study, conceptually similar variables are combined, taking into account width and accuracy in the operationalization of variables. ...
... Additional sources may include colleagues, customers, or friends (Whittaker Melnike Group, Inc., 2019). Many organizations utilize multisource feedback as part of their employee development or performance management programs (Dunnette, 1998;Greguras & Robie, 1998;Toegel & Conger, 2003). In multisource feedback approaches, information is solicited from both internal and external stakeholders with knowledge of an individual's performance to create a more holistic view of their strengths, weaknesses, and developmental needs. ...
... Sackett et al. (2003) illustrated the omitted variables problem with a differential prediction study for American Blacks and Whites using predictor and criterion data for 13 separate jobs from the US Army's Project A. The omitted variable in this study was the general factor of the Armed Services Vocational Aptitude Battery (ASVAB). Three personality constructs from the Assessment of Background and Life Experiences (Peterson et al., 1990) were used: adjustment, dependability, and surgency. Criterion measures were core technical proficiency, general soldiering proficiency, effort and leadership, and personal discipline. ...