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The purpose of this experiment is to examine one previously untested premise of the validity generalization model proposed by Schmidt and Hunter on test validity. The sample consisted of 307 subjects who were tested on measures constructed to be examples of contaminated, deficient, relevant and ultimate criteria. These criteria were correlated to a predictor, student GPA. The predictor-criteria relationship was observed over various sample sizes ranging from n = 25 to n = 300. The validity coefficients were hypothesized to change over increasing sample sizes in the same pattern as the other artifacts from Schmidt and Hunter's validity generalization model. Student GPA was obtained from a biographical data sheet and this raw score was correlated through the use of Pearson Product-Moment correlations to raw scores on each of four quizzes, representing the four criteria. These correlations were then analyzed to determine if they follow four hypothesized patterns supporting the patterns of Schmidt and Hunter's controllable artifacts. The results of the study indicated that the four hypotheses of various patterns resulting among the four criteria generally supported Schmidt and Hunter's validity generalization model. Further investigation to determine more completely the extent of the effects of the uncontrollable artifacts is suggested as this exploratory study represents the first laboratory investigation of the effect of sample size on criterion contamination and criterion deficiency in the validity generalization model.

In the past 30 years, the emphasis on the human relations aspects of management has greatly increased. As a result, new management theories have been advanced, acclaimed and criticized. The purpose of this empirical study was to determine what effect, if any, the biographical factors of age, education and rank had on managerial attitudes in a particular plant and whether the managerial personnel tended to identify with the assumption of Douglas McGregor's widely publicized managerial theories, known as Theories X and Y. Data for the study were gathered by means of attitude questionnaires which were mailed to randomly selected managerial personnel who represented all levels of plant management. The responses were tabulated and statistically analyzed for significance. Based upon the results of this statistical analysis and prudent logic and inference, certain findings were noted and conclusions drawn. The major finding was that in the plant studied, age, education, and rank were relatively unimportant determinants of managerial attitudes. The principal conclusion drawn was that the nature of the work performed and certain, local economic factors, rather than biographical factors, probably accounted for the particular managerial response patterns. / M.S.